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The Nature of Grievance and Discipline in Employment

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Added on  2020-01-07

The Nature of Grievance and Discipline in Employment

   Added on 2020-01-07

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The Nature of Grievance and Discipline in Employment_1
TABLE OF CONTENTSINTRODUCTION......................................................................................................................3THE NATURE OF GRIEVANCE AND DISCIPLINE IN EMPLOYMENT..........................3THE WORKING OF GRIEVANCE AND DISCIPLINE PROCEDURES..............................3DISCIPLINARY OR GRIEVANCE INTERVIEW..................................................................4OUTLINE THE LAW RELATED TO DISMISSAL................................................................4CONCLUSION..........................................................................................................................5REFERENCES...........................................................................................................................62
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INTRODUCTIONHuman Resource Management (HRM) not only focuses on managing the humanresource within the organization but it also plays significant role in managing grievances aswell as maintaining disciplinary action within the workplace (Polster, 2011). The termgrievance is consider as the belief of dissatisfaction against the activities that is performed bythe employer or their superior. On the other hand, discipline is related with punishment thatallows the employees to perform activities accordant with the standard codes of organization. Presently, the report focuses on understanding the nature of grievance and disciplinein employment that ensure mutual satisfaction within the contract of employment. Along withthis, it will also explain the brad outline of the law that are relating to dismissal. THE NATURE OF GRIEVANCE AND DISCIPLINE IN EMPLOYMENTIn order to ensure mutual satisfaction within the contract of employment it is essentialto ensure nature of grievance and discipline in employment. The nature of grievance istermed as feeling of dissatisfaction that staff experience in their job. It may results in arousingcollective dispute if the grievance is not resolved by the management (Snell and Bohlander,2010). Along with this, it will also lower or reduce the morale of their employees that resultsin arising feeling of discontentment and dissatisfaction. On the other hand, discipline withinthe organization get affect when the individual or staff neglect the standard rules andregulation that are enforced by the organization. Therefore, it has been regarded that for ensuring mutual satisfaction within thecontract of employment it is essential for the organization to focus grievance and disciplinaryprocess so that it may ensure the concept of obedience within the workplace (Armstrong,2010). THE WORKING OF GRIEVANCE AND DISCIPLINE PROCEDURESIn order to ensure satisfaction level among the employees it is essential fororganization to focus on effective grievance and disciplinary procedure. Basically there arefour different features of grievance procedure that is fairness, representation, procedural stepsand the last step is promptness (Gauri, 2013). The preliminary step in the grievance procedureis to lodged grievances with the immediate superior so that they must take necessary steps toavoid the situation. Another step in the grievance procedure is hearing the actions of all theparties and perceive solution to minimize them. If the employees are not satisfied with the3
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