Management Notes

Management Notes

Reference Notes for Management
Causes/ Sources of Employee Grievances

Causes/ Sources of Employee Grievances – From Employee and Management Point of View | Human Resource Management (HRM)

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Employee Grievances 

Employee grievances are concerns, complaints, or dissatisfactions about one’s employment, working conditions, or treatment at work. An employee may file a grievance relating to salary, work environment, workload, performance evaluation, disciplinary action, harassment at work, or discrimination in any other way that affects their employment.

A crucial aspect of human resource management is resolving employee grievances, because it helps employers address employees’ concerns in a timely and effective manner, prevent potential legal liabilities and disputes, and boost employee engagement and productivity.

A positive workplace culture can also be fostered through effective grievance management. It is essential for organizations to have a grievance handling procedure that outlines the steps to take when an employee raises a grievance in order to handle employee grievances effectively.

In addition to ensuring employee confidentiality, the grievance procedure should also protect them from retaliation. It should be fair, transparent, and easily accessible to all employees.

Causes/ Sources of Grievances

When employees complain, grieve, or disagree with their working conditions, treatments, or opportunities within an organization, they are referred to as grievances. It is possible for grievances to arise from a variety of sources and have the potential to adversely affect an organization’s morale, productivity, and effectiveness if they are not promptly addressed.

As we explore some strategies organizations can use to prevent and manage grievances, we will explore the causes of grievances from both employee and management perspectives.

A) Employee Point of View:

Employee Point of View

Some of the causes of grievance from an employee point of view are as follows:

i. Concerning Wages:

It is essential that employees are paid appropriately for their work since they are the key stakeholders in any organization. Employees may be dissatisfied when they feel that their wages are not being paid fairly or equitably according to their job duties, experience, and industry standards.

Employees may feel demotivated and less engaged if they perceive there is a lack of transparency in the organization’s pay structure or if they are not receiving regular salary increments or bonuses.

An organization’s compensation system should be fair and transparent, and salaries should be benchmarked regularly against industry standards in order to prevent grievances related to wages. To ensure transparency and build trust, organizations should communicate salary structures, pay increases, and bonus policies with employees regularly.

ii. Concerning Supervision:

Employees need clear job instructions, regular feedback, and recognition for good performance from supervisors in order to be successful in their jobs. Supervisors play a vital role in managing and guiding them in their job responsibilities. If, however, employees do not feel these essential elements of supervision are provided, they may become demotivated and less productive.

A company should train its supervisors on providing clear job instructions, regular feedback, and recognition for good performance in order to prevent grievances related to supervision. Organizations should also ensure that supervisors do not practice favoritism or micromanagement, which can negatively affect employee morale and cause grievances.

iii. Concerning Individual Advancement:

A company’s employees want to feel that they are given opportunities for career advancement and career development. It is possible for them to become demotivated and feel unappreciated if they perceive that these opportunities are not available or they are being denied unfairly.

Professional development and training should be provided to employees on a regular basis to prevent grievances related to individual advancement. Also, organizations should ensure that their promotion policies are transparent, fair, and based on merit, and that employees have clear career paths within the organization as well.

iv. General Working Conditions:

In order to fulfill their job responsibilities effectively, employees must have a healthy and safe work environment. Generally, employees may experience grievances based on general working conditions if they feel that their workplace is too crowded, unsafe, or unhealthy.

In addition, employees may become less productive and less committed to their work if they do not feel that they are provided with adequate flexibility in their working hours or work-life balance.

Workplaces should be safe, healthy, and conducive to productivity to prevent grievances related to general working conditions. As well as providing employees with adequate flexibility in work hours and work-life balance, organizations should also allow telecommuting, flexible work schedules, or paid time off as options.

v. Collective Bargaining:

In collective bargaining, trade unions act as the collective voice of employees and negotiate their interests with management. Employees can file grievances related to collective bargaining if they believe their union isn’t effectively negotiating on their behalf with management, or if they don’t see their concerns addressed.

In order to prevent grievances related to collective bargaining, organizations should maintain open communication with unions and be willing to engage in constructive dialogue to resolve disputes. Moreover, organizations need to comply with relevant labor laws and regulations and ensure that their policies and practices are fair and transparent.

vi. Management Practices:

A management practice may also be the source of employee grievances. For example, employees may feel unfairly treated if management practices are perceived as arbitrary or inconsistent. In addition, employees may feel that they are being kept in the dark about important decisions that affect their work if management practices are not transparent.

