“A STUDY ON THE EFFECTIVENESS OF GRIEVANCE

HANDLING SYSTEM OF HARRISONS MALAYALAM Ltd.

PALAPPILLY”

Project report
Submitted in partial fulfillment of the requirement for the award of the degree of

BACHELOR OF BUSINESS ADMINISTRATION

Of

UNIVERSITY OF CALICUT

Submitted by
SILPA BABU

Reg. No.:EKAPBBAR11

Under the guidance of

MRS .LIGI GEORGE

DEPARTMENT OF M ANAGEMENT STUDIES

SAHRDAYA COLLEGE OF ADVANCED STUDIES,

KODAKARA
 Declaration

I hereby declare that this project worked titled “Grievance handling

System of Harrisons Malayalam Ltd., which I am submitting to the Calicut

university, is a record of original work done by me and not been previously formed

on the basis for the award of any academic qualification, fellowship or other similar

title of any other university

Silpa Babu

Place:-
Date:-
 Acknowledgement
First and foremost I bow with gratitude before the almighty for all his blessings
through out my life and especially for all the help extended to me through various
known and unknown hand during the course of my project work. I am deeply
indebted to my institution Sahrdaya College of Advanced Studies to provide me an
opportunity to undergo a project, which gave me through insight and experience that
will act as a stepping stone in my career.

I take my pleasure in honoring my sincere thanks to Mr. Shijoy Thomas the group

Manager of Harrisons Malayalam Ltd. For providing me all the facilities to do my

work.

I would like to express my sincere gratitude to Rev Fr. Titus Kattuparambil,

executive Director of SCAS, Dr. K.J. Antony, principal of SCAS, Mr.Savio
Fernandez, Head of the Management Department, Mrs.Anu Jose, the class animator,
and other teachers for their inspiration and encouragement during the course of study.

With great respect, I express my deep sense of gratitude to my guide Mrs. Ligi
George, Whose meticulous guidance, wise council and technical criticism enabled
me to work in its present form.

No words would sufficient to express my deep sense of gratitude to my family

members and Friends for their constant support and encouragement rendered upon
me. Needless I alone am liable for May imperfections which remain.
 TABLE OF CONTENT

Chapter Title Page no.

1 RESEARCH DESIGHN

1.1 Introduction

1.2 Objectives of the study

1.3 Nature of the problem

2 INDUSTRY PROFILE AND COMPANY PROFILE

2.1 Introduction to the industry

2.2 Profile of the organization

3 LITERATURE REVIEW

3.1 Literature review

3.2 Theoretical concepts

4 RESEARCH METHODOLOGY

5 DATA ANALYSIS , INTERPRETATION

6 FINDINGS AND SUGGESTIONS

BIBLIOGRAPHY

Annexure
 LIST OF TABLES

Table No. TITLE Page No:

5.1

5.2

5.3

5.4

5.5

5.6

5.7

5.8

5.9

5.10

5.11

5.12

5.13

5.14

5.15

5.16

5.17

5.18

5.19

5.20
 LIST OF GRAPH

GRAPH NO. TITLE PAGE NO.

5.1

5.2

5.3
5.4
5.5
5.6
5.7
5.8
5.9
5.10
5.11
5.12
5.13
5.14
5.15
5.16
5.17
5.18

5.19
5.20
 CHAPTER 1
INTRODUCTION
 INTRODUCTION OF THE STUDY

A grievance is any discontent or feeling of unfairness and in the workplace ,it should

be pertaining to work. A grievance is more deep-seated than a complaint. Complaints

are expressions of grievances, but a grievance is deep-rooted such that the employee

takes appropriate remedial action to seek satisfaction.

Employees may be grievant due to the existing policy, rule, work procedure or

dissatisfaction due to the certain behavior. If the level of dissatisfaction goes on

increasing then they put the written complaint about it to the management which is

known as grievance. Grievances are concerns, problems or complaints that

employees raise to their employers. The Employment Relations Acts gives all

employees the rights to pursue a personal grievance if they have genuine

complaints.

In this project, entitled “Grievance Handling System of Harrisons Malayalam

Limited” the different aspects which determines the employee – employer

relationship and also , how grievance are redressed

 Objectives of the study

Objective of the study of project can be classified mainly two objectives

1) Primary objective: To understand which are the factors influencing the

Employee’s grievances
.
2) Secondary objective To understand the effectiveness of the

grievance handling system

 Nature of the problem

Employee's grievance not only reduces the productivity of employees and

organization, it may put the existence of the organization in a danger situation.

