Importance of Disciplinary and Grievance Policies in Organizations

This report delves into the critical aspects of disciplinary and grievance policies within organizational structures. It highlights the essential role these policies play in resolving internal issues and fostering a smooth working environment between employers and employees. The report explores both disciplinary and grievance-related issues, emphasizing the importance of clear guidelines for addressing conflicts and ensuring fair treatment. It examines the significance of these policies for both employees, in terms of job security and understanding their rights, and employers, in maintaining a productive and disciplined workforce. The report also discusses the advantages of well-defined disciplinary procedures, contributing to a positive work environment and improved employee performance. The paper concludes by underscoring the vital role of discipline and grievance policies in effective management and overall organizational success.

Name Mustafa husnain

Managing people
Table of Contents
Introduction.................................................................................................................................................3
Role of disciplinary and grievance policies in an organization....................................................................4
Grievance related issue................................................................................................................................4
Discipline related issue................................................................................................................................5
Significance of Grievance and Disciplinary policies and process for the employees...................................5
Significance of Grievance and Disciplinary policies and process for the employers...................................7
Advantages of a Good Disciplinary Policy..................................................................................................8
Conclusion.................................................................................................................................................10
References.................................................................................................................................................11
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Introduction
In order to resolve the internal issues between employers and employees, effective disciplinary
and grievance policies are playing an essential role in the organization to run the business
smoothly. On the other hand, with the help of disciplinary and grievance policies, both parties
have a specific guideline which helps to resolve any problem. Sometimes, an employee may
become violate due to some discipline processes of the organization and reliant on the
importance of the violation. In other words, disciplinary and grievance policies provide the way
to resolve the internal issue by identifying the difference of opinion over a particular matter.
Apart from that, according to the environment of the misbehavior, serious or gross and being
minor are vital factors which influence to treat such violations inside the organization. As well
as, grievance policies also carry equal importance just like discipline issues which include
transfer, promotion, and layoffs. In addition, these difference between of individual's views is
usually more complicated to settle. Besides that, in this paper disciplinary related and grievance
related issues will be discussed with individual importance. Moreover, the impact of disciplinary
and grievance policies on employers and employees also be evaluated through proper arguments
and justifications (TAYLOR, S. 2010).
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Role of disciplinary and grievance policies in an organization
The management of an organization needs to manage and organize through applying disciplinary
and grievance policies. On the other hand, without the contribution of disciplinary and grievance
policies, an organization cannot make effective strategy and planning for the future development.
In addition, policies and legislations are playing an essential role in the organization and these
measurements create an impact on the various levels of the conceptual framework and action
plan of a specific organization (MARCHINGTON, M. and WILKINSON, A. 2012). In addition,
the success of the organization seriously depends on the disciplinary and grievance policies
process which also influence the management to achieve its desired goals and objectives. In
other words, without the contribution of disciplinary and grievance policies, an organization
unable to identify or achieve aims and objectives in a legal way. In any organization, disciplinary
and grievance policies process is go hand in hand, and the members of the organization are
requested to create comfortable and conducive working environment. Besides that, an
organization cannot sustain in this competitive world without disciplinary and grievance policies
process (TAYLOR, S. and WOODHAMS, C. 2012). On the other hand, the efficiency of
disciplinary and grievance policies process depend on the careful planning and thoughts of the
policy makers. Moreover, it is highly recommended that each and every organization needs to
implement the disciplinary and grievance policies process in the best possible method. Apart
from that, chaos would be created if these policies are not implemented properly, and there
would be no defined objectives to accomplish by the organization. According to many significant
studies,
Grievance Procedure
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A Grievance Procedure includes some internal dispute resolution which influences an employee
to have his/her grievances properly addressed. In addition, most of the communal bargaining
agreements involves procedures for resolving and filing grievances through applying various
rules which are discussed in this paper (ALLEN, D and BRYANT P 2012) .
Grievance related issue
Employees may utilize different variable including compensation hours or state of work as issues
of grievance. As per a specific perspective, it is better to list up less demanding items as those
things that don't include grievances. In any case, certain grievances are more serious since they
are normally harder to settle. Apart from that, a grievance is an indication of a hidden issue and it
some point, a terrible relation amongst employers and employees is to be faulted. In addition,
grievance issues include advancement, exchanges and reductions would best this depressed.
