Student Name: Nsar Mohammed Qadr (Mr.)

Student Number: 3284

Course: Advanced Diploma in Human Resource Management level 5.

Assignment Number: 10

Marking Criteria:

We expect the learners to write minimum one well expressed point in three lines against each allocated

mark. This means one needs to write 15 lines with 5 well expressed points to get high grades for a 5

marks question.

For high grades use examples & illustrations where appropriate.

1. Give short answers to the following questions: (16) i. Discuss the causes and effects of grievances.

At the beginning, commencement of the employment agreement or contract agrees to the policies & principles of an organization that an individual or individuals have or has accepted as by way of an invitation, after the initial application & interview process, to become employed by a particular business entity. The formal steps are taken to introduce & start the employee on his or her to way to work, right at the very necessary step of induction of an employee, a cause of disappointment or of unfair practice can begin.

Within an instant, the new employee may feel unwelcome or alienated, due to poor communication processes, people management & discrimination of a kind.

This is understood, as some of us ourselves have been in that very particular situation, arriving at new surroundings & becoming made aware of situations which seem new to us, yet, we feel a sense of being misunderstood or we are overly suspicious about our surroundings or the people we meet, though It may be completely false in the recognition, however, a cause can become apparent for being disappointed or distressed. The case I suggest may be mere settling in disputes by the mind, however, it is probable, that it does happen.

On a personal reflection, (a case of discontent from a real situation) being employed by a certain company myself, the very first day, the supervisor was not to

Assignment Cover Sheet

ADVANCED DIPLOMA IN HUMAN

RESOURCE MANAGEMENT LEVEL 5

my expectations, friendly, who worked for the company, this made me feel quite distressed & the independence one feels was being attacked, however, the work achieved by myself, paralleled & raised any doubts I had of being ‘not welcome’.

Employability for an individual at a certain juncture, can lead to a cause of grievance, where, this emotional feeling can be elevated to degree where documentation is prepared & legal issues arise.

This behavior pattern can develop very early in working relationships. This instability of behaviors can lead to a cause of grievance. This is just one cause of grievance, other causes include, mental health unrecognized by an employer, a disability is being discriminated against, employer & employee relationships are failing, schemes of work, length of service, incentives, rewards & appraisal methods are not factual or generating. While causes such as being cold to rules & methods of an organization, while management prepare engagements, is another event where causes can become known. Factors within organizations, such as unsociability, dominance & showing no sympathy, respect or care between staff, lead to such events.

Foundation level causes of grievances may begin from:

Employee relations. (e.g. a breakdown of contract language)←

Appraising methods. (e.g. not suitable)←

Staff training & development. (e.g. disagreements, alienation or lack of skills)←

Rewarding employees (e.g. where rewards are not given for length of service)←

Equality & diversity. (e.g. where employer does not show& seen are conflicts)←

Health, safety & welfare. (e.g. where there is an inadequacy or inadequacies)←

Managing absence & attendance. (e.g. unfair treatment by employer/ lack of understanding, disciplinary action baseless)←

At any area of the perspectives in the menu above, a cause of dissatisfaction (which was born from a complaint of grievance) can occur, where this affects the organizations efficiency, stability & productivity. This complaint at any level shown above may be an impulse in an employee’s employment situation which is exposed to management in a formal manner, which is defined as a cause of complaint. Source w.w.w.According to Michael Jucious,‘grievance is any discontent or dissatisfaction whether expressed or not, whether valid or not, arising out of anything connected with the company which an employee thinks, believes or even feels to be unfair, unjust or inequitable’.

We have discussed the temperament of grievances, their beginnings, behaviors & types, interwoven into these grievances are their effects. While legality is primarily a major effect, where the breaking of a law/rules takes place, where banded together with these laws which have been severed are:

i. principles, ii. policies & iii. governing bodies,

where are associated with these principles, policies & governing bodies, people with renown & merit, with years of experience at their disposal, whereby affects such as detailed below, eventuate, while the organisation as whole, its structure, system of order & hierarchy is depleted, giving rise to disruption & disputes, where these then have an effect on the image of the company, its objectives & goals, the complete development is at risk & the mission statement tarnished:-

While grievances are formal & offerings must be dealt with as quickly as possible, they are directed to management personnel & union officials, results could include:

Further office related costs rising. Wastage of multiple resources. Imbalance of nurtured traits & personalities. Inequality of behaviors internal & external. Increase workloads.