Therefore, the grievance has to be solved as quickly as possible. For this, the

reason has to be identified.

The problem to be addressed to assess the Grievance procedures followed by

Harrisons Malayalam Limited., to solve the grievances of the employees. There are

various factors that motivate the employees to work for an organization and make

them retain in the organization for a longer period of time.

The project mainly undertaken to understand the factors influencing the grievances

and how far the grievances are redressed.

 CHAPTER 2

INDUSTRY PROFILE
 INTRODUCTION TO THE INDUSTRY

HISTORY

Rubber had long been in historical plant. Since Columbus had discovered America

in 1495 (509 years ago), Red Indian, ancient tribe of South of America, called it

Caoutchoue Meaning is Crying Tree. The reason is that when it is cut off with

knife or sharpens tools, its natural latex automatically comes out as a tear of

tree. Rubber is an important plant not only for world economic strategies but also

for the use of living of humankind. The more social development, the more

requirements of products made of Rubber for people utilization is increasing every

day. India is one among the top ten rubber producing countries. Kerala state is

leading rubber plantation state in India. Most of the Malanaadu and Idanaadu

areas of Kerala state are growing rubber. Years back people used to plant coconut

in their fields. But today people plant rubber trees instead as it gives a daily

income. Natural latex is one of important raw material available for making

various kinds of products in heavy industries such as motor and vehicle industry,

kitchenware and house ware. In our daily life, we are always involving with

products made of Rubber. Rubber is significantly economic plant of Thailand.

Rubber tree, including seeds and plantation are beneficial for all kinds of use,

increasing more income and employment opportunity for Thai agriculturist. At

present, Thai agriculturist are proud to have their plantation, increasing in total

every year. Plantation is easy to control and look after, save cost and time for its

growth. Not like other plants, Rubber products have long been grown with its best

outcome year after year. According to above result, Thailand is the largest land of

Rubber plantation in the world.

  Present status
High price of rubber attracted people for planting rubber in India. Increased price was

supplemented by the encouraging attitude of the Government of Madras and Mysore.

For example Government exempted all lands already planted or to be planted with

rubber from the assessment of tax for three years in waynad and for five years in the

Nilgiris by an order in 1904. The Government of Mysore also passed an order in

1906, granting a maximum of 202 hectares per planter free of assessment’ of land tax

for the first five years. Yet another factor which attracted foreign planters in India

was the availability of cheap labor. The production of rubber in the country increased

at the rate of 7.8 per cent annum over the 37 year period. This impressive growth in

production is mainly because of the increase in area and improvement in yield. Yield

improvement is presumed to be the result of change in agricultural technology

.
 FUTURE SCOPE

The Rubber Board carries out various development activities designed to promote

expansion and modernization of the rubber plantation industry. Until 1956, these

were confined to advisory and extension services and procurement and distribution of

planting materials of improved varieties. The first major development scheme to be

introduced was the one to promote replanting of old and uneconomic plantations

which started operation in 1957. This was followed by a host of other schemes and

activities in quick succession embracing almost all the development requirements of

the industry. As of now, these broadly cover technical services, supplies, new

planting, replanting, and productivity improvement, modernization of processing,

exploitation of large byproducts to augment plantation economy, marketing,

promotion of collective self help amongst small holders, training and labor welfare.

The strategy of integrating financial incentives and technical advice to faster and

effective. The statutory provision for sourcing funds for the purpose from cess on

rubber satisfies this in fair measure. Planners have had to take into account the ever-

growing industrial requirements of raw material rubber in this large developing

country on the one hand and the geographical and agro-climatic limitations in

growing rubber on the other. The latter problem is further aggravated by the

unremitting fragmentation of plantations engineered by social and economical

factors. There is a well structured field establishment set up under the Rubber

Production Department which renders free advisory and extension services to rubber

growers on all aspects of rubber cultivation, production, processing and marketing

and simultaneously attends to implementation of various development schemes as

well. The set up comprises four Zonal Offices, 44 Regional Offices and 191 Field

Offices located at all important rubber growing centers.

