Ways of Managing Grievance and Disciplinary Issues

This study discusses effective ways to manage grievance and disciplinary issues in the workplace. It emphasizes the importance of clear policies, transparent processes, disciplinary hearings, and code of practice. By implementing these strategies, companies can improve employee satisfaction and create a safe working environment.

MANAGING PEOPLE

Contents
INTRODUCTION......................................................................................................................3
QUESTION 3.............................................................................................................................3
Ways of managing grievance and disciplinary issues............................................................3
CONCLUSION..........................................................................................................................7
REFERENCES...........................................................................................................................8

INTRODUCTION
Employee management can be defined as efforts of management to maintain
workplace efficiency of workers. It aids organisation in improving performance level of
employee and monitoring working ability of each person. Handling of grievance supports in
raising satisfaction level of workers and creating safe working environment. Present study is
based on Tyrone Superstores Ltd. Study will review the process and way through which
Tyrone Superstores Ltd manage its grievances and disciplinary issues. It will evaluate
effectiveness of this process to improve moral of employee in business unit.
QUESTION 3
Ways of managing grievance and disciplinary issues
Managing people in considered as most essential part of business success. If company
is unable to manage its employees well then it may find issues in sustaining in market for
longer duration. . Tyrone Superstores Ltd can implement various ways to manage grievances
at workplace (Prasad, Suresh and Mohideen, 2020).
Having clear policies
This is the best way to resolve any kind of issue at workplace. Tyrone Superstores Ltd
is the medium size firm that always ensure to retain talent in business for longer duration.
Clear and effective HR policy makes it clear for everyone about the way of working in
business. Whereas if there is ineffective polices or continuously changing policies then it may
create confusion for others. In such condition Tyrone Superstores Ltd may get fail to handle
grievances at workplace. Hence human resource management is required to make relevant
clear policies . Proceedings of all employees must be fair and also there should be clear and
common procedure for all level of workers to resolve any kind of conflict at workplace .
Good policies may help firm in dealing with disciplinary issues consistently. HR can sort the
issues and can pick such issues that are critical first. Transparent process is vital for
organisation as it supports in developing confidence among workers an. Clear code of
practice, norms help in avoiding such kind of grievances at workplace to great extent. If there
is an kind of changes in business structuring etc then Tyrone Superstores Ltd should convey

to all staff members (10 top tips for effectively managing discipline and grievances in the
workplace, 2018.). Managers of the firm should give training to all employees about the HR
policies and process. This training will help in creating healthy firm’s environment where
open communication can be made between people. By this way occurrence of such kind of
grievances can be minimised. For example whenever new employee join the Tyrone
Superstores Ltd then HR manage of company inform them about way of working, their
formal dress up and behaviour. HR informs about HR polices and after than that employee
start working in organisation. This aids in minimising confusion of person and help in getting
smooth working in organisation (Armstrong and Taylor, 2020). This clear policy helps
employees in knowing more about company and performing duties accordingly. By this way
individual can raise its performance and become loyal towards the brand.
Arrangement of disciplinary hearing
This is another way to manage disciplinary issues at Tyrone Superstores Ltd.
Whenever company gets any kind of complain against any person then enterprise should give
notice to that person so that person can get prepare for such formal hearing process. Hearing
board committee must listen views of that person as well and then HR has to give
punishment to wrong person. If individual has committed some normal mistakes then verbal
warning is enough but if issue is big then entity can take strict action against that person
(JAGANNATHAN and RAVICHANDRAN, 2020). For example if management level
employees has bullied some other person then this is considered as disciplinary issue and in
such condition HR needs to call that person and have to investigate the fact by listening both
involved persons. Bullying is aggressive behaviour that is not acceptable in business unit. In
such condition Hr may give warning to that person. This arrangement of hearing system may
develop confidence among employees of Tyrone Superstores Ltd that their problems will be
listen by business and it would be resolved soon. This kind of confidence will help in
minimising such grievances in Tyrone Superstores Ltd to great extent. This is simple process
that develops trust among employees and boost their moral as well.. Employees can perform
freely and can work better in the organisation without any fear.
Handling disciplinary issues
There is always a procedure of handling disciplinary issues that occurs within a
organization. Most of the disciplinary issues remain unsolved because power is given in the
hands of untrained or inexperienced managers because of which many times either the issues

increases or remain unsolved. It is important for the person who is handing disciplinary issues
to understand and read disciplinary and grievance procedure of the organization. Before
reaching to a conclusion it is important to do a thorough investigation (Wood, Saundry and
Latreille, 2017). If there was any kind of witness then they should be asked for their point of
view and a written statement should be taken if possible. In case of gross misconduct cases
suspended on full pay for a brief period while the investigation is going on. All the
suspension done should be reviewed within a fixed time interval so that it can be checked that
whether it is still appropriate or not so that if employee is not guilty then then in such case
suspension should be removed. If there is any kind of minor issue which does not require any
kind of struct disciplinary action then it should be resolved informally. In such cases
employees should be given a chance to explain themselves and their side of the story related
to the issue.
Code of practise
Code of practise is a kind of a guideline which further helps in explaining disciplinary
procedure in a proper and appropriate manner. It helps in setting out some principles so that
all kinds of disciplinary and grievance issues can be resolved in an easy manner. It orders to
comply with code of practise it is important to have disciplinary procedure written in a clear
and transparent manner (Saundry, 2016). Issue arise should be should be raised consistently
and promptly. After this proper investigation should be carried out so that employee is
provided with a chance of explaining themselves. Code of practise helps in establishing a fact
that all the grievance and disciplinary issues would be resolved in a proper and appropriate
manner. Ignoring a procedure for resolving the issue is considered as unfair and employees
can claim unfair dismissal but for this employee should have worked within the organization
for at least two years. If employees case falls under this category then they can make a
compensatory award of in unfair dismissal case and claim a huge compensation. But this
award can be cancelled or reduced if employee fail to follow the code in a proper and
effective manner.
Disciplinary and grievance procedure
There is always a procedure of filing a grievance complain and taking care of it.
Disciplinary and grievance procedure is one of the best and most effective way through
which company manages grievance and disciplinary issue. In these procedures both formal
and information procedures are defined. In informal procedures both the involved parties

