A STUDY ON THE IMPACT OF EMPLOYEE GRIEVANCES AND THE PERFORMANCE OF AN ORGANIZATION

Amount: ₦5,000.00 |

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1-5 chapters |




Abstract

Maintaining good employee-employer relationship is one criteria for an organization to succeed. If employees are not happy with management and their fellow colleagues at workplace, organizational goals may not be achieved. This study tends to study the relationship between employee grievance and the performance of the organization, as well as developing various employee relations strategies that can be used in effectively and efficiently managing employees in a business organization. Questionnaires were administered to employees of these selected firms and analysis was done using the SPSS employing the Pearson correlation Test at 0.05 level of significance. Findings from the study revealed that there is a strong relationship between employee grievances and the performance of the organization.

 CHAPTER ONE

INTRODUCTION

  • Background of the study

Today, the  need to maintain a harmonious relationship in the  workplace in order to  boost employee  morale,  enhance  organizational  effectiveness,  and  improve  organizational  productivity  has  made  the  management  of  employee  grievance  a  serious  and  vital  organizational concern. Employee grievance management has emerged as a top priority for  many  right thinking  managers and  managements  in  our contemporary  business  arena,  as  organizations seeking to get the best out of every of its employees must have the capacity to  maintain  a  harmonious  management-labour  relationship  which  is  vital  for  organizational  survival,  success,  effectiveness,  and  improved  performance.  The importance of effective employee grievance management has made organizations to begin to restructure their operating procedures to accommodate their employee’s feelings, opinions and views in order to gain the  employees  trust,  loyalty  and  whole  hearted  commitment,  especially  when  it  comes  to  employees having channels to express their grievances to the management. The nature and dimensions of challenges been witnessed today arising from poor management of employee grievance is something every organization must try to avoid at all cost. In fact, any organization that neglects to put in a place a proper employee grievance mechanism is making  itself  vulnerable  to  systemic  inefficiencies  that  may  likely  consume  the  entire organization.  Employee grievance management therefore is vital for continuous industrial harmony and organizational productivity. Grievance procedures are borne out of employee feeling of been violated by fellow employees or management.  When a good grievance management procedure is in place, the organization is more likely to experience high employee morale, commitment, opportunity for reconciliation, and harmonious management-employee relations which is a vital necessity for improve organizational performance  Certainly, the role and objective of  management does not end at  only attracting,  retaining, motivating employees, instilling sanctions necessary to elicit employee behaviour responses, but in also ensuring that an effective grievance management procedure is in place within the organization.  Bean  (1996)  noted  that  issues  of  grievance  results  from  employees  been dissatisfaction with treatment meted out on them. Grievances do also results from employee’s disagreement with their company’s policy (Ayadurai, 1996). In other words, when a company policy is not clear to an employee and does not specifically state what and how things should be done, earned, or ways to express dissatisfaction by employees, grievance is likely to result. Hardeman (2004) observed that issue of grievance within the organization is identified as the protest of the employee against the application of the policies that are considered to be unjust or unfair.  In  his  opinion,  Salamon  (2000)  state  that  grievance  is  bound  to  occur  when management fails to honour or live up to the terms of agreement it entered with the employees and, or their representatives. However, since it may not be totally possible to stop grievances from occurring in organization, settling it as fast as it occurs at it root is very vital in order to

Stop the grievance from escalating to the point where it becomes a problem that may likely consume an organization.  When grievance occurs, productivity goes down as employee’s morale and commitments are generally affected (Juneja, 2018).  Effective  handling  of  employee  grievance  is  a  vital  role  of  the  personnel  managers  in organizations today. Danku, Apeteley, Aboagye and  Benyebaar (2015)  contend that when grievances  are  left  unhandled  or  improperly  handled,  they  have  profound  influence  on motivation, moral, management-labour relationships and negatively affect the productivity of the organization,  therefore,  must  be tackled  with all  seriousness.  ACAS (2011) posit that managers try to reduce grievances and other challenges that do arise within an organization’s workplace by utilizing laid down procedure. Management and immediate supervisors therefore have a serious role to play in effective management of employees’ grievance.

  • STATEMENT OF THE STUDY

In  his  opinion,  Salamon  (2000)  state  that  grievance  is  bound  to  occur  when management fails to honour or live up to the terms of agreement it entered with the employees and, or their representatives. However, since it may not be totally possible to stop grievances from occurring in organization, settling it as fast as it occurs at it root is very vital in order to Stop the grievance from escalating to the point where it becomes a problem that may likely consume an organization.  When grievance occurs, productivity goes down as employee’s morale and commitments are generally affected

 

  • OBJECTIVE OF THE STUDY

The objectives of the study are

  1. To ascertain the impact of employee’s grievances on organizational performance
  2. To ascertain the relationship between employee’s grievances and organizational productivity
  3. To understand how far the employee’s grievances are redressed.
    • RESEARCH HYPOTHESES

The following have been put forward for testing

H0:  there is no relationship between employee’s grievances and organizational productivity

H1:  there is relationship between employee’s grievances and organizational productivity.

H0:   there is no impact of employee’s grievances on organizational performance

H1:   there is impact of employee’s grievances on organizational performance

 

  • SIGNIFICANCE OF THE STUDY

This study will be significant to students, organization and the general public. The study will give a clear insight on the impact of employee’s grievances and the performance of an organization. The study will also serve as a reference to other researchers that will embark on this topic

1.6 SCOPE AND LIMITATION OF THE STUDY

The scope of the study covers a study on the impact of employee’s grievances and the performance of an organization. The researcher encounters some constrain which limited the scope of the study;

  1. a) AVAILABILITY OF RESEARCH MATERIAL: The research material available to the researcher is insufficient, thereby limiting the study
  2. b) TIME: The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.

 

  • DEFINITION OF TERMS

 EMPLOYEE’S GRIEVANCE: Employee Grievance. Employee grievance refers to the dissatisfaction of an employee with what he expects from the company and its management. A company or employer is expected to provide an employee with a safe working environment, realistic job preview, adequate compensation, respect etc

ORGANIZATIONAL EFFECTIVENESS: Organizational effectiveness is the concept of how effective an organization is in achieving the outcomes the organization intends to produce. Organizational Effectiveness groups in organizations directly concern themselves with several key areas

1.8 ORGANIZATION OF THE STUDY

This research work is organized in five chapters, for easy understanding, as follows

Chapter one is concern with the introduction, which consist of the (overview, of the study), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study. Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature. Chapter three deals on the research design and methodology adopted in the study. Chapter four concentrate on the data collection and analysis and presentation of finding.  Chapter five gives summary, conclusion, and recommendations made of the study



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A STUDY ON THE IMPACT OF EMPLOYEE GRIEVANCES AND THE PERFORMANCE OF AN ORGANIZATION

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