8th Module Hrm 1

8/4/2019 8th Module Hrm 1

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Module _8

tjr


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Grievance _ meaningAccording to juciius grievance is any discontent

or dissatisfaction , whether expressed or notwhether valid or not , arising out of anythingconnected with the company which an employeethinks , believes , or even feels to be unfair,unjust or inequitable


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Features of grievance A grievance refers to any form of discontent or

dissatisfaction with any aspects of the organization.

The dissatisfaction must arise out of employment not

out of personal or family problem The discontent can arise out of real or imaginary

reasons . When the employee feels that injustice hasbeen done to him he has a grievance.

The discontent may be voiced or unvoiced .but it mustfind expression in some from .

Broadly speaking thus a grievance is traceable toperceived non fulfillment of the expectation from theorganization


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Forms of grievance Factual:a factual grievance arises when legitimateneeds of employees remain unfulfilled.

Imaginary: when an employees dissatisfaction is

not because of any valid reason but because ofwrong perception wrong attitude or wronginformation he has

Disguised: an employee may have dissatisfaction

for reasons that are unknown to himself . If he/she is under pressure from family friends ,relatives , neighbor he or she may research thework spot with a heavy heart


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Causes of grievances

Economic

Work environment

Supervision

Work group

miscellaneous


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EFFECTS OF GRIEVANCEON PRODUCTION Low quality of production.

Low quantity of productivity.

Increase in wastage of material,

spoilage/breakage of machinery.

Increase in the cost of production per units.

ON EMPLOYEES :

Increase the rate of absenteeism and turnover. Reduces the level of commitments, sincerity

and Punctuality.


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Increase the incidence of accidents.

Reduces the level of employee morale.

ON MANAGERS :

strain the superiors subordinatesrelationship.

Increases the degree of supervision,control, and follow-up.

Increases in indiscipline cases.

Increases in unrest and thereby machineryto maintain industrial peace.


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Grievance procedure

Grievances affect not only the employees andmanagers but also the organization as a whole. Inview of these adverse effects , mgt has to identifyand redress the grievances in a prompt manner .

If the individual grievances are left ignored andunattended , there is a danger that thesegrievances may result in collective disputes .theyaffect the employee morale adversely .

They affect the employee morale adversely .henceit is essential to have a proper grievance handlingprocedure for the smooth functioning of heorganisation.


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ADVANTAGES OF HAVING GRIEVANCE

HANDLING PROCEDURES The management can know the employee's

feelings and opinions about the companyspolicies and practices.

With the existence of grievance handlingprocedure the employee gets a chance toventilate his feelings.

It keeps a check on the supervisors attitude and

behavior towards their subordinates.

The morale of the employee will be high withthe existence of proper grievance handlingprocedure.


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Identify grievance

Define correctly

Collect dataAnalyze and solve

Prompt redressal

Implement and follow up

STEPS IN GRIEVANCE PROCESS :


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Grievance procedure model

Worker

foreman

supervisor

HOD

Grievance committee

manager

Appeal against within a week


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Guidelines for handling grievance Treat each case as important and get the grievance in

writing .

Talk to the employee directly encourage him to speakthe truth.

discuss in a private place Handle each case within a time frame

Examine company provision in each case .

Get all the relevant facts about the grievance

Gather information Control your emotions

Maintain proper records

Be proactive


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DISCIPLINE Discipline is defined as a force that promptindividuals or groups to observe the rulesregulations and procedures which are deemed

to be necessary for the effective functioning ofan organization.

Discipline refers to a conditions or attitudesprevailing among the employees with respect

to rules and regulations. Discipline refers to the act of imposing penalties

for wrong behavior .if employees fails to observerule they need to meted out punishment


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Aspects of discipline :Positive aspect :

Employees believe in and support disciplineand adhere to the rule, regulations anddesired standards of behavior

Negative discipline :Employees sometimes do not believe in and

support discipline. As such they do not

adhere to rules , regulations and desiredstandards of behavior


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INDISCIPLINE :

Indiscipline or misconduct isviolation of established rules andprocedures. It is an act which is

prejudicial to the interests of theorganisation


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Causes of indiscipline

Absence of effective leadership Unfair management practice

Communication barriers

Non uniform m discipline action

Divide and rule policy spying

Inadequate attention to personnelproblems

Victimization


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What is Red hot stove rule?

Without the continual support of subordinatesno managers can get things done. Butdisciplinary actions against a neglectfulemployee is painful and generates resentment

on his part. Hence a question arise as to how to impose

discipline without generating resentment? Thisis possible through what Doug lay McGregor

called the Red hot stove rule. Which draws ananalogy b/w touching a hot .stove andundergoing discipline


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According to the red hot stove Disciplinary actions

should have the following consequences :

Burns immediately

Provides warning

Gives consistent punishmentBurns impersonally


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SOME OF THE DISCIPLINARY

ACTIONS : Issuing a letter of charge

Consideration for explanation

Show cause notice Holding a full fledge enquiry

Making a final order of punishment

Follow up


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According to Davis worker participation inmanagement is a mental and emotionalinvolvement of a person in a group

situation which encourages him tocontribute to goals and shareresponsibilities in them.

WORKERS PARTICIPATION IN

MANAGEMENT :


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To promote increased productivity for theadvantage of the organization, workers, andsociety at large.

To provide a better understanding toemployees about their role and in the process

of attainment of organizational goals. To satisfy the workers social and esteem

needs.

To strengthen labour management co operation

and thus maintaining industrial peace andharmony.

An ideology point of view to develop selfmanagement in industry.

OBJECTIVES :


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An instrument for improving efficiency ofcompany and establishing harmonious

industrial relations. To build most dynamic human resources.

To build the nation through entrepreneurshipand economic development.


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Industrial relation refers to relationship b/wmanagement and labour or among employeesand their organization that characterized or

grown out of employment.

According to dale yoder a relationship betweenmanagement and employees or among employeesand their organizations that characterize andgrow out of employment

INDUSTRIAL RELATION :


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OBJECTIVES : To enhance the economic status of the worker.

To regulate the production by minimizing theindustrial conflicts through state control.

To socialize industries by making the governmentan employer

To provide an opportunity to the worker to have asay in the management and decision making.

To avoid industrial conflicts and theirconsequences.

To extend and maintain industrial democracy.

To encourage and develop trade unions in order toimprove the workers collective strength .


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Exisistance of strong well organized anddemocratic employees unions.

Exisistence of sound and organized employers

unions Spirit of collective bargaining and willingness to

resort to voluntary negotiation.

Maintenance of industrial peace .

Essential conditions for sound industrial

relationship

8th Module Hrm 1

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Transcript of 8th Module Hrm 1