 PROFILE OF THE ORGANIZATION

o HISTORY

Harrisons Malayalam Limited (HML) is the most successful integrated agricultural

operation in South India. One of the oldest - with a history that goes back over

period, established and run plantations for Tea, Rubber, Cocoa, Coffee and a wide

variety of Spices. The first of our Tea Plantations was established nearly 200 years

ago as Tea was first planted on the slopes of the mountains that form the backbone of

South India. In the early 1900's rubber was first planted on a commercial scale in

India. As a major corporate in agriculture, Harrisons Malayalam took on the yet

again pioneering work for yet another crop - having opened new areas for tea in the

previous century. Rubber though tapped as latex, is processed into various rubber

products - a stabilized concentrated form of latex, smoked sheets, crepes and

crumb/block rubber in a wide variety of grades.

PRESENT STATUS

Today the company has a total planted area of about 6000 ha. This is spread over 10

estates. The Company produces 8.5 million kilograms from its own area and

processes another 1.5 million kilograms bought from neighboring holdings. An

integrated agriculture operation giant Harrisons Malayalam Limited is India's largest

producer of rubber, South India's largest cultivator of Tea and perhaps the largest

farmer of Pineapple in the region. It is also a major processor of other agricultural

produce from neighboring farmlands. The company also produces smaller quantities

of a variety of other exotic horticultural crops like Areca nut, Banana, Cardamom,

Cocoa, Coffee, Coconut, Pepper and Vanilla as well as limited quantities of

organic tea and Spices. Exotic horticulture being a labour intensive activity the

company has been a major employer of people. It today has a workforce of about

15,000. Operating in rural India the company has been responsible in bringing

economic activity to remote parts and providing basic amenities including healthcare

to a population otherwise deprived of such support. HML is a company that has

witnessed many seasons and weathered many storms. Today it is growing from

strength to strength, taking advantage of the changing paradigm for agriculture in

India.

FUTURE SCOPE

Harrisons Malayalam Ltd., as the largest Plantation Company in South India, leads

the industry in scientific and modern agriculture and manufacture. The Company also
preserves its proud heritage of looking after its employees and evolving them with

modern HR practices. Co-existing with Nature, plantations in South India have a

proud ecological history in harmony with nature. Our lands borders virgin tropical

forest and, as such, we operate with a little "helping hand" from wild life. It is not

uncommon for elephants to ramble in our rubber plantations or dig up tea bushes. The

old bungalows while able to protect the occupiers from such ventures do regularly

have panthers looking for a pet dog meal. The company is part of RPG Enterprises

one of the largest and well-respected industrial groups in India. The Group has a

turnover of around Rs.73 Billion and interests in tyres, cables, power transmission,

telecommunications, pharmaceuticals, specialty chemicals, retail and consumer

marketing, hotel and tourism, entertainment and agri-business.

 CHAPTER 3
LITERATURE REVIEW
 REVIEW OF LITERATURE

1. “Do We Need To Train Our Managers in Handling Grievances?”by

Zulkiflee Daud Mohd Faizal Mohd Isa Wan ShakizahWan Mohd Nor

Zairani Zainol , discusses styles in handling grievances among heads of

department at a telecommunication company and the influence of training

and experiences in selecting the appropriate grievance handling styles.

Finding from this study will help organizations to construct their training

framework when especially training in grievance management and leadership.

This study has revealed that training result was the significant predictors for the

integrating grievance handling style. Training session can enhance heads’ of

department abilities to convey information regarding company’s rules and

regulations, terms and conditions of employment and result from precedent

cases if the situation and symptom of the present grievance was similar with

previous cases.“Grievance expression between co-workers: reliability and

validity of a

measurement scale” cheryl denies king‘s study reports the development of the

Grievance Expression Scale (GES), a self-report measurement instrument of how

organizational members express objections or complaints that they have about one

another's behavior. The GES instrument represents a attempt to better categorize

and quantify the behavior of organizational members. Most importantly, the GES

stimulates new questions for the stud of conflict communication behavior in

organizations and a means for answering those questions. The article titled “save

yourself from grief Day, Clive” in Motor Transport; Sep 7, 2006; ABI/INFORM

Complete, explains how to avoid greater issues in the organizations. If an

employee has a grievance, maybe over money or conditions, then the employer

will have to follow strict procedures if he is to avoid potentially expensive

compensation claims. The paper looks into grievance and suggests the employers

to be updated on the statutory regulation and follow them properly for any kind of

grievance. A study done on Non-union grievance systems: System characteristics

and fairness perceptions published in Academy of Management journal

investigates the fairness perceptions of non-union grievance systems utilizing a

policy capturing design. Employees will feel satisfied only f their problems are

addressed

2. Gordon and Miller, Allen and Keavney and Klass note the important role
that expectancy theory could play in differentiating grievants and
nongrievants. Although not a complete test of expectancy theory, Lewin and
Boroff did include the employees perceived effectiveness of the grievance
procedure as an explanatory variable. Surprisingly, this was not significantly
related to grievance filing. Further research focusing on expectancy theory and
grievance filing that more fully develops testable hypotheses derived from
expectancy theory seems appropriate.

