Employees Grievances and DisciplinesHUMAN RESOURCE MANAGEMENT

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CONTENT

Employees Grievances

Concept

Handling Grievances

Employee Discipline

Concept

Causes

Process of managing Discipline

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Employees Grievances

Employee’s perception of unfair treatment on the job.

Lead to feelings of discontent or dissatisfaction

Mainly result from differences in employee expectations and

managerial practices relating to conditions of employment.

When Employee’s complaint is brought to the notice of

management, it becomes a grievance.

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Types of Grievances

Factual

Based on fact.

They arise from nonfulfillment of service conditions and faulty

implementation of human resource policies.

Imaginary

Based on expectations of employees.

They arise from ambiguities in service conditions.

The organization is not obliged to fulfill such expectations.

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Continue……

Disguised

Arise from hidden reasons which are ignored by organizations.

Eg. An employee complaining about working conditions may be

dissatisfied with a supervisor.

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Causes of Grievances

Interpretation Differences

Management Practices

Labour Union practices

Personality Traits

Organization Culture

Working Conditions

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Handling Employee Grievances

Open Door policy

Legal Compliance

Grievance Procedure

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Open Door policy

The employees are invited to walk-in any time and express their grievances to higher levels of management.

The problem is resolved in a mutually satisfying way.

Some organizations adopt the counseling procedure for handling grievance.

They try to understand employee’s psychological and make him realize where the problem lies.

Promotes upward communication from employees to management.

Suitable for small organizations.

It takes time and cost.

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Legal Compliance

Management takes a legalistic view in handling grievances.

It strictly follows the contract with unions and employees.

The process of handling grievances is specified in the contract.

Generally, grievances are related to interpretation of the contract.

Simple to understand and easy to administer . However it ignores

grievances resulting from situations not provided in the contract.

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Grievance Procedure

It is the formal organizational mechanism for dealing with employee grievances.

An employee can take his grievances to successively higher levels of management for redressed .

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Step 1

•Grievant-supervisor

•(Verbal complaint)

Step 2

•Grievant-Department Head

•(Written complaint)

Step 3

•Grievant-Grievance Committee

•(Appeal for revision)

Step 4

•Grievant-Top Management

•(Appeal for revision)

Step 5

•Voluntary Arbitration (Third Party)

•(Referred for Arbitration)

Employee Discipline

Employee discipline is needed for effective human resource management.

No organization can be effective without discipline at all levels of employees.

Discipline regulates the behavior of employees.

It is necessary condition of orderly behavior.

Discipline implies orderliness . Discipline is the result of employee behavior.

It means adherence to rules, regulations, procedures and standards of acceptable

behavior in the organization.

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Types of disciplinary problems(Causes)

Disciplinary Problems

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Attendance Related Late for work

Absenteeism

Leaving work without permission

Habitual tardiness

Abuse of leave

Job Behavior Related

Insubordination

Defective work

Drunk on the job

Destruction of property

Fighting on the job

Dishonesty Related Theft

Information falsification

Subversive Activity

Punching time card of others

Concealing Defective work

Outside activities related

Unauthorized strike

Working for competing firms

Outside criminal activities

Embarrassing speeches

Wage Garnishing

Guidelines in administering Discipline

Discipline should be corrective

The objective of disciplinary actions should be to correct undesirable of

the employees rather than punishment .

Discipline should be progressive

A typical progressive disciplinary action should be:

Oral warning , followed by Written warning , followed by Suspension ,

followed by demotion , followed by dismissal, as a last step.

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Continue…..

Discipline should follow the ” hot stove ” rule(McGregor’s Rule)

Disciplinary actions should immediately follow the violation of discipline.

Employee should be given advance warning before initiating disciplinary action.

Disciplinary action should be fair . It should be consistent for the same type of offences.

Disciplinary action should be impersonal . It should be directed at the offence, not the employee.

Allow employee to give explanation

Employee should be given an opportunity to explain his position before the disciplinary action is initiated . He should be patiently heard.

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Disciplinary Actions

Oral Warning

Written warning

suspension Pay cut Demotion Dismissal

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”Thank You

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