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Ppt on employee grievances new kishan

  3. oINTRODUCTION Every employee has certain expectations from the organization which he thinks should be fulfilled by the organization in which he is working .  When the organization failed to do,it develops a feeling of dissatisfaction into employee.  So, we can say that when there is a gap between what the employee expect and what he receives, it leads to GRIEVENCES.
  4. o Definition  Any dissatisfaction or feeling of injustice in connection with one’s employment situation that is brought to the notice of management.
  5. WHAT ARE GRIEVANCE? Grievance is a feeling of discontentment or dissatisfaction or distress or suffering or grief among the workers. The dissatisfaction when expressed becomes a complaint and when the employee believes that some injustice is being done, it becomes a grievance.
  6. Features of grievances  Dissatisfaction among the worker of an organization. Dissatisfaction must arise out of employment only. It may be arises out of real or imaginary causes.  It results from perceiving fulfillment of own’s expectation from organization.
  7. FORMS OF GRIEVANCES 01. Factual Grievance:- When the legitimate needs of the employees remain unfulfilled, it gives rise to factual grievance. 02. Imaginary Grievance:- When an employee is aggrieved not because of any valid reason but because of a wrong perception,wrong attitude or wrong information. 03. Disguised Grievance:- When an employee may have dissatisfaction not directly related to the organization but its due to family pressure or own depressed situation.
  8. CAUSES OF GRIEVANCES 01. Economic a. Wages fixation b. Overtimes c. Wages Revision 02. Work Place Environment a. Rigid Production Norms b. Lack of Congenial Environment c. Unfair rules & Regulations d. Defective tools & equipment
  9. 03.Employee Relationship a. Lake of communication. b. Notion of favourism, nepotism & regional feelings. c. Attitude of supervisior. d. Discrimination in recruitment & selection. e. Harassment of employee 04. Miscellaneous a. Lake of performance appraisal b. issues in transfer. c. granting leaves. d. medical facility
  10. GRIEVANCE HANDLING Grievances are but natural to arise in an organization where thousand of workers are employed. But these should be removed as early as possible for creating good labour management relations and promoting efficiency. Grievances should not be allowed to accumulate because grievances will give rise to further grievances.
  11. Effects of Grievances ON THE PRODUCTION :- a. low quality of production b. low productivity c. Increase in cost of production per unit d. Increase in wastage of material , spoilage/leakage of machinery . ON THE EMPLOYEES :- a. Reduction in the level of employee moral . b. Increase in the incidence of accident. c . Increase in the rate of absenteeism & turnover d. Reduction in the level of commitment , sincerity,& punctuality .
  12. On The Managers a. Strained superior-subordinate relations. b. Increase in the degree of supervision and control c. Increasement in indiscipline cases d. Increase in unrest and thereby machinery to maintain industrial peace Other effects a. Sense of frustration b. Disloyalty and non cooperation among workers c. Loss of interest in work d. Bad effect on the quality and quantity of output e. Cause violence and strikes
  13. NEED FOR GRIEVANCES HANDLING 1. Necessary for harmonious industrial relations 2. Maintaining industrial peace 3. Boosts the morale of the people working in the organization 4. Encourages the human problems to be brought out 5. It gives an opportunity to the workers to express their feeling, fears, doubts and dissatisfaction.
  14. IMPORTANT STEPS IN HANDLING THE GRIEVANCES 1. The nature of grievance should be defined , expressed and described clearly as early as possible so that the wrong complaint may not be handled.
  15. 3. After gathering the relevant facts the management may get a real picture of the grievance. And then management should make a list of alternative solution. And select the best one. 4. Then they convey the final decision to the employees concerned in very clear and unequivocal terms. 5. Last step is follow up action . It is very important to know whether the grievance has been handle satisfactorily or not. 2. After the real issue is located , all the relevant facts should be gathered about the issue. Such fact gathering may involve interviewing and listening to employee, this will help in finding out how and where the incidence took place and the circumstances under which it happened.
  17. Identification of Grievances 01. Exit Interview An employee may leave the organization either because of his dissatisfaction with the organization because of greener pasture somewhere else. 02. Gripe box system On the pattern of suggestion box system , the management can use Gripe box system to collection information about grievances from the employee. 03. Observation. A manager/ supervisor can usually observe the behaviour of People working under him.