Bemmels, Reshef and Stratton-Devine included the shop stewards

assessment of how frequently employees approach them with complaints.
Although most grievances are formally filed by employees, the initiation of a
grievance can come from employees or stewards. Complaining to the shop
stewards is the employees’ role in the grievance initiation process. Both of these
studies found the work group with employees who complained to the stewards
more frequently had grievance rates. Employees’ complaining to their stewards is
a precursor to grievance filing. The measure of consideration and structure were
significantly related to frequency of employee complaints in Bemmels and the
steward’s assessment of the supervisors’ knowledge of the collective agreement
was negatively related to complaints.
3. Lewin and Peterson found a positive relationship with grievance
procedure structure and grievance rates. They also found higher grievance
rates under procedures that include provisions for expedited grievance
handling. It was found that provisions allowing oral presentation of grievances
was related to lower rates of written grievances, and screening of potential
grievances was related to lower rates of written grievance, and screening of
potential grievances by a committee or other union officials was associated with
lower grievance rates. The number of steps in the grievance procedure and the
length of time allowed for filing a grievance were not related to grievance rates.

Lewin and Peterson argued that evaluations of grievance procedure

effectiveness should include subjective evaluations by the participants as well as
objective measures reflecting the operation of the grievance procedure. They
argued that subjective evaluations are the preferred method for evaluating
grievance procedure effectiveness. Effectiveness was difficult to interpret from
measures reflecting the operation of grievance procedures such as grievance
rates, settlement levels and arbitration rates since it was not clear what the
optimal magnitudes might be for these measures. Furthermore the purpose of
grievance procedure is to resolve disputes about the interpretation and
application of collective agreements. Grievance procedures exist for the benefit
of the employees, employers and unions. If the parties were satisfied with the
operation of the grievance procedure, it seems to more important than attaining
some predetermined optimal magnitude of grievance filing or when, where, and
how grievances are being resolved.
 CHAPTER 4

RESEARCH METHODOLOGY
 RESARCH METHODOLOGY

Research is a process in which the researcher wishes to find out the end result for
a given problem and thus the solution helps in future course of action. The research
has been defined as “A careful investigation or enquiry especially through search for
new fact in any branch of knowledge. “

The procedure using, which researchers go about their work of describing,

explaining and predicting phenomena, is called Methodology. Methods compromise
the procedures used for generating, collecting, and evaluating data. Methods are the
ways of obtaining information useful for assessing explanation.

The type of research used in this project is descriptive in nature. Descriptive

research is essentially a fact finding related largely to the present, abstracting
generations by cross sectional study of the current situation

Data collection method:

 Questionnaire: A questionnaire is a research instrument consisting of a

series of questions and other prompts for the purpose of gathering
information from respondents

 Interview: An interview is a conversation where questions are asked

and answers are given. It is a direct way of collecting information.
 Population technique:

Population is defined as a complete set of elements that possess some common

characteristics defined by the sampling criteria established by the researcher.

 Target population

 Accessible population

Sampling:

Sampling is the method of selecting some members from the population as samples
representing the whole population to collect the data. As there are 210 employees in
total, census method was not feasible within the period of 1 month. So I selected the
sampling method with selection of 20 employees in the factory representing the whole
employees.

Sampling technique:

Sampling technique is the technique used by the researcher to select the samples for
the study.Here I have selected the method of simple random sampling. This method is
used to collect the random number of employees

Sample size:

The sample size is taken here is a set of 20 employees of Harrisons Malayalam

Ltd. It will be easier to study a sample rather than a population and then the result
can be generalized.
RESEARCH VARIABLES

A concept which can take different quantitative values is called variables. It is

classified into independent and dependent variables. This research was studied
keeping the dependent variable as grievance handling system .Then independent
variable were analyzed based on the factors influencing grievances

Dependent variables:

Dependent variable is one which is affected by changes in the independent

variables .Here the dependent variable is:

 grievance handling

Independent variables;

