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    Ggs

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    Akuros Gaming
    Grievance refers to any real or perceived dissatisfaction or injustice felt by an employee regarding their job or the organization's policies and procedures. Grievances arise when employee expectations are not met and can result in frustration, low productivity, and absenteeism if left unaddressed. An effective grievance management system is therefore an important part of personnel management. It should involve quickly acknowledging and investigating grievances, identifying their causes, deciding on remedies, executing decisions, and reviewing outcomes to resolve issues and prevent future grievances. This helps create an amicable work environment by addressing employee concerns and improving organizational policies.

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    Ggs

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    Akuros Gaming
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    Grievance refers to any real or perceived dissatisfaction or injustice felt by an employee regarding their job or the organization's policies and procedures. Grievances arise when employee expectations are not met and can result in frustration, low productivity, and absenteeism if left unaddressed. An effective grievance management system is therefore an important part of personnel management. It should involve quickly acknowledging and investigating grievances, identifying their causes, deciding on remedies, executing decisions, and reviewing outcomes to resolve issues and prevent future grievances. This helps create an amicable work environment by addressing employee concerns and improving organizational policies.

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    Grievance refers to any real or perceived dissatisfaction or injustice felt by an employee regarding their job or the organization's policies and procedures. Grievances arise when employee expectations are not met and can result in frustration, low productivity, and absenteeism if left unaddressed. An effective grievance management system is therefore an important part of personnel management. It should involve quickly acknowledging and investigating grievances, identifying their causes, deciding on remedies, executing decisions, and reviewing outcomes to resolve issues and prevent future grievances. This helps create an amicable work environment by addressing employee concerns and improving organizational policies.

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    © All Rights Reserved
    Download as TXT, PDF, TXT or read online from Scribd
    Download as txt, pdf, or txt
    4 views1 page

    Ggs

    Uploaded by

    Akuros Gaming
    Grievance refers to any real or perceived dissatisfaction or injustice felt by an employee regarding their job or the organization's policies and procedures. Grievances arise when employee expectations are not met and can result in frustration, low productivity, and absenteeism if left unaddressed. An effective grievance management system is therefore an important part of personnel management. It should involve quickly acknowledging and investigating grievances, identifying their causes, deciding on remedies, executing decisions, and reviewing outcomes to resolve issues and prevent future grievances. This helps create an amicable work environment by addressing employee concerns and improving organizational policies.

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    Grievance System

    Grievance may be any geneuine or imaginary feeling of dissatisfaction or injustice


    which an employee experiences about his job and its nature, about the management
    policies and procedures.
    It must be expressed by the employee and brought to the notice of the management
    and the organization.
    Grienvances take the form of collective disputes when they are not resolved.
    Also they will lower the morale and efficiency of the employees.
    Unattended Grievances result in frustration, dissatisfaction, low productivity,
    lack of interest in work absenteeism, etc.
    In short, griecabce arises when employees expectations are not fulfilled from the
    organization as a result of which a feeling of discontentment and dissatisfaction
    arises, this dissatifaction must crop up from the employment issues and not from
    personal issues

    Grievance may result: from the following factors

    A. Improper working conditions such as strict production standards, unsafe


    workplace, bad relation with managers, workplace is far away from home, etc.
    B. Irrational management policies such as overtime, transfers, demotions,
    inappropriate salary structure, etc.
    C. Violation of organizational rules and practices.
    D. The manager should immediately identify all grievances and must take appropriate
    stes to eliminate the causes of such grievances so that the employees remain loyal
    and commited to their work.
    Effective grienvance management is essential part of personnel managament.

    How to Effectively Manage Grievance


    1. Quick action- As soon as the grievance arises, it should be identified and
    resolved.Training must be given to the managers to effectively and timely manage a
    grievance on the employees and their performance.
    2. Acknowledging grievance- The manager must acknowlegde the grievance put forward
    by the employee as manifestation of true and real feelings of the employees.
    Acknowledgement by the manager implies that the manager is eager to look into the
    complaint impartially and without any bias. This will create an environment
    conducive to the work with instances of grievance reduced.
    3. Gathering facts- The manager should gather appropriate abd sufficient facts
    explaining the grievance's nature. A record of such facts must be maintained so
    that these can be used in later stage of grievance management.
    4. Examining the causes of grievance- The actual cause of grievance should be
    indentified. Accordingly remedial actions should be taken to prevent repetition of
    the grievance.
    5. Making a Desicion- After identifying the causes of grievance, alternative course
    of actions should be thought of to manage the grievance. The effect of each course
    of action on the existing and future management policies and procedure should be
    analyzed and accordingly decision should be taken by the manager.
    6. Execution and review- The manager should be execute the decision quickly,
    ignoring the fact, that it may or may not hurt employees concerned. After
    implementing the decision, a follow-up must be there to ensure that the grievance
    has been resolved completly and adequately.

    An effective grievance procedure ensure an amiable work environment because it


    redresses the grievance to mutual satisfaction of both the employees and the
    managers. It also helps the management to frame policies and procedured acceptable
    to the employees. It becames an effective medium for the emloyees to express the
    feelings, discontent and dissatisfaction openly and formally.

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