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  • Approaches To Grievance Machinery

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    Sumathy S Ramkumar
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    The document provides approaches for handling grievance machinery, including listening to employee complaints patiently, avoiding aggression or defensiveness, settling each grievance on its own merit without compromising other cases, and appealing to management's interest in maintaining high morale. It also notes the importance of self-discipline through orderly behavior and the dual purposes of punishment to penalize offenses and deter future violations.

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    There are many approaches to grievance machinery where hr students must know

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    Approaches to Grievance machinery

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    The document provides approaches for handling grievance machinery, including listening to employee complaints patiently, avoiding aggression or defensiveness, settling each grievance on its own merit without compromising other cases, and appealing to management's interest in maintaining high morale. It also notes the importance of self-discipline through orderly behavior and the dual purposes of punishment to penalize offenses and deter future violations.

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    2K views2 pages

    Approaches To Grievance Machinery

    Uploaded by

    Sumathy S Ramkumar
    The document provides approaches for handling grievance machinery, including listening to employee complaints patiently, avoiding aggression or defensiveness, settling each grievance on its own merit without compromising other cases, and appealing to management's interest in maintaining high morale. It also notes the importance of self-discipline through orderly behavior and the dual purposes of punishment to penalize offenses and deter future violations.

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    Download as DOC, PDF, TXT or read online from Scribd
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    of 2

    APPROACHES TO GRIEVANCE MACHINERY

     Try to avoid problems in your department before they cause grievances

     Be a good listener. Even though you feel that the aggrieved worker is wrong,
    listen patiently to his compliant. Find out what really is the basis of his
    dissatisfaction. Show interest in his problem. Use a problem. Use a positive,
    friendly approach. Avoid either aggressiveness or a defensive attitude

     Have patience, pounding the table and shouting does not settle anything.

     Avoid personal consideration; what counts is not who is right, but what is
    right.

     Remember that you and the employee will have to work together, to settle
    other issues in future.

     Do not get upset or resort to threats. If you and the employee do not come to
    an agreement, there are further steps to settle the issue.

     Appeal to the management’s interest. It is their interest also, to have


    grievances settled satisfactorily and to keep the morale high.

     Settle each grievance or its merit. Do not give up one grievances case in
    order to get a favorable decision in another.

     Remember that the management too has its rights, that both the workers and
    the management must live up to the terms of agreements.

     Orderly behavior assists the attainment of organizational goals.

     When members behave appropriately as per rules, there is no need for


    disciplinary actions. This is self-discipline.

     When some members violate the rules and regulations, punitive actions are
    needed to correct them.

     Punishment serves 2 purposes

     First, to directly punish an individual for an offence

     Second, to set an example for others not to violate the rules and
    regulations

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