Asda: Managing Grievances and Disciplinary Issues Report

This report provides a detailed analysis of Asda's approach to managing grievance and disciplinary issues within its retail operations. The report explores the company's procedures for handling employee complaints, concerns, and disciplinary actions. It examines the steps involved in the grievance process, including communication, meetings, and appeals, and assesses their effectiveness in resolving issues and improving employee satisfaction. The report also investigates Asda's disciplinary policies, emphasizing the importance of clear rules, fair treatment, and consistent application of consequences. It evaluates the impact of these procedures on workplace morale, employee performance, and the overall organizational environment, highlighting how effective management of grievances and discipline contributes to Asda's success in the competitive retail industry. The report also mentions the importance of communication, training, and employee involvement in fostering a positive and productive workplace culture, as well as the role of HR in implementing and communicating these policies.

Business Management

Table of Contents
Question 3: Review how the company manages grievance and disciplinary issues. Using
examples, explain whether you consider these procedures effectively improve performance and
workplace morale.............................................................................................................................1
REFERENCES................................................................................................................................8

Question 3: Review how the company manages grievance and disciplinary issues. Using
examples, explain whether you consider these procedures effectively improve performance
and workplace morale
It is essential for any organisation by despite of their size and scope to have effective
practices and plans in order to manage grievance and disciplinary procedure in workplace
organisation. There different types of issues that are somehow difficult to manage and con lead
towards ineffective workplace performance and lower profitability of organisation if employer
don’t undertake consideration of policies to manage them in effective manner (Lombardi, 2019).
Thus, in order to manage complex structure of organisation it is essential for organisation to have
a strict and effective policy and procedure to manage grievance and discipline in an effective
manner, as this can lead organization towards more success. In order to handle grievances and
discipline in effective manner organisation is required to enable leaders and managers to
undertake effective practices to develop comfortable environment in order resolve issues,
complaints, problems, undisciplined and unplanned organisational structure in an effective
manner.
Present report has been conducted on Asda. Company operate their services in retail
industrial segment and was founded in the year 1949 with having it’s headquartering in West
Yorkshire, England. Entity offer General merchandise, Grocery and financial services in
marketplace with more than 1, 65,000 employees. Company take advantage effective marketing
promotions in order to satisfy needs and demands of customers in a well effective manner. With
having more than 631 stores in United Kingdom this company is effectively performing their
operations and serve customers internationally with more than 6200 retail units.
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Figure 1Number of Asda retail units
In order to manage different operations, functions and activities company is having more
than 1, 65,000 employees employed in their workplace structure those who effectively perform
their operations towards fulfilment of company goals. Company is having different departments
and units in which there are number of employees with different background, skill, knowledge
and competencies those who perform their operations in workplace structure. With the presence
of wide range of employees there are many chances and possibilities of grievances and
disciplinary issues in organizational workplace structure (Reinhold, Beritelli and Grünig, 2019).
So as to manage them in effective manner company key personals, managers, leaders,
subordinates and top management undertake advantage of different measures, strategies and
plans to manage grievances and disciplinary issues effectively as to make significant
improvement in performance and workplace structure as to stimulate organisational future
growth in effective manner.
Grievance is defined as a complaint, concern or problem that an employee or individual
raises within an organisation workplace structure. With the presence of efficient procedure of
grievances organisation can effectively encourage individuals to inform and discuss their
problems, concern or issues in an easy manner to higher authorities. This significantly allows
entity to solve issues at initial stage and further avoid formal complaints. This not only increases
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satisfaction level of employees within organisation but also decreases labour turnover rate at
great extent. This has been evaluated that with having one to one session, day to day
communication and team meetings Asda create an open and honest culture that promote happy
and healthy atmosphere in workplace structure. In addition to this, it has been evaluated that
Asda management is having mandatory grievance procedure steps in which first step include, a
grievance letter from the employee – providing details of the grievance. This can include the way
they wish to resolve the matter. Second step include, a meeting set up to discuss the grievance –
this meeting will establish facts and explore ways to resolve the problem. The employee can be
accompanied by a colleague or trade union official. In addition to this, third step in grievance
procedure is related to, a decision – Clearly made with actions if necessary. Within an
acceptable, agreed timescale. While last step state towards, Appeal – within this it has been
evaluated that Asda provide employees with the right to appeal if they did not get proper
satisfaction with the decision.
