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    Grievance Review of Literature

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    applesby
    This document reviews literature on grievance procedures and the role of supervisors. Several studies have found that supervisors' behaviors and attitudes can impact their approach to handling grievances. Effective grievance systems can serve to monitor undesirable situations in an organization and resolve conflicts. For a grievance procedure to be effective, it should be simple, in writing, and provide employees avenues to raise issues to higher levels of management within specified time limits.

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    Grievance Review of Literature

    Uploaded by

    applesby
    2K views2 pages
    This document reviews literature on grievance procedures and the role of supervisors. Several studies have found that supervisors' behaviors and attitudes can impact their approach to handling grievances. Effective grievance systems can serve to monitor undesirable situations in an organization and resolve conflicts. For a grievance procedure to be effective, it should be simple, in writing, and provide employees avenues to raise issues to higher levels of management within specified time limits.

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    This document reviews literature on grievance procedures and the role of supervisors. Several studies have found that supervisors' behaviors and attitudes can impact their approach to handling grievances. Effective grievance systems can serve to monitor undesirable situations in an organization and resolve conflicts. For a grievance procedure to be effective, it should be simple, in writing, and provide employees avenues to raise issues to higher levels of management within specified time limits.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    2K views2 pages

    Grievance Review of Literature

    Uploaded by

    applesby
    This document reviews literature on grievance procedures and the role of supervisors. Several studies have found that supervisors' behaviors and attitudes can impact their approach to handling grievances. Effective grievance systems can serve to monitor undesirable situations in an organization and resolve conflicts. For a grievance procedure to be effective, it should be simple, in writing, and provide employees avenues to raise issues to higher levels of management within specified time limits.

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    REVIEW OF LITERATURE

    Study made by Rollinson, et.al (1996) has identified that complaints are quite common
    and only extends to taking-up a matter informally with a supervisor. As maintained by Catlett
    and Brown (1990), there are a number of decisions making points in the grievance handling
    process that potentially involve the supervisor. Clark (1988) identified that correlation
    coefficients showed strong relationship between attitude toward the grievance procedure and
    attitude of the supervisors. Labig and Greer (1988) denote that a high number of grievances in a
    unit or subunit can be indicative of many factors, including both effective and ineffective
    supervisory performance. Bemmels and Reshef (1991) mentioned that in a specific work group,
    many grievances are in response to specific behaviors by the supervisors. Hence, this present
    research has targeted supervisors as unit of analysis. According to Clark (1988) and Bemmels
    and Reshef (1991) supervisors behavior and personal attitudes may affect their styles in
    handling grievance through grievance procedure.
    A grievance procedure is constructed to protect employees rights and provide greater
    statutory protection to employees (Cowling & James, 1994). In unionized organization, the
    grievance procedure is established in collective agreement between employees union and
    employers (Lewin, 2001). The existence of this procedure can be interpreted to support the
    industrial relations perspective that conflict in the employment relationship is widespread and
    enduring (Dalton & Todor, 1982). Following this reasoning, the grievance procedure can be
    viewed as high-involvement or problem-solving work practice. Apart from being a medium for
    the resolution of conflicts, an effective grievance system can serve as a monitoring system for
    detecting any undesirable situation arising in the organization (ManteMieja & Enid 1991). The
    need for grievance procedure is essential if the problems that arise are not satisfactorily dealt
    with or are dealt within inconsistent manner (Green, 1987).
    Generally, the grievance procedure includes few provisos. The procedure for resolving
    individual grievances should be simple and devoid technicalities (Salamon, 2000; Mills, 1994).
    The grievance procedure should be in written (Industrial Harmony Code for Conduct, n.d) and
    only serves issues related to employees grievances. Cases that involve discipline or other form
    of conflicts should use other appropriate resolution machinery. The employees should also be
    explained, from time to time, the existence of grievance procedure and encouraged them to raise

    their dissatisfactions formally through this procedure. The publicity of the rules of an institution
    insures that those engaged in it knows what limitations on conduct to expect on one another and
    what kinds of actions are permissible (Rawl, 1971). Thus, an employee who has a grievance
    need not go from pillar to post, not knowing where to go or whom to approach. The guideline
    should also provide for an avenue of appeal, if he fails to get satisfaction from the immediate
    superior whom he has approached (DCruz, 1999, Gordon & Miller, 1984). There should be
    opportunity for the employee to refer the grievance to higher levels of management (if
    applicable). A grievance procedure should specify a time limit for submitting the appeal and also
    a stipulated time limit by which it will be decided at the first level of
    appeal.

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