Page 193 - DMGT516_LABOUR_LEGISLATIONS

Labour Legislations

Notes Grievances, if they are not identified and redressed, may affect adversely the workers, managers
and the organisation. The effects include:
1. On production:

(a) Low quality of production
(b) Low quality of production and productivity
(c) Increase in the wastage of material, spoilage/leakage of machinery
(d) Increase in the cost of production per unit.

2. On employees:
(a) Increases the rate of absenteeism and turnover
(b) Reduces the level of commitment, sincerity and punctuality
(c) Increases the incidence of accidents

(d) Reduces the level of employee morale.
3. On managers:
(a) Strains the superior-subordinate relations
(b) Increases the degree of supervision, control and follow up

(c) Increases in disciplinary action cases
(d) Increase in unrest and, thereby, machinery to maintain industrial peace.
Breach also refers to several reasons why there should be a formal procedure to handle grievances:
1. All employee complaints and grievances are in actual practice not settled satisfactorily by
the first level supervisor, due to lack of necessary human relations skills or authority to
act.

2. It serves as a medium of upward communication, whereby the management becomes
aware of employee frustrations, problems and expectations.
3. It operates like a pressure-release valve on a steam boiler, providing the employees with
an outlet to vent their frustrations, discontents and gripes.
4. It also reduces the likelihood of arbitrary action by supervision, since the supervisors
know that the employees are able to protest such behaviour and make their protests heard
by higher manager.
5. The very fact that employees have a right to be heard-and actually are heard-helps to
improve morale.

7.8.2 Handling Grievances

The following guidelines may help a supervisor while dealing with grievances. He need not
follow all these steps in every case. It is sufficient to keep these views in mind while handling
grievances (W. Baer, 1970).
1. Treat each case as important and get the grievance in writing.
2. Talk to the employee directly. Encourage him to speak the truth. Give him a patient
hearing.
3. Discuss in a private place. Ensure confidentiality, if necessary.

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