Further it has been evaluated that, there are different forms of grievance related issues
that rose within Asda workplace structure. Some of the issues related to wages hours, promotion,
concerned of employees towards treatment, relationship between junior and senior,
dissatisfaction from job and unfairness, frustrations etc are some of the grievances that
undertake place in company. Asda believes that employee discipline acts as backbone for any
successful organisation as company is facing intense competition in retail industrial sector. Thus
they have authorised managers and leader in different level as to ensure that there is smooth and
efficient standards of behaviour prevailing in organisational workplace structure. Along with
this, Asda top management executive assigned managers and leaders to resolve grievances of
employees in an effective manner. It has been evaluated that grievances can arise due to different
reason that includes, Economic: Bonus, commissions, wage computation, wage fixation,
overtime, etc. Work Environment: Defective equipment and machinery, Poor working
conditions, tools, materials, etc. Supervision: Nepotism, disposition of the boss towards the
employee, bias, etc. Thus, it is essential for management to properly analysis practices, policies,
procedures structure within organisation as to have strong management practices and policies in
order to have effective uniformity, consistency and fair play as to resolve grievances of
employees in an effective manner.
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Thus, it has been evaluated that by knowing about grievances Asda effectively handle them
in effective manner. In this communication act as a most important aspect through which senior
managers can underline different type of grievances that can not only affect performance of
organisation but can also decrease overall productivity of entity. In this Asda is taking advantage
of grievances procedure that act as an essential channel through which employees can
communicate dissatisfaction and discontent (Draijer, 2020). With the advantage of this
procedure, Asda provide their employees with the opportunity to share their grievances to
respective authorities in effective manner. Further this has been identified that management of
respective organisation ensure that managers and leaders properly encourage employees to
express their grievances rather than ignoring them. This not only increases transparency but also
increases motivation and loyalty within employees towards organisation. Mentioned below there
is a grievance procedure or machinery that has been undertaken by management of Asda through
which employees can systematically communicate their grievances in effective manner.
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Figure 2: A Grievance Procedure
Discipline is termed as the concept of observations of defined rules which is essential to
maintain professional behaviour of employees in organisational workplace structure.
Disciplinary issues are mainly concerned with procedures and policies and infringement of any
regulations for failure to meet required standards of behaviour, attendance, conduct or
performance. In addition to this it has been evaluated that, repeated acts of misconduct or failure
to respond towards written warnings, breach of confidentiality or any other criminal activities are
also included in disciplinary issues (Gunjal, 2019). It is essential for employees understand
expectations of organisation in terms of standards from their performance. This has been
determined that, in order to effectively communicate organisational standards, process and
policies Asda management undertake advantage of training to make each and every employee
known with organisational standards.
Thus, it is essential for each and every employee in organizational workplace structure to
properly appreciate established regulations and norms, as these lead their performance towards
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correct and proper conduct and formal actions (Richards, Chong and Popovič, 2019). This has
been identified that Asda emphasize upon discipline in organisational workplace structure as to
develop healthy and positive workplace structure so they is no indiscipline practices undertakes
place in company. As this will negatively impact upon moral, motivation and involvement of
subordinates in organisation and further reduce organisation efficiency at great extent. In
addition to this it has been evaluated that, effective communication or infective form of
leadership if prevails in organisational workplace structure then it can cause indiscipline within
workers. Along with this indiscipline can also generate within subordinates due to manager non-
response to any grievance, unreasonable deduction of wages, bonus and more. This can generate
sense of dishonesty, frustration among employees that can further lead them towards indiscipline
actions. Thus, management of Asda ensure that there is effective communication between
manager and subordinates in order to ensure that employees grievance get resolved in time
effective manner in order to make sure that employees are performing their work in a peaceful
workplace environment. In addition to this it has been valuated that management of Asda ensure
that there is proper misconduct and act of indiscipline prevails in order to take strict actions again
concerned employees. Further it has been determined that in order to ensure effective discipline
among subordinated Asda manager is having strong and effective regulations and rules that are
clear, reasonable and legitimate. In addition to this, managers also make sure that subordinates
are also involved in the process of developing rules as well as regulations so that they can
efficiently and willingly accept them. Along with this, clear and prior notice is being provided to
responsible person as a consequence of breaking entity set standards and rules. Manager also
ensures that that there must be uniformity and consistency of punishment and personality of
human get treated with dignity (Aqqad, Tarhini and Masa'deh, 2019). In addition to this, it has
been evaluated that there are other forms of disciplinary actions that are being undertaken by
managers of Asda, Corrective Discipline, the Hot Stove Rule and progressive discipline in order
to formulate positive and effective workplace environment.
