HRM 701: INDUSTRIAL

RELATIONS THEORY &

POLICIES
M A J O R A S S I G N M E N T: E M P L O Y E E
G R I E VA N C E S
 AIM

 To examine the best practices of industrial relations in an

organisation

 Analyse circumstances surrounding the employee

grievances in the organisation

 Key factors which give rise to employee grievances

 METHODOLOGY
Two methods for data collection:
1. Primary:
• Questionnaires
• Industry visit

2. Secondary:
• Internet research
• Library research
 INTRODUCTION
• The International Labour Organization (ILO)
defines grievances as a complaint of one or more
workers with respect to wages and allowance,
conditions of work and interpretations of
services condition covering areas such as
overtime, leave, transfer, promotion, seniority,
job assignment and termination of service.
 CONCLUSION
• Grievance may be any genuine or imaginary feeling of dissatisfaction or
injustice which an employee experiences about his job and its
nature, about the management policies and procedures. It must be
expressed by the employee and brought to the notice of the
management and the organization. Grievances take the form of collective
disputes when they are not resolved. Also they will then lower the
morale and efficiency of the employees. Unattended grievances result
in frustration, dissatisfaction, low productivity, lack of interest in work,
absenteeism, etc. In short, grievance arises when employees’
expectations are not fulfilled from the organization as a result of
which a feeling of discontentment and dissatisfaction arises. This
dissatisfaction must crop up from employment issues and not from
personal issues.
CONT..

Grievance may result from the following factors

a. Improper working conditions such as strict production standards,

unsafe workplace, bad relation with managers, etc.
b. Irrational management policies such as overtime, transfers,
demotions, inappropriate salary structure, etc.
c. Violation of organizational rules and practices
 REFERENCE
• Carlson. J. (1992). Handling Grievances and Unfairness: Management Development Review.
Volume 5, Issue 6. Available at: http://www.ukessays.com/essasys/business/grievancesdiscipline
dimissal procedures of sainsbury.php [Accessed on 29th March 2015]

• Cleyman. K, Jex. S, Love.K. (1995). “Employee Grievance: An Application of the Leader

Member Exchange Model.” International Journal of Organizational Analysis. Volume 3,
Issue 2, pp 156-174. Available at: www.emeraldinsight.com/doi/abs/10.1108/eb028828
[Accessed on 21st March 2015]

• Hook. C, Foot. M. Rollinson. D. (1995). “Supervisor and Manager Styles in Handling

Discipline and Grievance: Part 1- Comparing Styles in Handling Discipline and Grievance”
Personal Review Volume: 25, Issue: 3. Available at:
www.emeraldinsight.com/doi/abs/10.1108/00483489610123245 [Accessed on 25th March
2015]
THANK
YOU