Unfavorably affect those involved.

Affect on Revenue of an organisation, by costing when settling.

Production suffers.

An issue results in low quality.

Absence occurs & low morale including enthusiasm, could resolve into vandalism of plant & machinery, increasing incidents such as accidents.

Time keeping & loyalty are at risk. Tension, frustration & Worry.

Employee & employer relationships affected.

Can cause stress, leading to other related factors.

Supervisory engagement & participation rises to greater observations to be conducted.

The stability of the working culture & the environment of work are troubled.

Market share suffers.

Quality of performance affected.

Speed of performance is affected.

Dependability of performance is affected.

Flexibility of performance is affected.

Cost of performance is incurred.

Loss of customers, example they may not see their favorite sales staff.

S.M.A.R.T. goals affected, indiscipline.

ii. Why should organizations have a formal grievance procedure?

The successful large organizational body consists of many departments, including a Human Resource Department. While importance of observing formal rules, set by other formal organizations, a large company must have formal grievance procedures in place. These grievance procedures satisfy the employee & employer while bonding the organization amongst the world in a positive light, by these & other ways:

o Issues can be addressed such as :

Unfair treatment, (wrong or unfair)

Discrimination

Dissatisfaction can be expressed

Complaints can be addressed

Illegality

Employee to employee negative situations

Discipline, discharge, promotions, or benefits.

o Solutions to issues raised, can be found

o The A.C.A.S Code of Practice on Disciplinary and Grievance

Procedures is met. o Major difficulties/pitfalls can be avoided

o Individual, group & policy or union are shown respect

o Individual ‘rights’ honored

o Employee engagement is justified, good employee relationships.

o Employer & employee can fund reasoning, channels of communication

are available.

o Morale is kept, bilateral communication is maintained, (lower & upper

levels)

o Loyalty is observed

o Administration is satisfied

o Strikes can be avoided

o Formality is seen, disputes handled & functions are uninterrupted.

o Productivity, efficiency & time is saved

o Company image is maintained

o In-house solutions originate rather than wrong media coverage

escalating into false company image views & values, tarnishing the

excellence of the organization, where the employee is the first valued

asset

o Actions, negative communications both written & verbal, are fully

satisfied & explained, helping the organization become stable.

o The organization gains positive independence from employee issues.

By way, the management can rely on such a method, as a grievance

procedure.

iii. Explain the meaning and concept of discipline with examples.

Richard D. Calhoon cites, “Discipline is the force that prompts individuals or groups to observe rules,

regulations, standards and procedures deemed necessary for an organization.”

Discipline is one of about 14 Management principles where in an organization recruited workers perform specific tasks, using specific time constraint’s & guidelines, where performance, efficiency & productivity are paramount & a need for the prosperity of the/an organization, an attitude, together with, behavior of the workers employed must be maintained. As the illustration below shows, which was applied from an online source, an Indian Labor force have issued a code of :

Another online source, in fact a movie, where a police man employed by an organization, issues discipline for himself, while pursuing, by car, a unfamiliar person, & says to himself “discipline 007, discipline” where without, confusion, lack of insight & reprimand by his organization may have resulted & complete failure would result of any work he had been assigned to do:

This attitude & behavior at work are kept in trim using discipline. Discipline in workers encourages (& affirms that):

Performance & standards maintained.

Dexterity.

Efficiency.

Overall productivity.

Human values are decorated. Dedication is seen.

Good employer & employer relations

Lowers overheads. Health & safety reflect an obedience.

Avoids disruptions. Orderly manners seen.

Cancels the need in some cases of grievances procedures

Increases motivation & morale.

