Managing Grievance and Disciplinary Issues: A Company Perspective

This report delves into the critical topic of managing grievances and disciplinary issues within organizations, emphasizing the importance of effective policies and systems for conflict resolution. It explores the negative impacts of such issues on company performance and morale. The report outlines various methods used by companies, such as TESCO, to address employee grievances, including the establishment of formal grievance resolution systems, complaint boxes, and internal mechanisms for investigation and resolution. It also discusses the implementation of disciplinary procedures, open-door policies, and the involvement of line managers, middle management, and formal committees. Furthermore, the report highlights the use of arbitration, negotiation, and trade union involvement as additional strategies. The report concludes by emphasizing the need for a systematic approach to resolving grievances to maintain a positive and productive work environment, and suggests that legal action can be pursued if internal methods fail to provide satisfactory solutions.

MANAGING PEOPLE
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Table of Contents
TOPIC :- How company manages grievance and disciplinary issues. ................................................3
INTRODUCTION ...............................................................................................................................3
ASSIGNMENT ...................................................................................................................................3
CONCLUSION ...................................................................................................................................7
REFERENCES.....................................................................................................................................8
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TOPIC :- HOW COMPANY MANAGES GRIEVANCE AND DISCIPLINARY
ISSUES.
INTRODUCTION
Conflicts in the organization occurs due to diverse range of issues and overall performance
of the company gets affected due to it. It is vital that effective policies and systems should be
adopted for resolving the issues that occur in the organization. There are various negative effects
that are observed due to grievance and disciplinary issues that are faced in the corporation. Present
essay describes about methods which are used in the company for managing the grievance and
disciplinary issues. In addition to that essay describes about conflict resolving methods that aids in
improving the performance of workplace morale.
ASSIGNMENT
Peace and harmony maintained in the organization aids in executing desired functions of the
enterprise in successful and effective manner. It is vital that effective measures should be adopted
for resolving the grievances and disciplinary issues that are faced in the company. There are many
reasons due to which grievance and issues occur among workers related to employment conditions.
Working hours, welfare schemes, wages and compensation, reward system and working conditions
are some areas on which grievances is caused among staff members. Bratton and Gold, (2012) has
described that it is vital for management of a company to identify the issues among workers and
resolve them so that better working environment should be provided to staff members. Grievances
can be defined as disagreement that occurs between employer of the company and staff members. In
addition to this grievances can occur among workers due to some issues. It is vital that effective
mechanism should be adopted in the company for resolving grievances.
Overall working and execution of desired function of business gets affected and running of
operational activities gets impacted due to it. When there is situation of grievances among staff
members than their productivity and efficiency gets reduced and their motivation level reduces.
Necessary functions of various departments including human resource, marketing, production,
sales, logistics and promotions gets effected and it lead towards decreasing financial performance of
business. Damage is suffered by the business and it creates loss of profitability and financial
revenues of the company. Kersley and et.al., (2013) has mentioned that there are some advantages
of grievance and it includes identification of weak performing areas of the company. When conflicts
are resolved than analysis is done for identifying reasons for conflict. It supports in assessing
weaknesses that are existing in the company. Moreover improvements in existing organizational
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structure and culture can be made when grievances can be resolved in effective manner. There are
some other disadvantages that are associated with the conflicts and it includes disruptions of normal
functioning of the enterprise.
When employees faces some problems related to employment conditions in the company
than it lead towards creating troubles and problems in the enterprise. Hill, Jones and Schilling,
(2014) has mentioned that there are some legal concerns that are associated with conflicts and it is
required that systematic and legal procedures should be adopted for resolving the issues that are
faced in the company. TESCO is a leading retail firm which offers large number of products for its
consumers. Company has adopted systematic and organized procedure for managing the manpower
inventory of the company (TESCO. 2016). Human resource is most significant assets of the
organization and it is required that effective systems should be adopted for managing the workers.
