sir, i have to complete my project in grievance handling by designing a questionnaire and also have to design a new grievace handling system...my id is e_multani@rediffmail.com
From India, Indore
From India, Indore
hi
this is sundar from chennai doing my masters in human ressourse mgmt in madras school of social work
this mail is regarding the project that you done in the title GRIEVANCE HANDLING in last december .... can you just forward me a project that you have done it
please ........................ thank u
regards
s u n d a r
From India, Madras
this is sundar from chennai doing my masters in human ressourse mgmt in madras school of social work
this mail is regarding the project that you done in the title GRIEVANCE HANDLING in last december .... can you just forward me a project that you have done it
please ........................ thank u
regards
s u n d a r
From India, Madras
Hi all, i have just completed my mba first year...nw i want to make my project on grievance handling...so can you plz guide me 4 that.......... thnx & best Regards, Kanika
From India, Delhi
From India, Delhi
I am amazed that students do not even read the posts placed at CiteHr before posting theirs. For example, has any one responded to the previous posts. If there is thread with no responses in the past to a query seeking help/questionnaire/project, then what's the use in posting another similar query?
I suggest that students search posts on projects/research methodology, etc., digest the information; and then pose clear and concise questions, giving sufficient info on where they will be doing the research, what is it that they want to prove or disprove, or explore, etc. Then, I am sure, they will get some constructive responses.
Simhan
From United Kingdom
1624I suggest that students search posts on projects/research methodology, etc., digest the information; and then pose clear and concise questions, giving sufficient info on where they will be doing the research, what is it that they want to prove or disprove, or explore, etc. Then, I am sure, they will get some constructive responses.
Simhan
From United Kingdom
hello everybody , i am doing my management thesis on grievances handling , pls help me pit in preparing quetionnaire and research design. if any one of you can forward me the project you have already it will help me alot.
with regards,
shobha
From India, Hyderabad
with regards,
shobha
From India, Hyderabad
hi sir, i have to complete synopsis of grievance handling project by this week please help me in this regard..guide me in preparing it..
From India, Bangalore
From India, Bangalore
Grievance procedures are a means of dispute resolution that can be used to address complaints by employees against management or to settle disputes between a company and its suppliers, customers, or competitors. The best-known application of grievance procedures is as a formal process outlined in labor union contracts. "The term grievance as it appears in the written contract refers to a formal complaint by people who believe that they have been wronged by a management decision," Vida Gulbinas Scarpello, James Ledvinka, and Thomas J. Bergmann wrote in their book Human Resource Management: Environments and Functions. In fact, studies show that 95 percent of collective bargaining agreements include procedures for filing and resolving grievances between labor and management, usually through the process of arbitration.
But grievance procedures do not necessarily have to be so formal and elaborate. In small businesses, the procedures may consist of a few lines in an employee manual or the designation of a single ombudsman to deal with problems as they develop. Peer review of employee concerns is another popular way to address grievances. On the other hand, some larger companies may create an entire department dedicated to fielding complaints from employees or customers.
Whatever form they may take, grievance procedures are intended to allow companies to hear and resolve complaints in a timely and cost effective manner, before they result in litigation. Knowing that formal procedures are available often encourages employees to raise concerns or question company policies before major problems develop. It also tends to makes managers less likely to ignore problems, because they know that upper management may become involved through the grievance process. In union settings, grievance procedures help protect employees against arbitrary decisions of management regarding discipline, discharge, promotions, or benefits. They also provide labor unions and employers with a formal process for enforcing the provisions of their contracts.
Although having grievance procedures in place is important in both unionized and non-unionized settings, companies must support their written policies with consistent actions if they hope to maintain good employee relations. "To make the grievance procedure work, management and the union have to approach it with the attitude that it serves the mutual interests of management, employees, and the union," Scarpello, Ledvinka, and Bergmann wrote. "An effective grievance procedure helps management discover and correct problems in operations before they cause serious trouble. It provides a vehicle through which employees and the union can communicate their concerns to upper management."
Read more: Grievance Procedures: Information from Answers.com
From India, Mumbai
But grievance procedures do not necessarily have to be so formal and elaborate. In small businesses, the procedures may consist of a few lines in an employee manual or the designation of a single ombudsman to deal with problems as they develop. Peer review of employee concerns is another popular way to address grievances. On the other hand, some larger companies may create an entire department dedicated to fielding complaints from employees or customers.
Whatever form they may take, grievance procedures are intended to allow companies to hear and resolve complaints in a timely and cost effective manner, before they result in litigation. Knowing that formal procedures are available often encourages employees to raise concerns or question company policies before major problems develop. It also tends to makes managers less likely to ignore problems, because they know that upper management may become involved through the grievance process. In union settings, grievance procedures help protect employees against arbitrary decisions of management regarding discipline, discharge, promotions, or benefits. They also provide labor unions and employers with a formal process for enforcing the provisions of their contracts.
Although having grievance procedures in place is important in both unionized and non-unionized settings, companies must support their written policies with consistent actions if they hope to maintain good employee relations. "To make the grievance procedure work, management and the union have to approach it with the attitude that it serves the mutual interests of management, employees, and the union," Scarpello, Ledvinka, and Bergmann wrote. "An effective grievance procedure helps management discover and correct problems in operations before they cause serious trouble. It provides a vehicle through which employees and the union can communicate their concerns to upper management."
Read more: Grievance Procedures: Information from Answers.com
From India, Mumbai
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THE ESSENTIAL PERQUISITES OF A GRIEVANCE HANDLING PROCEDURE.doc
Grievance Handling Handbook.pdf