A transparent, fair, and consistent policy and practice should be ensured by organizations to prevent grievances related to management practices. It is also important that organizations provide employees with regular opportunities to provide feedback and input on important decisions that affect their work.

vii. Union Practices:

When employees feel their union is not effectively representing their interests or is favoritizing them, they may file a grievance regarding union practices. Employees may feel kept in the dark about important decisions affecting their work if union practices are not transparent.

In order to avoid grievances related to union practices, organizations need to keep open lines of communication with trade unions and be willing to engage in constructive dialogue to resolve disputes. In addition, organizations must comply with applicable labor laws and regulations and ensure that their policies and practices are fair and transparent.

B) Management Point of View:

Management Point of View

Some of the causes of grievance from a management point of view are as follows:

i. Indiscipline:

It is common for employees to complain about their lack of discipline. Employees who do not follow established procedures and rules may cause disruptions or conflict in the workplace. Employees who act unethically or illegally may also put the organization at risk.

A clear set of rules and procedures and effective communication of them to employees are essential to preventing grievances related to indiscipline. To maintain a culture of discipline within the workplace, organizations must ensure that they have a disciplinary policy in place and enforce it consistently.

ii. Go-slow tactics:

A go-slow tactic refers to employees slowing down their work as a way to protest management policies or practices. This tactic can cause disruptions in the workplace and diminish employee morale and productivity.

Organizations should ensure their policies and practices are fair and transparent in order to prevent grievances related to go-slow tactics. It is also important for organizations to maintain open lines of communication with their employees and to be willing to engage in constructive dialogue when they encounter concerns or issues.

iii. Failure of trade unions:

When trade unions do not effectively represent members’ interests or engage in unethical or illegal behavior, employees may feel as though they are not being adequately represented by their unions.

Organizations should maintain open lines of communication with trade unions and be willing to engage in constructive dialogue when concerns or issues arise in order to prevent grievances related to the failure of trade unions. The organization should also adhere to relevant labor laws and regulations and make sure that its policies and practices are fair and transparent.

iv. Lack of recognition and feedback:

Employees who feel that their efforts are not rewarded or appreciated by their managers are more likely to disengage from their jobs and become dissatisfied with them. Manager may also lose motivation or feel unsure about their performance if they do not provide regular feedback to their employees.

Employees should receive positive and constructive feedback from managers on a regular basis in order to prevent grievances regarding recognition and feedback.

In addition, managers should recognize and reward employees’ hard work and achievements, such as with employee recognition programs or performance-based bonuses.

v. Poor working conditions:

Employee grievances can be attributed to poor working conditions, such as unsafe or unhealthy working environments. Employees may become frustrated or disengaged if they are not provided with the tools, equipment, or resources they need to do their jobs effectively.

The workplace should be safe, clean, and healthy, and employees should have access to the necessary tools and equipment for performing their jobs effectively in order to prevent grievances related to working conditions.

Additionally, organizations should take steps to address any concerns or issues pertaining to working conditions, such as conducting regular workplace inspections or providing health and safety training.

vi. Lack of career growth opportunities:

The lack of career growth opportunities may cause employees to become frustrated or dissatisfied with their work if they feel that they have limited opportunities to advance their careers. Employees may also become bored or disengaged if they do not have the opportunity to learn new skills or take on new challenges.

In order to prevent grievances related to career growth opportunities, organizations should offer regular training and development opportunities for employees, such as job shadowing, mentorship programs, and professional development programs.

A clear career advancement pathway should also be in place in organizations, and employees should be informed about it effectively.

vii. Unfair treatment or discrimination:

An employee who feels that he or she is being treated unfairly or discriminated against on the basis of race, gender, age, or other factors may become upset or angry and file a grievance.

A clear policy and procedure that prohibits discrimination and provides employees with channels for reporting discrimination or harassment are essential to preventing grievances related to unfair treatment or discrimination. It is also necessary for organizations to provide regular training on topics such as diversity and inclusion to encourage a culture of tolerance and respect among their employees.

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