According to above evaluation it has been identified that, disciplinary policies as well as
procedure play most important aspect for organisation to implement positive and healthy
workplace structure for employees. Main purpose of this system is to assist employees by
increasing their performance. In this HR department of Asda play an important role in order to
effectively communicate responsible behaviour to employees, organisational set standards and
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policies, rules and regulations in order to make them aware about company standards. They also
ensure that employees are aware with clear guidelines and company have adopted easy-to-
understand disciplinary policies that facilitate uniform performance among employees. It has
been evaluated that discipline is an essential segment in any organisation, as without it is
impossible for an organisation to perform. Asda is having their disciplines and rules that are
further required to be understood by all employees in order to achieve goals and objectives in an
effective manner. Asda believes that grievances somehow negatively impact upon organisation
that makes employees lose their loyalty towards entity. In this company make sure that there is
good practice for managing dissatisfaction, issues and grievances of employees in order to ensure
their trust and make them work in a healthy workplace culture. Further it has been evaluated that
in Asda top management authorise manages and HR in order to provide adequate and essential
information’s and handling of discipline and grievances issues in an effective manner. In this Hr
department of company provide company hand book, resource manual, employment contract and
HR internet site to each and every employee. They also provide online disciplinary training for
managers and employees in order to strengthen relationship in an effective manner.
Further this has been identified that grievances and disciplinary procedures maintain
good industrial relation atmosphere structure through which performance of employees can be
effectively maximized at great extent. Asda ensure that copies of organisation policies and
procedures are given to each and every employee. Along with this company also provide
employee program of induction, trade union programs fresher training to employees in order to
make them fully aware about terms and conditions for entity. Thus, according to the evaluation
these procedures effectively improve performance and workplace model through which company
can increase their brand energy in marketplace and maximize model and loyalty among
employees towards organisation.
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REFERENCES
Books and Journals
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past, present and future researches. Business Process Management Journal.
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intelligence, conflict management styles, and job performance in Jordanian
banks. International Journal of Human Resources Development and Management, 19(3),
pp.225-265.
Richards, G., Yeoh, W., Chong, A.Y.L. and Popovič, A., 2019. Business intelligence
effectiveness and corporate performance management: an empirical analysis. Journal of
Computer Information Systems, 59(2), pp.188-196.
Ben-Daya, M., Hassini, E. and Bahroun, Z., 2019. Internet of things and supply chain
management: a literature review. International Journal of Production Research, 57(15-
16), pp.4719-4742.
Ould, M.A., 2019. Business Process Management. Meghan-Kiffer Press.
Lowe, E.A., 2019. On the idea of a management control system: integrating accounting and
management control. Management Control Theory, p.63.
Draijer, C., 2020. Best practices of business simulation with SAP R/3. Journal of Information
Systems Education, 15(3), p.5.
Reinhold, S., Beritelli, P. and Grünig, R., 2019. A business model typology for destination
management organizations. Tourism Review.
Gunjal, B., 2019. Knowledge management: why do we need it for corporates. Malaysian Journal of
Library & Information Science (ISSN: 1394-6234).
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