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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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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