Instructions are satisfied.

Management effect influences that honor policies & practices, where sensibility

is kept using discipline thus, objectives & goals of an organization are maintained. In return benefitting all parties. While observation is valid, policies, rules & standards of the organization are honored by the workers. The concept of discipline encourages good behavior, increased performances & good employer & employer relations. Avoids chaos & confusion, targets are met & work is being done is achieved & understood.

Examples of Discipline

Verbal Counseling

(1) Preventive,

(2) Supportive and

(3) Corrective

Written Warning

Employee Suspension and Improvement Plan

Termination!!!!

Obedience

Behavior Management

Rewarding. Positive discipline fosters appropriate behavior by encouraging employee

participation (source: https://smallbusiness.chron.com/positive-

discipline-workplace-20774.html)

Some Concerns about work,

Quality,

output,

punctuality,

misuse of language

and absenteeism ACTIONS, SUCH AS DISCPLINE, IS OBSERVED BY MANAGEMENT

iv. Describe briefly the stages of disciplinary action procedure.

The Stages of Disciplinary Action Procedure.(D.A.P.)

Where a company adopts a formal & a comprehensively structured

disciplinary action procedure, where a comprehensive approach is allowed, where varied problems & fluctuations of productivity, performance & efficiency occur, (while some companies would adopt a less complex disciplinary action procedure) on the whole, briefly, the disciplinary action steps taken by a correlated group of organizations for example, would be (& is/are illustrated below):

2. Briefly outline the features of a grievance procedure and the steps involved in it. (8)

The Features of a grievance procedure are & include:

o Promptly, issues are dealt with, fairly & with regularity. o Investigations are performed to gather facts. o The facts are set out & o Findings of the issue are related & o The employee is allowed time to put forward the grievance. o The employee can be accompanied if he/she/they would like to be. o Communications are always in writing to the employee by the employer.

The steps in brief with reference to the features of a grievance procedure and steps involved are:

The Worker communicates with the employer of a grievance using written methods.

Primarily, meetings are & should be arranged to discuss the grievance, notification in writing is given.

A must attend scenario is imperative & the concerned must attend.

The right is given for an appeal if satisfaction is not met or a resolution is not found & the worker is notified of the final decision.

Activity (6) Study the grievance procedures and practices in an organization to which you have access and produce a brief report.

Grievance procedures & practices of The Noah

Enterprise

2019

COMPANY NAME : The Noah Enterprise

Authored by: Nsar M Qadr

November 2019

i. Terms of Reference

This report has been compiled to satisfy the needs of a tutor driven online course, where a requirement is to compile a brief report about the subject & present it. The proceedings, findings, conclusions & recommendations are contained as follows:

ii. Proceedings

a) In order to collect the relevant information, staff at the organization

were approached who kindly obliged with the relevant information required to fulfil the need.

b) Online sources have been used. c) Images, maps & photos were discovered online. d) The local library was approached. e) Design work has been constructed to portray the organization,

however, it does not render as the same used by the organization. For the purposes of this report, further artwork has been added.

iii. Findings

a) The findings were: These findings are worded by the NOAH Enterprise, in relation to Grievances. Grievance Procedures:

Grievances are concerns, problems or complaints that employees raise with their employers. Any NOAH employee or volunteer is entitled to raise these matters through the NOAH Grievance Procedure. Employees may also use this procedure to raise issues about matters not entirely within NOAH’s control, such as client or customer relationships.

iv. Conclusions

This is the grievance procedure/information for The NOAH Enterprise, which are

available in The Staff Handbooks, which are followed where a grievance has arisen between staff, staff & customers.

v. Recommendations

a. The recommendations are: b. To ask a higher member of staff who deals with grievances about any

issues. c. To read the grievance procedure. d. To follow the grievance procedure in all cases for the success of any

complaint in a lawful & ethical manner.

Student Statement: By submitting this assignment, I confirm that this is my own work.

Student Signature

Date 30th of November 2019

For Tutor / Assessor Use Only

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