Additionally, other would incorporate grievance becoming out of job assessment and work task,
extra work time, vacations, plans for incentives and occasions (BARBER, A. 1998).
Organizational elements, for example, automated job or ambiguous job portrayal that disturb
employees also reason for grievances. Besides that, this is regularly the reason for grievances
over reasonable treatment for example.
Disciplinary procedure
A Disciplinary procedure is a way to realize the employees when something is going wrong.
Discipline related issue
Discipline suggests the recognition of certain all around characterized rules of the organization.
Without such control, it is unrealistic to maintain humanness. In the other section, some policies
influence the transcendence of human presence. Besides that, some organizational rules strictly
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prohibit, and incorporate robbery, extortion (counting endeavors to carry out burglary or
misrepresentation) or other criminal activity, duplicity, genuine breaches of secrecy, gross
proficient carelessness or unfortunate behavior or distortion, genuine abuse of or harmful injury
are recent issues of disciplinary. On the other hand, disciplinary issues are influenced with any
violation of controls, policies or practice, any inability to meet the required measures of conduct,
direct, delayed or rehashed protests of wrongdoing (COOK, M. 2009).
Significance of Grievance and Disciplinary policies and process for the employees
The grievance is a kind of obligation that an organization (HRM Department) needs to pay
enough attention (TAYLOR, I. 2008). In addition, these policies effectively draw the way of
direction for employees, and they should be very aware of the organizational standards, policies,
and rules. Besides that, Grievance and disciplinary policies are similarly essential for employees
as, it provides them direction and job security along with increment, promotion in the
organization. Apart from that, if there is an occurrence of the violation, the worker could know
about the reality and must be prepared for clarification as indicated by the management of the
organization. Furthermore, these policies secure employee's expectation as well. Besides that, if
there should arise an occurrence of any vulgar incident, employees could think about his/her
rights and how he/she can get ready for circumstances. On the other hand, due to some
unfortunate behavior, a particular employee is satisfied with the taken decision of the
management which makes him against the organization. In other sense, that particular employee
of the organization must be punished by instruction of the higher board of members. Besides
that, the prime significance of these strategies and policies to improve of the employee's
performance. On the other hand, these grievance and disciplinary policies ensure the expectation
level of the employee. In the opposite side, disciplinary and grievance policies give the deadline
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topics in some strict organizations sometimes distinctive kinds of debate are between the
employees and the organization. Besides that, disciplinary and grievance policies influence the
employee's overwhelming disciplines and indifferences the views and directions. Moreover, the
employees may endure a major misfortune and with the help of this policies, the employees to
conform to the laws and policies of the organization. As a result, when the employees know the
laws and practice then they would prefer not to abuses the organization laws. On the other hand,
the grievance disciplinary policies recommend how to sustain in the difficult condition that is
normally happens in the organization (TAYLOR, I, 2008). Along these lines the employees can
work with no fear and with the help of this, we can build the proficiency of the employees.
Besides that, decent and successful policies contribute the job security to the employees of the
organization. On the opposite part, workers feel secure and get satisfaction in the organization.
Furthermore, the disciplinary and grievance policies allow all employees to interact with the rule
and legislation of the organization.
Significance of Grievance and Disciplinary policies and process for the employers
According to many significant studies, a complete disciplinary technique is playing an essential
role to manage employees correctly with the help of this model. Besides that, grievance and
disciplinary policies relatively more essential for the businesses. On the other hand, the
inspiration behind such an agenda is strict disciplines on employees, as well as to enhance
performance and prohibit to select uncivilized or serious unhappy behavior. In simple words,
employees are relied upon to look for direction where they are uncertainly not allowed to do
anything in the organization (COOK, M, 2009). Along with this part, much unlawful behaviors
must be notified in the offered letter delivered to employees by the organization. Although, the
requirement for agreeable norms of performance and conduct from employees is basic for all
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organizations and these rules are set by the HRM department of the organization. Thus, at the
point when an offense is suspected, the organization will utilize this system to explore and make
any consequent move including exclusion in the most cases. In addition, Exclusion should just
occur when every action have dissolved of the organization. As the business is at last in charge
of the conduct of their employees, if unethical behavior leads the organization to down and the
reputation of the organization was damaged badly. On the other hand, disciplinary and grievance
policies are essential to the general prosperity of an organization, and it is completed effectively.
