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
- To ascertain the impact of employee’s grievances on organizational performance
- To ascertain the relationship between employee’s grievances and organizational productivity
- 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;
- a) AVAILABILITY OF RESEARCH MATERIAL: The research material available to the researcher is insufficient, thereby limiting the study
- 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