  18. 04. Opinion surveys These surveys encourage the employees to express their views more openly as there are conducted by persons who are not the supervisor of the employee . Further, the employees identity is not disclosed . 05. Grievance procedure. A systematic grievance procedure is the best means to highlight employees dissatisfaction at various levels. In the absence of such a procedure , grievance pile up and burst up in the form of volcano at a future date.
  19. ESSENTIALS OF SUCCESSFUL GRIEVANCE HANDLING 1. Legal sanctity:- The grievance procedure should be conformity with the prevailing legislation. It should be designed to supplement the statutory provisions. 2. Acceptability:- The grievance procedure should be set up with the participation of the employee and it should be applicable to all the organisation . The procedure must ensure 1. a sense of fair play and justice to the workers 2. reasonable exercise of authority to managers 3. reasonable participation of the union
  20. 4. Simplicity:- The grievance handling procedure should be simple and short. 5. Promptness:- It is essential that grievance should be dealt with speedily and promptly. Because delay cause frustration and tempers may rise and rumours spread around the work. 3. Unambiguity: Each and every aspect of grievance procedure should be clear and unambiguous. All employees should know whom to approach first when they have a grievance, whether the complaint should be written or oral.
  21. 6. Training :- 7. Follow up •Supervisors and union representatives should be given training in grievance handling. This will help to ensure effective working of the grievance procedure. The working of the grievance procedure should be reviewed at periodical intervals. Necessary improvements should be made to make the procedure more effective.
  23. Common procedure/ Open door policy 1st step • Immediate supervisor • (if failing to get a satisfactory answer) 2nd step • Departmental head or Personal relation officer • (if the worker is not satisfied here also) 3rd step • Top executive officer • (this is very rarely resorted but if the employee not satisfied here also then) 4th step • The Arbitration or Joint grievance committee • (the decision of this committee should be final this consisting representatives of both the parties)
  24. Model Grievance Procedure / Step- Ladder- Approach Aggrieved Employee Chief Executive Voluntary Arbitration Grievance Committee Head of Department Departmental Representative SETTLEMENT OF GRIEVANCE 48 Hours 3 Days 7 Days 7 Days
  25. •Industrial dispute act 1947 •Factories act 1948 •Industrial employment act 1946 •Industrial training act 1982 •Indian trade union 1926 • Ombudsman •Committees •Indian judicial system •ACAS E.GRIEVANCES REDRESSAL LEGISLATION & BODY
  26. Applicability- whole of india , entity carrying buss.,Trade, manufacturing & distribution etc . •Regulate - indian labour law •Objective –secure indusrial peace & harmony,reduce unfair labour Practices,compensation to employee •Function- resolve dispute b/w Employee & mgt.,maintain good Industrial relationship Applicability-whole of india,all Factories defined under act. •Objectives-safeguarding of health Of worker,regulate the age limit of Facotry worker,child protection & Right etc. categorisation 1. Worker Adult,adolecence & children (m/f) 2.Work Hours of work , overtime , interval & Working hours Industrial dispute act 1947 Factories act 1948(amended in 1987)
  27. •Applicability- whole of india , Registered trade union in india •Decide right , liability & Responsbility of trade union •Different voluntry trade union get Registered •Most suitable org. For balancing The relationship b/w worker & mgt . •Function- secure fair wages, job Security, working condition,culture Education ,advancement of Technology etc •Advisory, Conciliation and Arbitration Service(ACAS) •Non departmental public body (uk) •An independent & impartial body •International body (united kingdom) •give free advice to mgt. & worker On different disputes. •Resolve the dispute b/w Employees & mgt. Indian Trade union act 1926
  28. THANK YOU FOR WATCHING OUR PPT • We want express our gratefull thanks to professor DR. SC Das sir. It was pleaser full project . • We thank full to our lovely batch mats for co-operation and patience during the presentation. • we also want say thanks to our each member of this team for dedication of this project work.
  29. PRESENTED BY TEAM 3rd ( 87- 97) Thank you
  30. presented by kishan paday , kriti sinha, divya, anisha , manish pathak, manvendra yadav,