Independent variables are not affected by changes and its changes causes variation
in some other variables. And it is not dependent on any variables.
 Salary
 Allowances
 Work load
 Working hours
 Job stress
 Working environment
 Employee – employer relationship
 Leave applications
 Working shift
 Supervision
 Sanitation facilities
 discipline
 TYPES OF DATA

While deciding about the method of data collection to be used for the study, the
researcher should keep in mind two types of data, they are:

1. Primary Data
2. Secondary Data

PRIMARY DATA

Primary data are those collected by the researcher for the first time and thus they are
original in character they are collected for a particular purpose. Primary data can be obtained
through observation or through personal interview, questionnaire, etc

SECONDARY DATA
Secondary data are those which have been collected by some other person for this
Purpose and published .these are mainly collected from various literatures such
as books, magazines, and other websites as the sources of secondary data
 CHAPTER 5

DATA ANALYSIS AND INTERPRETATION

1. Perception of workers towards the monthly salary
1A
Dimensions No. of participants Percentage (%)
Highly satisfied 18 52
Satisfied 12 34
dissatisfied 5 14

1B

14%

highly satisfied
saitisfied
52%
dissatisfied
34%

1.C
Interpretation: - Here in this diagram, half of the organization is satisfied with their
salary.

It shows the employees working atmosphere and their emotional abilities

2. Perception of workers towards working atmosphere
2A

Dimensions No. of participants Percentage

Highly satisfied 12 34
Satisfied 15 43
Dissatisfied 8 23
2B

23%
34%
Highly satisfied
satisfied
dissatisfied

43%

2. C

Interpretation: This graph shows majority of employees are not satisfied with
cleanliness.

It affects in their works.

3. Perception of workers towards the distribution of workload
3A

Dimensions No. of participants Percentage

Highly satisfied 18 52
Satisfied 12 34
Dissatisfied 5 14

3B

14%

Highly satisfied
Satisfied
52%
Dissatisfied
34%

3 .C
 Interpretation :- This graph shows majority of the employees are highly satisfied
w ith the

work load .It will help to achieve weekly target of the organization.

4. Perception of workers towards transfer

4A

Dimensions No. of participants Percentage

Strongly agree 4 11
Agree 14 40
Disagree 17 49

4B
 11%

strongly agree
49%
agree
disagree
40%

4 .C

Interpretation: - This graph represents majority of employees are wish to stay at the

same organization because of transportation and some personal issues, etc.

5. How do respondent feel about turnover effect their workload

5A
 Dimensions No. of participants Percentage
Agree 14 40
Disagree 15 43
Highly disagree 6 17
5B

17%

40%
Agree
disagree
highly disagree

43%

5. C

Interpretation: - Majority of employees are says that sometimes turnover may affect
their
work shift and some interpersonal issues.

6. Supervision at work place

6A
Dimensions No of participants Percentage
Strongly agree 26 74
Agree 7 20
Disagree 2 6
6B

6%

20%
strongly agree
agree
disagree

74%

6.C

Interpretation: - Majority of the employees are satisfied with their supervisors. It

helps to

workers to concentrate on their works

7. Workers -Supervisors’ relation
7A
Dimensions No of participants Percentage
Highly satisfied 30 86
Satisfied 3 9
Dissatisfied 2 5
7B

highly satisfie d
satisfied
dissatisfied

7.C

Interpretation :- Most of all workers are highly satisfied with workers – supervisors
relations.
8. Workers and disciplinary actions
8A
Dimensions No of participants Percentage
Highly satisfied 28 80
Satisfied 5 14
Dissatisfied 2 6
8B

13%

highly satisfied
satisfied
29%
dissatisfied
58%

8.C

Interpretation :- This graph shows most of all employees are highly satisfied with
their

organizations vision mission ,rules and regulations

9. Work satisfaction of employees in the organization
9A
Dimensions No. of respondents percentage
Great 20 57
Satisfied 9 26
frustrated 6 17
9B

17%

great
satisfied

57% frustrated
26%

9.C

Interpretation:- half of the organization are satisfied with their day to day works .
others

dissatisfactions are based on their personal issues

10. Grievance handling system in the organization
10A
Dimensions No. of respondents percentage
Excellent 18 51
Good 15 43
average 2 6
10B

6%

excellent
good
43% 51%
average

10.C
Interpretation:- majority of employees are agree with grievance
handling system are highly affective