Apart from that, a particular employee's action and behavioral approach can irritate the whole
workplace and may bring about great chaos in the organization. In addition, anyhow bring the
organization into open disrepute position in the market. Disciplinary and grievance policies
secure the organization to resemble the preparation since all standards and direction are
composed in the agreement and offer letter of an employee. Although, grievance and disciplinary
policies set the services of the leaders to handle any trouble circumstance. In the organization, a
few employees are senior some time, and they abuse the law or standards they should be
punished. In order to handle these case, the organization must utilize disciplinary and grievance
policies for the improvement and development of the organization.
Advantages of a Good Disciplinary Policy
An effective and trustworthy disciplinary management would aware employees what their
employers expect of them and what rules the employees won't break at any situation. On the
other hand, with the help of good disciplinary procedure and fair rules, the employees can be
forced to conduct decent behavior and implement the approach in a constant way to show respect
these principles and guidelines of the organization. In addition, every employee can realize the
value of organizational policies through good disciplinary procedure.
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Sometimes discipline has increased the level of confidence to help each other, as well as the
working place, changed in the family environment. On the other hand, if the management allows
employees to misbehave without any punishment, then other employees can get away with
slacking off too. Besides that, the management would take serious action against the employee
who had misbehaved with other employees of the organization by awaking good disciplinary
procedure.
In the organization, each and every employee needs to know the consequences of poor behavior
and unlawful behavior in the organization. On the other hand, sometimes it becomes very
difficult for an employee to justify innocence and fight against the termination order of the
organization. Thus, with the help of good disciplinary procedure, an employee can justify that
particular employee for a prior Disciplinary action. Moreover, nobody has enough courage to
misbehave with any other employee of the organization (ALLEN, D and BRYANT P, 2012).
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Conclusion
Discipline is an essential part of the organization which plays an essential role in the
organization. On the other hand, without proper discipline, management cannot control the
action plan of their employees. Besides that, the employee performance can only enhance if the
management aware their employees about the importance of the organizational rules and
legislations. Apart from that, without the contribution of the disciplinary and grievance policies,
the management of the organization unable to control and maintain the action plan of their
employees. Besides that, the employee satisfaction is also influenced by the disciplinary and
grievance policies, for example, a particular female employee is suffering from a poor behavior
of the senior manager, and she cannot concentrate on her job correctly. In that particular
situation, the management of the organization can take a strong action against that particular
manger. Apart from that, the role of the Human Resource department includes a specific
significance and the organization seriously depends on the selection and recruitment process for
this department. In other words, human resource department of the organization must select
decent and honest employees who easily learn the organizational policies and legislation.
Besides that, the management of the organization must recruit an effective HR manager who
strictly teaches good behavior to each and employee.
ACAS Code of Conduct
The Acas statutory Code of Practice provides basic practical guidance to employees, employers
for handling Grievance and Disciplinary situations in the organization.
Domino
Domino is an equal opportunities employer and it aimed to ensure the rights of en employee on
the grounds of color, sex, nationality, marital status, race, ethnic origin and disability.
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References
TAYLOR, S. (2010) Resourcing and talent management. 5th ed. London:
Chartered Institute of Personnel and Development.
MARCHINGTON, M. and WILKINSON, A. (2012) Human resource management at work. 5th
ed. London: Chartered Institute of Personnel and
Development
TAYLOR, S. and WOODHAMS, C. (2012) Managing People and Organisations. London:
Chartered Institute of Personnel and Development.
Background
ALLEN, D and BRYANT P (2012): Managing employee turnover: myths to dispel and strategies
for effective management. New York, Business Expert
Press.
BARBER, A. (1998) Recruiting employees: individual and organizational perspectives. London:
Sage.
COOK, M. (2009) Personnel selection: adding value through people. 5th ed. Chichester: Wiley.
PILBEAM, S. and CORBRIDGE, M. (2010) People resourcing and talent planning: HRM in
practice. 4th ed. Harlow: Financial Times/Prentice Hall.
TAYLOR, I. (2008) Assessment and selection handbook. London: Kogan
Page.
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