1. Employees Grievances and Disciplines
HUMAN RESOURCE MANAGEMENT
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2. CONTENT
 Employees Grievances
 Concept
 Handling Grievances
 Employee Discipline
 Concept
 Causes
 Process of managing Discipline
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3. Employees Grievances
 Employee’s perception of unfair treatment on the job.
 Lead to feelings of discontent or dissatisfaction
 Mainly result from differences in employee expectations and
managerial practices relating to conditions of employment.
 When Employee’s complaint is brought to the notice of
management, it becomes a grievance.
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4. Types of Grievances
 Factual
 Based on fact.
 They arise from nonfulfillment of service conditions and faulty
implementation of human resource policies.
 Imaginary
 Based on expectations of employees.
 They arise from ambiguities in service conditions.
 The organization is not obliged to fulfill such expectations.
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5. Continue……
 Disguised
 Arise from hidden reasons which are ignored by organizations.
 Eg. An employee complaining about working conditions may be
dissatisfied with a supervisor.
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6. Causes of Grievances
 Interpretation Differences
 Management Practices
 Labour Union practices
 Personality Traits
 Organization Culture
 Working Conditions
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7. Handling Employee Grievances
Open Door policy
Legal Compliance
Grievance Procedure
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8. Open Door policy
 The employees are invited to walk-in any time and express their grievances
to higher levels of management.
 The problem is resolved in a mutually satisfying way.
 Some organizations adopt the counseling procedure for handling
grievance.
 They try to understand employee’s psychological and make him realize
where the problem lies.
 Promotes upward communication from employees to management.
 Suitable for small organizations.
 It takes time and cost.
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9. Legal Compliance
 Management takes a legalistic view in handling grievances.
 It strictly follows the contract with unions and employees.
 The process of handling grievances is specified in the contract.
 Generally, grievances are related to interpretation of the contract.
 Simple to understand and easy to administer . However it ignores
grievances resulting from situations not provided in the contract.
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10. Grievance Procedure
 It is the formal organizational mechanism for dealing with employee grievances.
 An employee can take his grievances to successively higher levels of management for redressed .
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Step 1
•Grievant-supervisor
•(Verbal complaint)
Step 2
•Grievant-Department Head
•(Written complaint)
Step 3
•Grievant-Grievance Committee
•(Appeal for revision)
Step 4
•Grievant-Top Management
•(Appeal for revision)
Step 5
•Voluntary Arbitration (Third Party)
•(Referred for Arbitration)

11. Employee Discipline
 Employee discipline is needed for effective human resource management.
 No organization can be effective without discipline at all levels of employees.
 Discipline regulates the behavior of employees.
 It is necessary condition of orderly behavior.
 Discipline implies orderliness . Discipline is the result of employee behavior.
 It means adherence to rules, regulations, procedures and standards of acceptable
behavior in the organization.
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12. Types of disciplinary problems(Causes)
Disciplinary
Problems
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Attendance Related
 Late for work
 Absenteeism
 Leaving work without permission
 Habitual tardiness
 Abuse of leave
Job Behavior Related
 Insubordination
 Defective work
 Drunk on the job
 Destruction of property
 Fighting on the job
Dishonesty Related
 Theft
 Information falsification
 Subversive Activity
 Punching time card of others
 Concealing Defective work
Outside activities related
 Unauthorized strike
 Working for competing firms
 Outside criminal activities
 Embarrassing speeches
 Wage Garnishing

13. Guidelines in administering Discipline
 Discipline should be corrective
 The objective of disciplinary actions should be to correct undesirable of
the employees rather than punishment .
 Discipline should be progressive
 A typical progressive disciplinary action should be:
 Oral warning , followed by Written warning , followed by Suspension ,
followed by demotion , followed by dismissal, as a last step.
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14. Continue…..
 Discipline should follow the ” hot stove ” rule(McGregor’s Rule)
 Disciplinary actions should immediately follow the violation of discipline.
 Employee should be given advance warning before initiating disciplinary action.
 Disciplinary action should be fair . It should be consistent for the same type of offences.
 Disciplinary action should be impersonal . It should be directed at the offence, not the
employee.
 Allow employee to give explanation
 Employee should be given an opportunity to explain his position before the disciplinary action is
initiated . He should be patiently heard.
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15. Disciplinary Actions
Oral
Warning
Written
warning
suspension Pay cut Demotion Dismissal
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16. “
”
Thank You
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