11. Capability to use machines

11 A
dimensions No. of respondents Percentage
Great 13 37
Satisfied 17 49
dissatisfied 5 14
11 B

14%

37%
great
satisfied
dissatisfied

49%

11.C

Interpretation:- Employees are satisfied with their machines used for the works . But
some
specifies that machines may get preparing problems so it increases their work shift

12. Workers daily transportation

12A
dimensions No. of respondents Percentage
Highly satisfied 14 40
Satisfied 15 43
dissatisfied 6 17
12B

17%

40%
highly satisfied
satisfied
dissatisfied

43%

12.C
Interpretation:-Majority of employees are says that they don’t have long distance to
the

organization; so they are satisfied with daily transportation

13. Perception of workers towards sanitation facilities

13 A
dimensions No. of respondents Percentage
Highly satisfied 19 54
Satisfied 16 46
dissatisfied 0 0
13.B
 0%

46% highly satisfied

satisfied
54% dissatisfied

13.C

Interpretation :- the majority of employees are not facing any kind of problem relating
to

sanitation facilities

14. Perception of workers to shift time

14 A
dimensions No. of respondents Percentage
Strongly agree 15 43
Agree 12 34
disagree 8 23
14 B
 23%

43% strongly agree

agree
disagree

34%

14.C

Interpretation:- most of all employees are of the openion that they are satisfied with
work

shift.

15. Efficiency of training

15A
dimensions No. of respondents Percentage
Highly satisfied 13 37
Satisfied 15 43
dissatisfied 7 20

15 B

20%

37%
highly satisfied
satisfied
dissatisfied

43%

15.C

Interpretation:- The majority of the opinion that excellent safety measures are
provided by the

company because the company is giving proper training to the employees

16. Efficiency of ambulance and sick room facilities
16 A
Dimensions No. of participants percentage
Highly satisfied 9 26
Satisfied 19 54
dissatisfied 7 20
16 B

20%
26%

highly satisfied
satisfied
dissatisfied

54%

16.C

Interpretation:- majority of all employees are didn’t get any kind of dissatisfaction on
safety

tools in the organization

17. Do respondent feel that present grievance handling policy of
organization is effective
17 A
Dimensions No of participants Percentage
Strongly agree 25 71
Agree 7 20
Disagree 3 9
17 B

9%

20% strongly agree

agree
disagree
71%

17 .C

Interpretation:- majority of the employees are satisfied with present grievance

handling policies
18. How do respondents feel about the decision given corresponding to
grievance?
18 A
Dimensions No. of participants percentage
Highly satisfied 7 20
Satisfied 18 51
dissatisfied 10 29
18 B

20%
29%

highly satisfied
satisfied
dissatisfied

51%

18.C

Interpretation:-majority of employees are agreed with acceptance of grievances in

working atmosphere
19. Satisfaction level in leave applications
19A
Dimensions No. of participants percentage
Highly satisfied 12 34
Satisfied 17 49
dissatisfied 7 17
19B

17%

34%

highly satisfied
satisfied
dissatisfied

49%

19.C

Interpretation:-Companies leave application is based on cause of leave , turnover and

personal issues
20. Satifaction level of employees union
20 A
Dimensions No. of participants percentage
Highly satisfied 7 20
Satisfied 15 43
dissatisfied 13 37
20 B

20%

37%
highly satisfied
satisfied
dissatisfied

43%

20.C

Interpretation:-majority of employees have a good opinion about cooperative union .

sometimes this union helps to interact more to others
 CHAPTER 6
FINDINGS AND SUGGESTIONS
 FINDINGS

● 54% of respondent’s state that they are being provided with temporary relief
until final decision is taken.
● 91% of respondents state that their supervisors are highly skilled
● 88% of respondents are highly satisfied towards the decision given by the
management.
● 65% of respondents communicate to their co-workers. It is their informal
channel.

● 97% of respondents agree that mechanism being followed resolves

their grievance..
● 45% of respondents’ immediately redress their grievance through committee
members.
● 25% of respondents are aware of canteen, transport committees available.
100% of respondents have agreed that there is regular follow up to ensure
right decision is given
 SUGGESTIONS

● Job descriptions, responsibilities should be as clear as possible. Everyone should

be informed of company’s goals and expectation including what is expected
from each individuals
● Suggestion boxes can be installed. It brings the problem or conflict of interest
to light.
● Training programme can be provided to the employees
● . Temporary relief can be provided so that the delay does not increase
frustration and anxiety and thereby not affecting his / her morale and
productivity