Features of Employee Grievance
The grievance may be any genuine or imaginary feeling of dissatisfaction or injustice which an employee experiences about his job and it’s nature, about the management policies and procedures. Employee grievance refers to the dissatisfaction of an employee with what he expects from the company and its management. It is the perception of unfair treatment on the job. There are many factors that make employees unhappy.
For instance, when an employee is not given promotion which is due to him or when work conditions are unsafe, grievances of an employee relating to these issues are based on facts. In other words, these grievances reflect the drawbacks in the implementation of the organizational policies.
Following are the features of employee grievance in an organization:
- A grievance refers to any form of discontent or dissatisfaction with any aspect of the organization.
- Employee grievance is reflected in terms of dissatisfaction and dishonest behavior.
- The dissatisfaction must arise out of employment and not due to personal or family problems.
- It may be unvoiced or expressly stated by an employee.
- Employee grievance is a feeling of unfair treatment by an individual/group on the work floor.
- A grievance may be written or verbal.
- It may be valid and legitimate, untrue or completely false, or ridiculous.
- A grievance may be expressed or implied.
- It may arise out of something connected with the organization or work.
- A grievance will arise from the differences between employees expectation and managerial practices.
- An employee feels that an injustice has been done to him.
- Grievance, if not settled, gives rise to discontent behavior, frustration, and low productivity.
- The discontent can arise out of real or imaginary reasons. When employees feel that injustice has been done to them, they have a grievance. The reason for such a feeling may be valid or invalid, legitimate or irrational, justifiable or ridiculous.
The causes of employee grievances include:
Demands for individual wage adjustments; Complaints about the incentive system; Complaints about the job classifications; Complaints against a particular foreman; Complaints concerning disciplinary measures and procedures; Objections to the general methods of supervision; Loose calculation and interpretation of seniority rules, and unsatisfactory interpretation of agreements; Promotions; Disciplinary discharge or lay-off; Transfer for another department or another shift, etc.