Grievance Handling; as a challenge today

Grievance Handling; as a challenge today

Grievance should be pertaining to work. It is a feeling on unfairness of a work place and more deep-rooted than a complaint. Each and every employee of an organization have certain objectives which he thinks must be full filled by the organization they are work for. When the organizations fail to come to the expected level, employees develop a feeling of dissatisfaction. At the time of feeling something is unfair in the organization, employees are said to have a grievance.

Armstrong.M (2009) stated that, with the development of human resource procedures, covering grievance handling, discipline, promotion and equal opportunities redundancy and ensuring that they are implemented fairly and consistently.

 Grievances can be divided in to two sectors. The general grievance and the Individual grievance. The general grievance is a grievance that affects of two or more employees. As an example, retrenchment process that could involve group of employees or the entire staff of the organization. The individual grievance is a grievance affecting one staff member and requires a one to one approach. As an example, it would include an employee who feels discriminated in case of sexual harassment or promotion process.

Gibson & Mitchell (2005) argued, with the existence of a grievance handling procedure, the employee gets a chance to ventilate his feelings. He can let off steam through an official channel.

Factors impacting general grievance handling

It is pretty sure that a person who should handle employee grievances is the designated Human Resource (HR) Professional within the organization. General grievances handling process need frequent and regular communication and information sharing system in order to minimize any misunderstanding of employees.

Open-minded- To ensure effective communication and willingness, all parties should be open minded.

Effective- In order to obtain exact feedback, having a dialogue sessions is more effective than e mails. There for information should be well organized.

Consistent- Information sharing process of the management should be more consistent

Regular- Throughout the regular information sharing process, management can build employees trust on them.  Trust is an important factor in maintaining employees’ morale.

Integrating and negotiating grievance handling styles are used to handle issues of grievance involving work and the work environment. (Daud et al, 2011)

Factors Impacting Individual Grievance Handling

The handling of Individual Grievances stats with the instant of the employee raises the grievance either through walk-in meeting with the immediate supervisor.

Problem solving attitude- A problem-solving approach suggests that the grievance handler is open-minded and willing to explore with the employee ways to resolve the grievance

Inclusive language- Use of inclusive language is very important. Making the grievance appear to be less of the individual’s problem helps the employee to be less defensive and more willing to speak up.

Active Listening- Active listener workout empathy and try to understand the feelings of dissatisfaction and distress that the aggrieved employee is experiencing

Light-hearted- Having a good sense of humor will be helpful to a grievance handler.

Integrating and negotiating grievance handle styles are used to handle issues of grievance involving work and working environment. (Daud et al, 2011)

Melchades (2013) Described, from the effective grievance handling management process, organizations can increase the level of satisfaction of the employees and also to remove or reduce the absenteeism, alcoholism, accident, late coming, , withdrawal attitude of employees in place of work.

References

Armstrong, M. (2009). ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE. 11 th edition ed. UNITED KINDOM: kogen page UK.

Daud, B. Yahya,  K. & Wan, W. S, (2011). THE INFLUENCE OF HEADS OF DEPARTMENT PERSONALITIES ON THE SELECTION OF GRIEVANCE HANDLING STYLES. International Journal of Humanities and Social Science, Vol. 1 No. 7 (Special Issue –June 2011).

Gibson, R. & Mitchell, M. (2005). Introduction to Counselling and Guidance. features journal, Volume volume 4, pp. 124-145.

MELCHADES, V. (2013). THE ROLE OF EFFECTIVE GRIEVANCE MANAGEMENT PROCEDURES IN ENHANCING THE WORK PERFORMANCE. Masters of Business, Volume vol 1, pp. 15-23.