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Grievance _ meaning
According to juciius grievance is any discontent
or dissatisfaction , whether expressed or not whether valid or not , arising out of anything connected with the company which an employee thinks , believes , or even feels to be unfair ,unjust or inequitable
Features of grievance
A grievance refers to any form of discontent or
dissatisfaction with any aspects of the organization. The dissatisfaction must arise out of employment not out of personal or family problem The discontent can arise out of real or imaginary reasons . When the employee feels that injustice has been done to him he has a grievance. The discontent may be voiced or unvoiced .but it must find expression in some from . Broadly speaking thus a grievance is traceable to perceived non fulfillment of the expectation from the organization
Forms of grievance
Factual: a factual grievance arises when legitimate
needs of employees remain unfulfilled. Imaginary: when an employees dissatisfaction is not because of any valid reason but because of wrong perception wrong attitude or wrong information he has Disguised: an employee may have dissatisfaction for reasons that are unknown to himself . If he /she is under pressure from family friends , relatives , neighbor he or she may research the work spot with a heavy heart
Causes of grievances
Economic
Work environment Supervision Work group miscellaneous
EFFECTS OF GRIEVANCE
ON PRODUCTION
Low quality of production. Low quantity of productivity. Increase in wastage of material,
spoilage/breakage of machinery.
Increase in the cost of production per units.
ON EMPLOYEES :
Increase the rate of absenteeism and turnover. Reduces the level of commitments, sincerity
and Punctuality.
ON MANAGERS :
strain the superiors subordinates
relationship. Increases the degree of supervision, control, and follow-up. Increases in indiscipline cases. Increases in unrest and thereby machinery to maintain industrial peace.
Grievance procedure
Grievances affect not only the employees and
managers but also the organization as a whole. In view of these adverse effects , mgt has to identify and redress the grievances in a prompt manner . If the individual grievances are left ignored and unattended , there is a danger that these grievances may result in collective disputes .they affect the employee morale adversely . They affect the employee morale adversely .hence it is essential to have a proper grievance handling procedure for the smooth functioning of he organisation.
feelings and opinions about the companys policies and practices. With the existence of grievance handling procedure the employee gets a chance to ventilate his feelings. It keeps a check on the supervisors attitude and behavior towards their subordinates. The morale of the employee will be high with the existence of proper grievance handling procedure.
Grievance committee
HOD
supervisor
foreman
Worker
writing . Talk to the employee directly encourage him to speak the truth. discuss in a private place Handle each case within a time frame Examine company provision in each case . Get all the relevant facts about the grievance Gather information Control your emotions Maintain proper records Be proactive
DISCIPLINE
Discipline is defined as a force that prompt
individuals or groups to observe the rules regulations and procedures which are deemed to be necessary for the effective functioning of an organization. Discipline refers to a conditions or attitudes prevailing among the employees with respect to rules and regulations. Discipline refers to the act of imposing penalties for wrong behavior .if employees fails to observe rule they need to meted out punishment
Aspects of discipline :
Positive aspect : Employees believe in and support discipline and adhere to the rule, regulations and desired standards of behavior Negative discipline : Employees sometimes do not believe in and support discipline. As such they do not adhere to rules , regulations and desired standards of behavior
INDISCIPLINE :
Indiscipline or misconduct is violation of established rules and procedures. It is an act which is prejudicial to the interests of the organisation
Causes of indiscipline
Absence of effective leadership Unfair management practice Communication barriers Non uniform m discipline action Divide and rule policy spying Inadequate attention to personnel problems Victimization
no managers can get things done. But disciplinary actions against a neglectful employee is painful and generates resentment on his part. Hence a question arise as to how to impose discipline without generating resentment? This is possible through what Doug lay McGregor called the Red hot stove rule. Which draws an analogy b/w touching a hot .stove and undergoing discipline
According to the red hot stove Disciplinary actions should have the following consequences :
Burns immediately
Provides warning
Gives consistent punishment
Burns impersonally
OBJECTIVES :
To promote increased productivity for the
advantage of the organization, workers, and society at large. To provide a better understanding to employees about their role and in the process of attainment of organizational goals. To satisfy the workers social and esteem needs. To strengthen labour management co operation and thus maintaining industrial peace and harmony. An ideology point of view to develop self management in industry.
company and establishing harmonious industrial relations. To build most dynamic human resources. To build the nation through entrepreneurship and economic development.
INDUSTRIAL RELATION :
Industrial relation refers to relationship b/w management and labour or among employees and their organization that characterized or grown out of employment. According to dale yoder a relationship between management and employees or among employees and their organizations that characterize and grow out of employment
OBJECTIVES :
To enhance the economic status of the worker. To regulate the production by minimizing the
industrial conflicts through state control. To socialize industries by making the government an employer
To provide an opportunity to the worker to have a
say in the management and decision making. To avoid industrial conflicts and their consequences. To extend and maintain industrial democracy. To encourage and develop trade unions in order to improve the workers collective strength .
democratic employees unions. Exisistence of sound and organized employers unions Spirit of collective bargaining and willingness to resort to voluntary negotiation. Maintenance of industrial peace .