While executing the functions of the business it is required that peace and harmony should be
maintained in the company. It aids in running the required functions of company in effective and
advanced manner. In TESCO company various methods are adopted for resolving the grievances
that occur in the company.
According to TAYLOR, (2008) it becomes duty of employer to resolve the issues that are
faced by staff members of the firm. In TESCO company management has developed effective
grievance resolution system and it aids in resolving disputes and issues that are faced at workplace.
Policies and rules are formed and all the employee are given instructions for solving the matter.
Moreover a specific department has been formed which handle the complaints received by staff
members. It supports in ensuring employees that their complaints will be resolved in proper and
confidential manner. A grievance box has been placed at the front side of the company in which
staff members can submit their complaints. Weakly review of all the complaints is done and
management people takes initiatives for solving the matter and issues that are faced by staff
members. By placing a compliant box management of TESCO company has devised an confidential
and appropriate way for staff members for solving the problems that are faced by staff members.
PILBEAM and CORBRIDGE, (2010) has explained that it is required that all the complaints
should be properly addressed and investigated for finding better solution. Once the complaints are
received than all the complaints are categorized in specific categories. Various areas on which
complaints are received include working conditions, working hours, safety and welfare related
issues, management policies and discipline related issues. Moreover effective strategies are
adopting for resolving the matter and management takes significant steps for addressing complaints.
Management investigate the reasons for issues faced by staff members and decisions are taken for
resolving the matter in effective manner. Once the decisions given by management are implemented
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than review of outcomes is done by management for finding out effectiveness of methods adopted
by top management.
Grievance resolving procedures are adopted in the company for solving the issues that
occurs among staff members. An internal mechanism have been developed under which
management level people are included for solving the matter and it provides a effective medium for
solving the work place issues. COOK, (2009) has mentioned that management of the company
should form effective procedures, norms, rules and regulations for ensuring discipline in the
organization. In TESCO company management has formed policies, rules and norms that aids in
maintaining discipline in the company. All the staff members have been directed for following all
the rules and instructions that are given by top management of the company. All the newly joined
staff members are initially given detailed instructions for following the policies and rules of
company. Proper monitoring is done by middle and top level management that all the staff members
should follow guidelines given by top management.
BARBER, (1998) has mentioned that line managers supports in completing the required
operational activities of business. Whenever any issue occur in the company than line managers
takes initiatives for resolving the method by talking with the staff members. A formal written
grievance procedure is adopted in the company and it works as formal grievance resolution method.
Employees who are facing issues are asked to mention their complaints in written method and give
it to management. Resolution of grievances done in this method is not binding on any party. If any
staff member feels dissatisfied with the decision given under this method than employee has right to
adopt legal procedure for solving the dispute. In addition to that open door policy method is adopted
for solving the conflicts in the company. Under this method if any employee feels dissatisfied with
any working condition or have any issues related to working environment than the grieved
employee can contact with the supervisor for resolving the issue. Open door policy is also a
effective medium for solving the issues that are faced by staff members. An informal discussion
takes place between staff member and supervisor and both the parties tries for solving the matter. If
both the parties fails in getting any appropriate solution than it becomes responsibilities of the
supervisor to take the issue to next level.
ALLEN and BRYANT (2012) has described that line managers play a crucial role is solving
the various work place related problems. If line managers fails in getting any effective solution than
middle level management intervenes and talk with the employees who feels grievances. If this
method succeed in getting any effective solution than top management takes initiative for adopting
a simple and systematic grievance resolving procedure. A formal committee is formed in which
board members, management people and staff members are included. Meeting is called and detailed
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discussion is done for resolving the matter in effective manner. Committee members involve in
detailed discussions for solving the matter and detailed evaluation is done by members for
identifying the issues that are being faced by dissatisfied members. If this system fails in getting any
appropriate solution than top management people takes significant initiatives for adopting another
method for solving conflicts that occur in the company. Assistance of a third impartial and neutral
third party is taken for solving the matter and it aids in using a fair and transparent mechanism for
solving the conflicts. This method is known as arbitration and in this arbitrator is called for solving
the matter and he works as neutral third party. Arbitrator listens to issues faced by grieved party and
it aids in identifying exact cause of the grievance. According to TAYLOR and WOODHAMS,
(2012) Decisions given by arbitrator are not binding on any party and if any party or staff member
feels dissatisfied with the decisions than legal actions can be claimed. Arbitration process provides a
method for solving the dispute and grievance out of court.
