Please use this identifier to cite or link to this item: http://192.168.194.112/handle/1/3388
Title: A studay of post settlement grievances In selected company
Authors: Hegde, V G
Keywords: Sarma, A.M.
School of Management and Labour Studies
Issue Date: 1982
Publisher: Tata Institute Of Social Sciences
Abstract: IMPORTANCE OF THE STUDY - 'GRIEVANCE' is an inevitable case with every individual in the World. Human beings are always dissatisfied. Human resource is the main resource of the industry. Hence grievances are inevitable in industries. Of course we are classifying these as industrial grievances. We will not find any industry where the employees do not have any kind of grievances. Then what is 'GRIEVANCE' ? We have so many definitions about the industrial grievances. Every body defined a grievance with a relation to industry and its environment. Prof. Jucius defines grievances as " Any discontent or dissatisfaction, whether expressed or not, whether valid or not, arising out of anything connected with the company that an employee thinks, believes or even 'feels' is unfair, unjust or inequitable". Dale Yoder defines it in simple words -as" Grievance Is a written complaint filed by an employee and claiming unfair treatment Keith Davis defines the Grievance as " Any real or imagined feeling of personal injustice which an employee has concerning his employment relationship ". The International Labour Organisation (ILO) defines a grievance as "A complaint of one or more workers in respect of wages, allowances, conditions of work and interpretation of service, stipulations, covering such areas as over time, leave transfer, promotion, seniority, job assignment, and termination of service ". Further these definitions state the impacts of the grievances in relation to the achievement of the organization of objectives. The grievance in an employee produces unhappiness, discontentment, low morale, frustration etc., and ultimately it is affecting an employee's concentration, efficiency on his work. So grievance procedures are taken for prompt and effective handling of grievances in the interest of the company rather than an employee. If we carefully observe, we will find out that most of the time, a personnel man's time is consumed in settling the grievances of workmen, apart from the negotiations and settlement we have. Being in the personnel field, it is more important to know the impacts of grievances on organisational functioning What type of grievances usually will arise in industries? Whether the settled grievances will play any part in the forth coming grievances. If settlement of grievances are not in favour of employees, then what will be the employee and management relations? What is the rate of genuineness in the grievances? In what way of handle the grievances. employees will be more satisfied? What are the reasons in human approach for grievance?
URI: http://192.168.194.112/handle/1/3388
Appears in Collections:M.A.

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