Effects of Employee Grievance

1. Workers are people, and as such, they reflect their culture and have expectations, presumptions, conventions, and values. Employee complaints may arise if management or the company disregards their human qualities, which will make them unhappy. Employee grievances may arise from any kind of inhuman or unfair treatment. In addition, complaints may also be the result of inadequate leadership, superfluous or unsound systems, and a lack of suitable incentive.
2. Workers may file grievances because of current policies, rules, or work procedures, or they may be unhappy with specific behaviours. If the degree of unhappiness keeps rising, they file a grievance, or formal complaint, with management. Employee complaints, issues, or grievances are brought up with their employers by staff members. All workers have the right, if they have legitimate grievances, to file a personal grievance under the Employment Relations Acts.
3. Grievances from employees have a detrimental impact on the company. Employees may take part in negative actions including protesting, striking, and lockouts if the issue is not resolved in a timely manner. As a result, there may be a disagreement or conflict between the management and employees, which will lower organisational productivity. Genuine, capable, and experienced workers may decide to quit the company. Actual workers may decide to depart the company, increasing production costs. The quality of goods and services might decline as production costs go up.
4. Any grievance is any kind of unhappiness or sense of unfairness related to one’s work circumstances that is brought to management’s notice. Any dissatisfaction that negatively impacts productivity and organisational relations is, in general, considered a grievance. Dissatisfaction, complaint, and grievance must be distinguished in order to comprehend what a grievance is.
5. Any source of unease for an employee, regardless of whether it manifests verbally or not, qualifies as dissatisfaction.
6. A complaint is an expression of discontent, either verbally or in writing, directed at the shop steward or supervisor.
7. A formal complaint filed with a management representative or a union official is called a grievance.
8. As stated by Michael Jucious, “a grievance is any unhappiness or unhappiness, whether spoken or not, whether legitimate or not, resulting from anything related to the organisation which an employee thinks, believes, or even feels to be unfair, unjust, or inequitable.”
9. A grievance, put simply, is a state of unhappiness that is connected to a work position and might be articulated or not, documented or undocumented, justifiable or unjustified.
10. Characteristics of Grievance:
11. Any sort of unhappiness or displeasure with any component of the organisation is referred to as a grievance.
12. Work-related issues alone, rather than domestic or personal issues, should be the source of the unhappiness.
13. Real or imagined causes may give birth to the unhappiness. Employees file grievances when they believe they are the victim of injustice. Such a sentiment may have a genuine or invalid cause, be reasonable or illogical, or be absurdly justified.
14. The dissatisfaction has to be expressed, whether it is spoken out or not. Discontent, however, is not a grievance in and of itself. The worker may first file a written or verbal complaint. The employee thinks that justice is not being served if this is not investigated right away. The unhappiness now intensifies and manifests as a grievance.
15. In general, therefore, a grievance may be traced back to being seen as one’s expectations not being met by the organisation.
16. Reasons for Staff Dissatisfaction
17. Employee complaints not only lower organisational and employee productivity, but they also run the risk of endangering the organization’s very survival. Thus, it is imperative that the dispute be resolved as soon as feasible. To do this, the cause must be found. Depending on the circumstances, the grievance’s motivation may change. Here are a few of the key explanations:
18. Inequitable Supervisory Approach
19. Workers demand that they get the same treatment as other workers. However, a grievance is raised if management treats workers who are doing equally differently.
20. Inadequate Interaction
21. Employee motivation is increased by open, two-way communication that fosters healthy relationships. Depending on their role, each employee must receive policies, instructions, notifications, and other communications in a comparable manner. They feel inferior when they communicate in a one-way or regulated manner, which leads to misunderstandings between management and staff. The grudge would gradually develop from this misunderstanding. Thus, another factor contributing to employee grievances is inadequate, constrained, and one-sided communication.
22. Divergent interpretation
23. Disparities in comprehension and interpretation between staff members and management may also give rise to grievances. Employees who see policies, regulations, terms and conditions, instructions, and guidelines as being different from what management has decided upon will develop unfavourable attitudes toward management and the company as a whole. A company with poor communication practises is more likely to get complaints.
24. Features of personality
25. Some workers have a tendency of filing complaints, even for very minor offences. Even in the smallest of errors, they pick on or criticise other workers. This will lead to complaints from the worker to both other workers and themselves. Consequently, one of the complaints’ causes is a personality characteristic.
26. The organisational culture
27. Employee grievances may sometimes be caused by an inappropriate organisational culture. Employees are dissatisfied and the organisational environment is negatively impacted by bad culture. This discontent intensifies and becomes a grievance.
28. Poor management
29. As the custodian of every employee, the leader has to be present. Employee excitement may decline and they may stop following and ignoring the leaders if they are poor leaders. There may be serious in-disciplinary actions taken inside the company. Employee complaints will rise as a result.
30. conflicting personalities
31. A personality conflict between an employee and their coworkers, management, or other people’s ideas, concepts, or working styles may sometimes arise. When their concept is rejected, they can see it as a challenge, and they might feel retaliatory. An employee’s sense of ego may lead to feelings of rage, misery, or discouragement, which may lead to employee grievances..