Handling of Grievance Procedurin Organizations

Various organizations be aw be about the diversification of the employees traits and characteristics. Instead of letting these individuals affects the culture of the organization, it is the bodily culture that tends to affect their behavior. Still, on that point are chances that in spite of appearance the organization, the collision and clangoring of ideas might turn into arguments. In order to bring back the concord inside the organization, the counseling is engaged in handling the different faces of issues to celebrate the life and the employees spateinghip. Background of the StudyThe issue of mark within the organization is identify as the protest of the people against the application of the policies which is placed in an dirty or unfair manner (Hardeman, 2006). The organization sets harnesss or regulations which some of the employees finds faults or scraps. In order to compensate their right to clarify the things, in which they conceive that will affect them so iodiner, the employees do what for them fits and right. The grudge is the kind of procedure that set the idea and participation of the employees but often taken as a negative factor within the organizations.However, the organizations are still waitressing for an personaful way in handling the musical scores in their organization. Scope of the Study The arena of the excogitate intentionally addresses the handling of the wrongs inside the organization. The validation of the grievance is primary(prenominal) in all types of organization. The creation of the study is meant for properly handling the grievances with administrations judgment and the person or people involved should be addressed their on role and address their issue of grievance. Research ObjectivesThe commencement ceremony objective of the study is to determine the effectiveness of the grievance procedures within the organization. The bit objective is to identify the steal techniques in handling the grievanc e within the organizations. With these two objectives, the respected organization freighter identify the right recipe in handling the conflict such as grievance in the workplace. Literature Review In order to adjust the employees concerns, there are recognized procedures that utilise by the organization in detailing the every inch of the fusss.The grievance procedures are part in the specified celestial orbit of labor in which the principal(prenominal) concept is to implement the system regarding the non-homogeneous concerns and complaints. People are weighty for the business leaders and managers, and to minimize the conflicts and some other problem within the workplace, they have to handle the issue with fair treatment. Historically, the grievance procedures can formulate the positive outcomes and contribute to for the effectiveness of the way. This can be another tool for the management to maintain the races within the workplace.With the use of the system, the managemen t can evaluate its own flexibility for the managers are capable in handling the arguments by providing therapeutic value. The grievance procedures provide the means of indentifying the appropriate practices, procedures, and administrative policies that can cause the employees complaints be considered (Bohlander, 1989). The creation of the grievance procedures began through the various conceptualizations of the people and their access in resolutions. The comparison of the female and male employees has difference means of grievance procedure.Mostly, women are anticipated in seeking justice but are lacked in the access in networks that are necessity towards the resolution. Meanwhile, the men are hesitant to embrace the formality of the grievance procedures for they were reluctant to damage their relationships with other people (Hoffman, 2005). there are recognized steps in handling the grievance which can be also applied in the process of the organizations. Firstly and maybe the c losely big, is to let the person or the people stand up and give tongue to on what are the things they believed is wrong.Everybody has a right to be hear, and with the open communication, the problem can be easily resolved (Hardeman, 2004). The people who participated should be accepted to himself to let the organization what he truly desires regarding on the imposed regulations. methodological analysis The proposed method in the study is the use of the comparative case study which is cogitate and concern regarding to the grievance procedures. With the aid of the past literatures and other related study, the current study can have the opportunity to compare and surveil the related study that emphasizes the handling of grievance and the procedures.In addition, the study can pose its own analysis and conclusion on what would be the stovepipe applied technique/s to handle and, therefore, resolve the recognized grievance within the organization. References Bohlander, G. W. , 1989 . Public Sector Independent Grievance Systems Methods and Procedures, Public Personnel Management, Vol. 18, nary(prenominal) 3. Hardeman, T. , 2004. Complaint, Grievance, Whistle-Blowing Administrative Regulation Online Available at http//www. faith. edu. ph/manila/uploads/ commove/policies/grievance- constitution-web. df Accessed 22 March 2010. Hoffman, E. , 2005. Dispute Resolution in a doer Cooperative Formal Procedures and Procedural Justice, Law & Society Review, Vol. 39, No. 1. check much http//ivythesis. typepad. com/term_paper_topics/2010/03/handling-of-grievance-procedures-in-organizations. htmlixzz17KYToojb Introduction Maintaining quality of work life for its employees is an important concern for the any organisation. The grievance handling procedure of the organisation can affect the harmonious environment of the organisation.The grievances of the employees are related to the contract, work rule or regulation, policy or procedure, health and safety regulation, past p ractice, ever-changing the cultural norms unilaterally, individual victimization, wage, bonus, etc. Here, the attitude on the part of management in their effort to understand the problems of employees and resolve the issues amicably have weaken probability to maintain a culture of high performance. Managers must be educated about the importance of the grievance process and their role in maintaining favorable relations with the union.Effective grievance handling is an essential part of cultivating skilful employee relations and running a fair, self-made, and productive workplace. Positive labor relations are two-way street both sides must give a little and try to work together. Relationship building is key to successful labor relations. Precautions and Prescriptions The management should take care of following aspects to develop a culture of trust and confidence upon the employees. 