Kurdistan Regional Government - Iraq
University of Akre for Applied Sciences
Akre Technical College
Business Administration Dept.
Evening Study - Third Stage
Report Title:
“Job Grievance”
Prepared by:
Mhabad Taha - Bushra Hussain
Supervised by:
Mr. Azad
Submitting Date: 5 / 12 / 2024
Table of Contents
Abstract......................................................................................................................... 1
Introduction .................................................................................................................. 2
Grievance and Dissatisfaction and Complaint .......................................................... 2
Reasons of Grievances ................................................................................................. 2
Grievance Led to:......................................................................................................... 3
Grievance Handling ..................................................................................................... 3
Grievance Handling ..................................................................................................... 4
Four (4) Key Features of a Good Grievance Handling Procedure .......................... 4
Grievance Redressal Procedures ................................................................................ 4
Importance of Employee Grievance Handling .......................................................... 5
References ..................................................................................................................... 5
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Abstract
ERM refers to managing the relation between the various employees in an organization. It is an art which
effectively monitors and manages the relation between individuals either of the same team or from
different teams and a process of adopting controlling methods and practices to regulates employee
relations.
Employee satisfaction is a key component of an organization's growth and success. When an employee
has a positive relationship with their manager and other company leaders, they often work more efficiently
and produce higher-quality work. If you work in a human resources or leadership role, you might use
employee relationship management tactics to encourage healthy workplace attitudes and build a rapport
between employees and management professionals. In this article, we define employee relationship
management, explain why this concept matters and provide tips for building strong relationships in the
workplace.
Introduction
A grievance is any dissatisfaction or feeling of injustice having connection with one’s employment
situation which is brought to the attention of management.
It`s a natural part of any workplace. Put simply, it`s formal or informal complaint about an issue that is
affecting an employee’s work life. It could be a disagreement over policies, a concern about safety
equipment, or a more serious matter like discrimination or harassment. Employees bring grievances
forward because they want a fair resolution.
Grievance and Dissatisfaction and Complaint
Dissatisfaction – is anything that disturbs any employee, whether or not the unrest is expressed in words.
Complaint – is a spoken or written dissatisfaction brought to the attention of the supervisor or the shop
steward.
Grievance – is a complaint that has been formally presented to a management representative or to a
union official.
Reasons of Grievances
Economic – Employees may demand for individual wage adjustments.
Work environment – It may be undesirable or unsatisfactory conditions of work.
Poor quality of supervision – It may be objections to the general methods of supervision related to the
attitudes of the supervisor towards the employee such as perceived notions of bias, favoritism, nepotism,
caste affiliation and regional feelings.
Organizational change – Any change in the organizational policies can result grievances.
Employee relations – Employees are unable to adjust with their colleagues, suffer from feeling of neglect
and victimization and become and become an object of ridicule and humiliation, or other inter-employee
dispute.
Miscellaneous – These may be issues relating to certain violations in respect of promotion, safety
methods, transfer, disciplinary rules, fines, granting leaves, medical facilities, etc.
Grievance Led to:
On the production:
• Low quality of production
• Low productivity
• Increase in the wastage of material, spoilage/leakage of machinery
• Increase in the cost of production per unit
On the employees:
• Increase in the rate of absenteeism and turnover
• Reduction in the level of commitment, sincerity, and punctuality
• Increase in the incidence of accidents
• Reduction in the level of employee morale.
On the managers:
• Strained superior-subordinate relations
• Increase in the degree of supervision and control
• Increase in indiscipline cases
• Increase in unrest and thereby machinery to maintain industrial peace.
Grievance Handling
Grievance handling is the management of employee dissatisfaction or complaints (e.g. favoritism,
workplace harassment, or wage cuts).
By establishing formal grievance handling procedures, you provide a safe environment for your employees
to raise their concerns. You also create a channel to explain your policies and rationale for actions or
decisions.
Grievance Handling
• To enable the employee to air his/her grievance.
• To clarify the nature of the grievance.
• To investigate the reasons for dissatisfaction.
• To obtain, where possible, a speedy resolution to the problem. To take appropriate actions and ensure
that promises are kept.
• To inform the employee of his or her right to take the grievance to the next stage of the procedure, in
the event of an unsuccessful resolution
Four (4) Key Features of a Good Grievance Handling Procedure
1. Fairness
2. Facilities for Representation
3. Procedural Steps
4. Promptness
Grievance Redressal Procedures
1. Quick action
2. Gathering facts
3. Examining the causes of grievance
4. Decisioning
5. Execution and review
6. Acknowledging grievance
Importance of Employee Grievance Handling
• It encourages employees to raise concerns without fear of reprisal.
• It provides a fair and speedy means of dealing with complaints.
• It prevents minor disagreements developing into more serious disputes.
• It helps to build an organizational climate based on openness and trust.
• It is an assurance for dispassionate handling of one’s grievance.
• It provides assurance about the availability of some machinery for prompt handling of grievance.
• It is a means by which an aggrieved employee can release his feelings of discontent or
dissatisfaction with his/her job.
References
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