Grievance handling procedure in an organization
A grievance in an organization may emanate from poor working conditions, poor management policies, or from violation of organizational policies. In this report, the grievance is bad relations with managers.
An organization must identify all possible causes of bad relations with managers and take appropriate action. The procedure for handling the grievance includes the following stages:
- The organization should acknowledge the presence of bad relations with managers. This process requires impartial assessment of the situation without any favors.
- Take quick action to avoid detrimental outcomes of unresolved grievances. It is important to gather facts about causes and potential outcomes of bad relations with managers.
- Gather facts about bad relations with managers. Data collection must be sufficient and effective to cover the problem totally. Keep records for future usages.
- Identify the real cause of bad relations with managers by examining the gathered facts. Accordingly, an organization must adopt appropriate interventions to avoid the spread of the problem.
- An organization must act and make decisions based on facts after identifying causes of bad relations with managers. All identified causes of the problem must be evaluated carefully. The organization should develop an effective problem handling procedure and inform its employees about it. Responsible managers must take appropriate actions and decide on favorable outcomes for both parties.
- The manager must implement the decision fast, evaluate its outcomes on the affected employees and managers, and determine its overall impacts in the entire organization.
A reliable grievance handling procedure ensures a favorable working environment because employees can handle their problems effectively. In addition, an organization can develop policies and procedures that cater for all employees (Employee Grievance – Effective Ways of Handling Grievance, 2013).
Grievance implementation in an organization
A grievance implementation procedure presents a method of solving problems in an organization (Honeyman, 2003). The implementation steps of solving bad relations with managers may include the following approaches.
- Employees should submit the grievance about bad relations with managers to their immediate supervisors.
- The affected parties must discuss the problem and suggest possible solutions.
- If an employee fails to get a satisfactory outcome, then the matter may be escalated to a committee that handles problems in the organization. The committee must review, deliberate, gather facts and recommend appropriate solutions.
- Still, if there are not suitable outcomes, then the matter may proceed for arbitration. This should be the final stage in resolving the problem of bad relations with managers. Arbitrators must evaluate the problem and make the final decision. The decision is final and binds the affected employees.
Grievance handling procedure and implementation focus on solving problems of different nature in organization. Hence, there are slight variations between the two approaches. Generally, organizations should have policies for handling grievances effectively. Such policies should inform employees how to handle grievances that affect their line or senior managers.
Grievance handling procedures or implementation in an organization should be consistent. All employees should receive the same level of treatment and depth of the grievance review. An organization must make decisions based on facts rather than assumptions. Data can be collected through surveys, open-door policies for submission of grievances, suggestion boxes, and exit interviews.
It is imperative to note that grievances may be serious or trivial based on the nature of the problem. However, the responsible team must evaluate all cases and find a solution that is fair to all parties.
References
Employee Grievance – Effective Ways of Handling Grievance. (2013). Management Study Guide. Web.
Honeyman, C. (2003). Grievance Procedures. Web.