resolve their issues with the help of a mediator so that there is no requirement to approach
senior management staff of the company and issue is resolved in an appropriate manner
between the parties itself (Saundry and Kinsey, 2019). If issue cannot be resolved informally
then formal procedure is followed in which employees is notified with a written letter about
all kinds of allegations that have been put upon them. Then face to face meeting between
both the involved parties take place along with disciplinary team members. In this meeting
employee is given a chance to prove themselves not guilty. Within the meeting decisions
about required actions is also done in writing. However there are some kind of exceptions
that are also required to be focused upon while the formal procedure is being followed.
Open door policy: In the context of solving problems of grievance and disciplinary,
it can be said that by developing and implementing open door policy at workplace Tyrone
Superstores Ltd can solve all problems immediately. In this type of policy, employees should
be given equal chance and opportunity to come to manager anytime or whenever they want. It
can make them feel comfortable and can feel free to share their all problems with manager in
an effective manner. By listening and giving attention to detail manager or HR of the
company can solve grievance and disciplinary problems of employees in a timely manner.
One of the main reasons of implementing this policy is to make employees feel comfortable
and allow them to seek solutions at that time (Assafuah, 2017). In many cases it is analysed
that managers do not listen to their queries at that time due to lack of this policy. It can
increase conflicts and also become the reason of staff turnover when manager do not solve
their queries in a timely manner. Open door policy reduces procrastination which makes
employees feel motivated towards their work.
Weekly team meeting: By organizing team meeting on weekly basis, HR and
managers can make lists of all main reasons of problems from which employees are
suffering. By making list of cause of grievance like: improper wages, lack of promotion,
changes without notice, managers can asks from all employees their reasons. By identifying
reasons of each employee they can take better decision and by involving all members in
decision making process it can be solved in an effective manner. The main purpose of weekly
team meeting is to solve problems of employees in a timely manner, maintaining effective
working environment, preventing employees from poor relationship with others. In addition,
the reason of involving all members in decision making process is to make them fel valued
and listening their views and suggestions as what they think in this regards. By asking
suggestions for solving grievance problems from employees, manager and HR can make

better decision. When manager take their suggestions and views into consideration then also
it makes them feel valued and motivated. It increases their trust and loyalty towards the
company. So, it can be said that by using this technique, manager of Tyrone Superstores Ltd
cannot only solve grievance problems but also can accomplish their goals, retain employees
within an organization and improve relations with them.
Creating a system: HR of Tyrone Superstores Ltd can create grievance redressal
system in order to help employees to lodge their complaints and grievance so that it can be
resolved in an effective and in a timely manner. It is important for this company to add
grievance procedure to their employees’ handbooks content so that they find it easy to solve
them and get them resolved. It is also important for Tyrone Superstores Ltd to hire a
particular staff members for solving and taking responsibility to find out cause if grievance
and solving them (Owen, 2017). Employees also must be ensured that their complaints are
placed at a right place and it will not be disclosed to anyone. The place of receiving
complaints should be within reach to all. By doing so, they can make their employees feel
motivated and trusted which can allow them to support company in solving their own
problems.
So, from the above discussed ways, it can be said that Tyrone Superstores Ltd can
solve grievance and disciplinary issue of employees in an effective manner and can increase
retention rate as well.
CONCLUSION
From the above study it has been summarized that solving grievance and disciplinary
issues is important for companies in order to retain employees within their companies for the
long run. This study has discussed some effective ways by which company can solve
grievance problems in a timely manner and can motivate employees to be in the company and
cooperate company in accomplishing goals. Some effective ways which this study has
discussed include: arrangement of disciplinary issues, developing practices for solving such
kind of problems etc.

REFERENCES
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Assafuah, E.K., 2017. Grievance handling procedures and employee performance: A case of
Jayee University College (Doctoral dissertation, University of Cape Coast).
JAGANNATHAN, R. and RAVICHANDRAN, P., 2020. GRIEVANCE PROCEDURE
AND ITS IMPACT ON PERFORMANCE OF COMPANY. Studies in Indian Place
Names. 40(3). pp.4607-4616.
Owen, T.B., 2017. Successful Enquiry Answering Every Time: Thinking your way from
problem to solution. Facet publishing.
Prasad, B.V., Suresh, R. and Mohideen, K.U., 2020. Effectiveness of Grievance Redressal
Mechanism-An Empirical Study with Reference to Select Automobile Company. Studies in
Indian Place Names. 40(27). pp.117-123.
Saundry, R. and Kinsey, S., 2019. Managing workplace conflict.
Saundry, R., 2016. Conceptualizing Workplace Conflict and Conflict Management.
In Reframing Resolution (pp. 13-33). Palgrave Macmillan, London.
Wood, S., Saundry, R. and Latreille, P., 2017. The management of discipline and grievances
in British workplaces: the evidence from 2011 WERS. Industrial Relations
Journal. 48(1). pp.2-21.
Online
10 top tips for effectively managing discipline and grievances in the workplace. 2018.
[Online]. Available through < https://www.consulthr.co.uk/10-top-tips-effectively-managing-
discipline-grievances-workplace/ >