Grievance by an employee taking recourse to the formal procedure may not in all cases solve the real problem. It is true that in many cases the grievance could be taken care of through the grievance process, but there are instances and occasions when a much deeper analysis of the systems, procedures, practices and personalities in the organization need to be examined for the possible casual relationship between them and the grievance, it is well known that the formally stated grievance is not always the real grievance. There may be hidden reason, such as a problem supervisor for instance, of an individual may have difficulty in relating to a work group with a totally different value system. The factors contributing to the grievance should be properly studied and analyzed to ensure that in fact the expressed grievance represents the problem stated and not any other problem.
Causes of Grievance
Grievances generally arise from the day-do-day working relations in the undertaking, usually a employee or trade union protest against an act or omission or management that is considered to violate worker’s rights. There are certainly some of the causes that can lead to grievance. Some of them are listed below:
Morality: there are some rights which must be provided by the company. Which shows morality for the company:
- It gives an opportunity to the workers to express their feelings.
- The management comes to know that what the workers think.
- It highlights the morale of the people.
- There may be some complaints, which cannot be solved at supervisory level.
- They must have been resolved by a systematic grievance handling procedure.
- It improves the policies and practices of the company.
Working environment: an fulfill environment means so many thing for each staff, they always wants a perfect and wonderful work place for them and to create a manageable work place, company has to be persuade, and some effective steps are:
- Poor working conditions
- Faulty machines and equipments
- Attitude of supervisor
- Behavior of top management
- Favoritism and nepotism
- Strained relations
- Excessive discipline
- Defective promotion
- Lay off and retrenchment
- Inadequate health and safety devices
Economic manners: it’s an effective motivator for the staffs almost all staffs get motivated for good amount of wages and other relative facilities and some factors are given below:
- Wage fixation and revision
- Payment of overtime
- Inadequate bonus
- Demand for welfare and equipments
Supervision:some staffs likes to take responsibilities in different situation, specially, project management, promotion, and other exiting activities, its attributed by the interest of the individual staffs, and supervisory is also can be a motivator.
- many employees are unable to adjust with colleagues
- Suffer from feeling of neglect
- Victimization an object of ridicule and humiliation.
Maladjustment of the Employee:
- Improper attitudes towards work
- Lack of interest
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