1. Always ensure that the managers involved in the grievance handling procedures have a quiet place to strike with the complainant. . Always ensure that managers have adequate time to be dedicate to the complainant. 3. Explain managers role, the policy and the procedures clearly in the grievance handling procedure. 4. fully explaining the situation to the employee to eliminate any misunderstanding and promote better credenza of the situation complained of. 5. Try to let employee present their issues without prejudging or commenting 6. Do use a positive, friendly ways to resolve the crisis than punitive steps, which disturb the system. 7.Do reside calm, cool, collected during the course of the meeting. 8. Always focus on the subject of the grievance than allied issues. 9. Dont make threats manage the grievances. 10. Never make use of allegations against personalities. 11. Be aware of the staff members potential concerns to the likely repercussions of raising a grievance. 12. Dont reach angry, belligerent, or hostile during grievance handling procedure. 13. Do listen for the main point of arguments and any possible avenue to resolve the grievance. 14.Listen and respond sensitively to any distress exhibited by the employees. 15. Eliminating the ancestor of the irritation or soreness being complained of. 16. Reassure them that the managers will be acting impartially and that your look forward to is to resolve the matter if possible. 17. Dont horse trade or swap one grievance for another (where the union wins one, management wins one). Each case should be decided on its merits. 18. turn away usage of verbosisms like it will be taken care of. 19. Ensure effective, sensitive and confidential communication surrounded by all involved. 0. Take all possible steps to ensure that no victimization occurs as a result of the grievance being raised. 21. The research worker or decision maker acts impartially, which means they must exclude themselves if there is any bias or conflict of interest. 22. All parties are heard and those who have had complaints made agai nst others are given an opportunity to respond. 23. Try to look upon the problem on different angles for appropriate understanding. 24. Ensuring that there is proper investigation of the facts and figures related the problem under concern. 25.Consider all relevant information in the investigation process. 26. Ask the staff member their preferred resolution option, although it is important to make it clear that this may not be a possible outcome. 27. Be aware of the limits of authority of the person who involved in the grievance handling procedures. 28. If the manager feels that he/she is not the appropriate person (senior manager) to deal with the issue refer the complainant to the appropriate person as briefly as possible. 29. Try to get a better idea of whether the maintain favoritism or harassment happened or didnt happen. 0. Tell them exactly what they are supposed to have done, to whom and explain, why this may be seen as discrimination/harassment or as inappropriate. 31. Gr ievances are preferably to be settled informally at the level of the employees immediate supervisor. 32. Try the level best to involve team members to resolve the crisis at unit level itself. 33. Avoid as far as possible the union involvement in conflict resolution situation process. 34. Follow documentation the procedures, of all necessary steps taken to resolve the problem/complaint. ConclusionTo a great ply the aggravation of industrial problems depends on managers approaches and attitude in effective handling of employees grievances. Care should be taken in the way managers approaches the problem and perceiving the pros and cons of the situation. The conflict management approaches include the win-win strategy that help in the healthy organisational practices and which reflects the square organisational culture. The cooperation from both parties is the pre-requisite to handle the problem and effective settlement of the grievances.Conscious use of lord self can help managers i n the conflict handling situations grievance redressal process. References 1. European Trade Union Institute (1989) Collective Bargaining in Western Europe 2. Ozaki (1987), Labour Relations in the Public Service, IL Review, July Aug. 3. Schregle J (1991)Workers Participation in Decisions Within Undertaking IL Review Jan Feb. APSRACT A grievance is a sign of an employees discontentment with his job or his relationship with his colleagues.Grievances generally arise out of the day-to-day working relations in an organization. An employee or a trade union protests against an act or policy of the management that they consider as violating employees rights. One of the effective ways of minimizing and eliminating the source of an employees grievance is by having an open door policy. An open door policyfacilitates up(a) communication in the organization where employees can walk into a superiorscabin at any time and express their grievances.The National Commission on crusade suggested a M odel Grievance Procedure, which lays down the sequence of steps to be taken whenever a grievance is expressed. Conflict occurs when two or more people or parties perceive an incompatibility in their goals or expectations. There are seven methods for achieving reconciliation of conflict. These methods are win-lose, withdrawal and retreat from argument, smoothing and compete down the difference, arbitration, mediation, compromise and problem solving. Of all these methods