1. GRIEVANCE-CASE STUDY Mr Roshan,a professionally qualified engineer.had been working in one of the plants of a giant multi-product company as assistant plant manager.After having worked for 5 years,he was promoted to the position of Plant Manager.Recently he has been transferred to another plant which is facing difficulty in meeting production targets & budgetary standards.He is highly ambitious & authority oriented energetic person.He strongly believes that to solve the problem,rigid & close controls should be exercised.He makes decisions on his own & gets them implemented by exercising authority of his position.

2. Mr Roshan gave directive to each work station for increasing productivity by 10% & reducing costs by 5%.He monitors the situation closely & has finally dismissed two supervisors who failed in meeting production targets without giving patient hearing to them.He has promoted four senior operators to the position of supervisors.Ultimately this style of functioning has produced desired results.Productivity has increased & production cost has also been brought under control.However the employees are unhappy because of excessive pressures on them & because of fear of losing their jobs.

3. GRIEVANCE It means any discontent or dissatisfaction,whether expressed or not,whether valid or not,arising out of anything connected with the company that an employee thinks,believes some unfair treatment is going on.

4. CONTD… “Any real or imagined feeling of personal injustice which an employee has concerning his employment relationship” -Keith Davis

5. NATURE The dissatisfaction arises out of something connected with the organisation It may be expressed or implied The dissatisfaction may be rational or irrational

6. TYPES Factual:Genuine or fact based dissatisfaction when legitimate needs are unfulfilled Imaginary:No valid reason,bur created because of wrong perception,wrong attitude or wrong information Disguised:Pressure,frustrations create dissatisfaction for reasons that are not known to the employee himself

7. CAUSES Grievances resulting from management policies  Wage or salary  Overtime  Leave  Transfer-lack of suitabily in job  Seniority,promotion,dismissal  Lack of career planning opportunities  Lack of role clarity  Lack of regard for collective agreement  Autocratic leadership style

8. Grievances resulting from working conditions  Bad physical condition of workplace  Non availability of proper tools,machines & equipment  Tight production schedules  Poor relationship with the supervisor  Negative approach to discipline

9. Grievances resulting from personal factors  Narrow attitude  Over ambition  Egoistic personality

10. IDENTIFYING GRIEVANCES  Exit interview  Suggestion boxes  Opinion Survey  Open door policy

11. PROCESS OF GRIEVANCE HANDLING Open door procedure:The employees are free to meet the top executive of the organisation & get their grievances redressed. Disadvantages  In big organisation this may not be practicable  Often top management is not familiar with aggrieved parties background  Lack of information created difficulty to the process

12. Step ladder procedure:The aggrieved employee has to proceed step in getting his grievance redressed

13. STEP LADDER GRIEVANCE PROCEDURE Filling of written grievance Supervisor or foreman Head of Department Joint Grievance Committee Chief Executive Voluntary Arbitration