Grievance: Grievance for the purpose of this scheme would mean a grievance related to any staff

member arising out of the implementation of the policies/rules or decisions of the organization. It
can include matters related to leave, increment, allowances, bonus, no extension of benefits under
rules, interpretation of service rules, etc., of an individual nature.

The following is an illustration of probable situations giving rise to individual grievances :

i) Economic: Wage fixation, wage computation, Bonus, etc. Employees feel they are getting less

than what they ought to get.

ii) Work environment: Poor working condition, defective equipment and machinery, tools,

materials, safety appliances, etc.

iii) Supervision: Disposition of the superior towards the employee. Perceived notions of

favoritism, nepotism, bias, etc.

iv) Work group: Strained relations or incompatibility with peers. Feeling of neglect, seclusion or

victimization, sexual harassment in any form, physical assault.

v) Work Organization: Rigid and unfair rules, too much or too less work responsibility, lack of

recognition etc.

vi) Disciplinary Action: Discharge, dismissal, suspension, fines, or any other form of punishment

arising out of an act of misconduct.

Questionnaire:

Q.1) Is there any Grievance Settlement Machinery in your organization? (Yes / No)

Q.2) Whether your organization maintains proper record of employee grievances?

(Yes/No)

Q.3) Which of the following Grievance Settlement Machinery do you have in your

organization?

a. Open-Door Policy

b. Step-Ladder Policy

c. Combination of the two

Q.4) Is work culture supportive in your organization?

Mostly
Rarely
Sometimes
Not at all

Q.5) How often you face grievance in your organization.?

Mostly
Rarely
Sometimes
Not at all

Q.6) Most of your grievance are related to :

Work Environment

Supervision

Workgroup

Economic (Salary, Reward, Incentives)

Social Injustice

Overtime

Plant Rules and Regulations

Dearness and other Allowances

Working Conditions

Increments

Nature of the Job

Promotions

Transfers

Disciplinary Action

Absenteeism

Any other

Q.7) What sources are used to discover grievances in your organization?

a. Direct Observation

b. Grievance Procedure

c. Gripe Box

d. Exit Interview

e. Open Door Policy

f. Any Other

Q.8) Whom does you report / share if you have any grievances
Superior
Colleagues (discussion)
Function Head
Head of HR department
Q.9) How often you complaints and grievance being taken care off ?
Mostly
Rarely
Frequently
Not at all

Q.10) How much times your superior takes on a complaint (duration of handling process)?
2 Weeks
6 Weeks
Indefinite
Depends upon level

Q.11) To what level the Management is effective in grievance settlement?

Completely
To a certain extent
To a satisfactory
Not at all

Q.12) Do you motivate employees to register grievances if any?

Yes
No

Q.13) Are you satisfied with the existing grievance settlement system ?
Mostly
Rarely
Sometime
Not at all

Q.14) Is the decision taken by the top management related to your grievance is satisfactory?
Mostly
Hardly
Partly
Never

Q.15) Suggestions if Any _____________________

Q.16) What are the main objectives of Grievance Handling Machinery (in order of priority)?

a. To strengthen line management

b. Improve mutual understanding between complainant and supervisor

c. To secure natural justice

d. To prevent dissatisfaction

e. Can’t Say

Q.17) Is Grievance Settlement Procedure properly communicated to

a. Line Managers

b. Union Leaders

c. Workers
If yes, what methods are adopted?

a. Official Circulars

b. Company Magazines

c. Meetings

d. Grievance Committee.

e. Direct Communication

Q.18) Is there any time limit at different stages for the settlement of the grievances?

(Yes / No)

If yes, kindly mention the time limit provided at different stages

a. ___________

b.

c. ___________

d.

Up to what stage, a Grievance Procedure should be?

a. I Stage b. II Stage

c. Ill Stage d. IV Stage

e. V Stage f. VI Stage

Q.19) What do you think about the effectiveness of the Grievance Settlement Machinery

in your organization?

a. Very Effective

b. Effective

c. Moderately Effective

d. Ineffective

e. Can’t Say

Q.20) Which of the following Grievance Settlement Machinery you prefer.

a. Open-Door Policy

b. Step-Ladder Policy

c. Combination of the two

Q.21) Do you think an aggrieved employee is a great liability to an organization?

(Yes/No)

Q.22) Do the unions play any role in resolving Grievance of employees? (Yes/No)
If Yes, than what it is?

a. Give confidence to employees to present complaints

b. Protect employees from being victimized

c. Negotiate settlement of grievances

d. Bring pressure on the management to redress the grievance

e. Stirring up the employees grievances

f. Thrive on keeping grievances unsettled

Q.23) Are you satisfied with the Grievance Settlement Machinery of your organization?

(Yes / No)

Q.24) What do you think, is the effect of grievances on employees, if not identified and

redressed in your organization?

a. Increased rate of absenteeism and turnover

b. Reduced level of commitment, sincerity and punctuality

c. Increased rate of accidents

d. Reduced level of employee morale

e. All of the above

Q.25) What are your suggestions for making Grievance Settlement Machinery more

effective? Please indicate in order of preference.

a. Conformity with Existing Legislation

b. Acceptability

c. Clarity

d. Simplicity

e. Promptness

f. Follow-Up

g. Any Other