All the decisions given for solving the grievances of staff members are recorded in proper
manner and accurate and proper records are maintained in confidential manner. MARCHINGTON
and WILKINSON, (2012) has mentioned that negotiation process is an effective technique for
resolving the matter in systematic and legal way. TESCO company uses this method when all other
procedures fails in solving the conflicts. Under negotiation method all the parties who are involved
in conflict resolution process are called for finding a better solution for resolving the matter.
Negotiation can be voluntary or it can be imposed so that disputes and issues can be solved in
effective manner. When all the methods fails in getting any proper solution for resolving the method
than assistance is taken from trade union members for solving the conflict.
Trade union members work as representative of employees and they get involve in
bargaining process for solving the issues in effective way. Meetings are organized with trade union
members and they are asked to find out a better solution for resolving the matter. This is a vary
effective system and taking help from trade union members aids in resolving the issue in structured
and legal manner. TAYLOR, (2010) has mentioned that trade union members play a significant role
in providing better working conditions to staff members and they do bargaining with top
management on various employment issues faced by staff members. All the methods and
procedures that are adopted by TESCO company aids in resolving grievances and maintaining
peace, harmony and discipline in the company. Hill, Jones, and Schilling, (2014) has mentioned
that legal action can be taken by ant dissatisfied party for solving the issues in legal and lawful
manner. If any employee feel dissatisfied with the methods adopted in the company than legal
action can be taken by taking the matter to court and judicial system for resolving disputes.
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CONCLUSION
Aforementioned essay concludes that it is critical to adopt a systematic and effective
procedure for resolving the grievances. It aids in maintaining good and conductive work
environment in the company. Organizations can develop a effective internal mechanism for solving
the disputes and conflicts in the company. A review committee can be formed for investigating the
matter and finding a better solution for ending dispute. Moreover negotiation and arbitration are
also effective procedures that can be used for solving the grievance at work place. In addition to that
assistance can be taken from trade union members for solving the matter in effective way. All the
methods described above provides a effective system for resolving the issues and maintaining better
and conductive environment in the enterprise. It aids in gaining desired objectives of business and
making significant improvements in performance of the company.
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REFERENCES
Books and Journals
ALLEN, D and BRYANT P (2012): Managing employee turnover: myths to dispel and strategies
for effective management. New York, Business Expert Press.
Background
BARBER, A. (1998) Recruiting employees: individual and organizational perspectives. London:
Sage.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
COOK, M. (2009) Personnel selection: adding value through people. 5th ed. Chichester: Wiley.
Hill, C. W., Jones, G. R. and Schilling, M. A., 2014. Strategic management: theory: an integrated
approach. Cengage Learning.
Kersley and et.al., 2013. Inside the workplace: findings from the 2004 Workplace Employment
Relations Survey. Routledge.
MARCHINGTON, M. and WILKINSON, A. (2012) Human resource management at work. 5th
ed. London: Chartered Institute of Personnel and Development
PILBEAM, S. and CORBRIDGE, M. (2010) People resourcing and talent planning: HRM in
practice. 4th ed. Harlow: Financial Times/Prentice Hall.
Recommended
TAYLOR, I. (2008) Assessment and selection handbook. London: Kogan Page.
TAYLOR, S. (2010) Resourcing and talent management. 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.
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Online
TESCO . 2016. [Online]. Available through: <https://www.tescoplc.com/>. [Accessed on 14th
December 2016].
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