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Grievance Redressal System The human behavior differs from person to person. Every employee has certain expectation which he thinks must be fulfilled by the organization he is working in. It is not possible for the management to satisfy the feelings & ego of all the employees. It is therefore, but natural that workers have grievances against their supervisor or a whole or against the systems & practices, which are followed in the organization. Definition: A grievance is a complaint of one or more workers in respect of wages allowances, conditions of work & interpretation of service stipulations, job assignment & termination of service. Meaning and Nature of Employee Grievance According to Michael J. Jesus the term grievance means any discontent or dissatisfaction, whether expressed or not and whether valid or not, arising out of anything connected with the company that an employee thinks, believe or even feels, is unfair, unjust, or inequitable, This definition is very broad and covers all kinds of dissatisfaction which an employees has while doing his job. A grievance means any discontentment or dissatisfaction arising out of anything related to the enterprise where he is working. It may not be expressed and even may not be valid. It arises when an employee feels that something has happened or is going to happen which is unfair, unjust or inequitable. Faith Davis has defined grievance as any real or imagined feeling of personal injustice which an employee has concerning his employment

relationship. A grievance represents a situation in which an employees feels the something unfavorable to him has happened or is going to happen. In an industrial enterprise, grievance may arise because of several factors such as: a) Violation of managements responsibility such as poor working conditions, b) Violation of companys rules and practices. c) Violation of collective bargaining agreement., d) Violation o labour... Human resources is the most important asset for any organisation . In competitive business world main part of activities is carried out by the employees in the organisation. A healthy workforce ensures increased efficiency and productivity for organisation. Maintaining quality of work life for its employees is an important concern for the any organisation. The grievance handling procedure of the organisation can affect the harmonious environment of the organisation. The grievances of the employees are related to the contract, work rule or regulation, policy or procedure, health and safety regulation, past practice, changing the cultural norms unilaterally, individual victimization, wage, bonus, etc. Here, the attitude on the part of management in their effort to understand the problems of employees and resolve the issues amicably have better probability to maintain a culture of high performance. Managers must be educated about the importance of the grievance process and their role in maintaining favorable relations with the union. Effective grievance handling is an essential part of cultivating good employee relations and running a fair, successful, and productive workplace. Positive labor relations are two-way street both sides must give a little and try to work together. Relationship building is key to successful labor relations.

This survey is an essential instruments that attempt to determine employees perception of working environment. There is a Feel Good quality that comes from asking employees how they feel. It feel good to employees and to management. This survey is a specific method of collecting input from employees about their job-related grievances. The report that comes from from such a survey will identify both organisational strength and weakness.