Grievance Handling Mindmap

Grievance Handling Mindmap

1. Grievance refers to an employee's dissatisfaction or feeling of personal injustice relating to his or her employment.

2. It is usually a complaint formally stated in writing.

3. Causes of Grievance

   • Economic Environment
     • Late bonuses, payments, adjustments to overtime pay.
   • Work Environment
     • Undesirable/Unsatisfactory conditions.
   • Supervision of supervisor
     • Perceived notions of bias, favouritism, nepotism.
   • Organizational Change & Employee Relations
     • New working practices
   • Others
     • Promotions, Safety methods, transfers, granting of leaves.

4. How to handle grievance? (Steps/Methods)

   • Step 1
     • Discussion of grievance between employee, Union steward and supervisor.
       • What is a Union?
         • A formal association of workers that promotes the interests and wellbeing of its members through collective action.
       • Typical Division of HR responsibilities: Grievance Management
   • Step 2
     • Discussion between steward, supervisor's manager and/or HR manager.
   • Step 3
     • Committee of union officials discusses with appropriate company managers.
   • Step 4
     • Representative discusses with executives or corporate industrial relations officer.
   • Step 5
     • Refer to MOM for conciliation
   • Step 6
     • IAC for final decision.

5. Effects and Consequences

   • Grievances if not identifies and redressed, may adversely affect workers, managers and organisation.
   • On production
     • Low quality & productivity
     • Increase in wastage and cost
   • On employees
     • Increased rate of absenteeism/turnover
     • Reduced commitment, sincerity & punctuality and morale.
   • On managers
     • Strained superior-subordinate relationship
     • Increase in supervision, control, discipline and unrest

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