A Study on the Impact of Employee Grievances and the Performance of an Organization
CHAPTER ONE
OBJECTIVE OF THE STUDY
The objectives of the study are
- To ascertain the impact of employee’s grievances on organizational performance
- To ascertain the relationship between employee’s grievances and organizational productivity
- To understand how far the employee’s grievances are redressed.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
INTRODUCTION
“Do We Need To Train Our Managers in Handling Grievances?”by Zulkiflee Daud Mohd Faizal Mohd Isa Wan Shakizah Wan Mohd Nor Zairani Zainol , discusses styles in handling grievances among heads of department at a telecommunication company and the influence of training and experiences in selecting the appropriate grievance handling styles. Finding from this study will help organizations to construct their training framework when especially training in grievance management and leadership. This study has revealed that training result was the significant predictors for the integrating grievance handling style. Training session can enhance heads’ of department abilities to convey information regarding company’s rules and regulations, terms and conditions of employment and result from precedent cases if the situation and symptom of the present grievance was similar with previous cases.“Grievance expression between co-workers: reliability and validity of a measurement scale” cheryl denise king ‘s study reports the development of the Grievance Expression Scale (GES), a self-report measurement instrument of how organizational members express objections or complaints that they have about one another’s behavior. The GES instrument represents a attempt to better categorize and quantify the behavior of organizational members. Most importantly, the GES stimulates new questions for the stud of conflict communication behavior in organizations and a means for answering those questions. The article titled “save yourself from grief Day, Clive” in Motor Transport; Sep 7, 2006; ABI/INFORM Complete, explains how to avoid greater issues in the organizations. If an employee has a grievance, maybe over money or conditions, then the employer will have to follow strict procedures if he is to avoid potentially expensive compensation claims. The paper looks into grievance and suggests the employers to be updated on the statutory regulation and follow them properly for any kind of grievance.A study done on Non-union grievance systems: System characteristics and fairness perceptions published in Academy of Managemnt journal investigates the fairness perceptions of non-union grievance systems utilizing a policy capturing design. Employees will feel satisfied only f their problems are addressed and solved on time. The employees are not expecting a specific systematized procedure to solve their problems but they only require a fir discussion and a result that would solve the problems and let him work peacefully. Grievance resolution: Perceived goal interdependence and interaction patterns by Tjosvold, Dean;Morishima, Motohiro in Relations Industrielles; Summer 1999; identifies behaviors and perceptions of the individuals involved that affect the grievance resolutions. Based on the conflict research the study proposes that cooperative goals promote the direct, open-minded consideration of opposing views which leads to quality solutions efficiently developed. The study identifies grievance handling conditions and skills that lead to effective resolution.
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought to the impact of employee grievances and the performance of an organization.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain the impact of employee grievances and the performance of an organization. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of employee grievances and the performance of an organization
Summary
This study was on the impact of employee grievances and the performance of an organization. Three objectives were raised which included: To ascertain the impact of employee’s grievances on organizational performance, to ascertain the relationship between employee’s grievances and organizational productivity, to understand how far the employee’s grievances are redressed. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staff of Nigeria Bottling Company, Lagos State. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made HRMs, production manager, senior staff and junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
The company is a better example for those companies who do not have a systematic procedure for dealing with grievances but effectively handle them for the prosperity of the organization. Also the employees find it as a better way to communicate their problems and getting the problems solved in a faster way rather than a set of procedures and stages to solve the issues. Since they do not find it difficult to take their problems to the management and solve them on time, they are happy with the working environment. They feel satisfied with the informal procedures being followed. Hence they could easily work with job satisfaction as well as a better feel of belongingness.
Recommendation
To a great extent the aggravation of industrial problems depends on manager’s approaches and attitude in effective handling of employee grievances. Care should be taken in the way managers approaches the problem and perceiving the pros and cons of the situation.
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