Vol 6 Issue 4 May 2016
ISSN No : 2230-7850
ORIGINAL ARTICLE
International Multidisciplinary
Research Journal
Indian Streams
Research Journal
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ISSN No.2230-7850
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Maulana Azad National Urdu University
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Volume - 6 | Issue - 4 | May - 2016
Indian Streams Research Journal
A STUDY ON EFFECTIVENESS OF GRIEVANCE HANDLING
MECHANISM IN PAGEONE TECHOLOGIES.
S.RAJA1 and M.Ganesan Kanagaraj2
1
Assistant Professor, Research Scholar, Department of Management Studies,
SRM-Valliammai Engineering College,Kattankulathur, Tamilnadu, India.
2
Assistant Professor, Department of Management Studies,
SRM-Valliammai Engineering college, Kattankulathur, Tamilnadu, India.
ABSTRACT
This study focuses on Effectiveness of Grievance Handling Mechanism at Pageone
Technologies, Chennai Grievance is any discontent or dissatisfaction that affects organizational
performance. As such it can be stated or unvoiced, written or oral, legitimate or ridiculous. If the
dissatisfaction of employees’ goes unattended or the conditions causing it are not corrected, the
irritation is likely to increase and lead to unfavorable attitude towards the management and unhealthy
relations in the organization. Grievance is any kind of dissatisfaction with regard to pay, promotion,
suspension, working condition etc. The objective of the study is to find the effectiveness of grievance
handling mechanism being followed Descriptive research is essentially a fact finding related largely to
the present, abstracting generations by cross sectional study of the current situation.
KEYWORDS : Grievance, Attitude, Organization, Performance
I. INTRODUCTION:
Grievance is any discontent or dissatisfaction that affects organizational performance. As such
it can be stated or unvoiced, written or oral, legitimate or ridiculous. If the dissatisfaction of employees’
goes unattended or the conditions causing it are not corrected, the irritation is likely to increase and
lead to unfavorable attitude towards the management and unhealthy relations in the organization.
The formal mechanism for dealing with such worker’s dissatisfaction is called grievance
procedure. All companies whether unionized or not should have established and known grievance
methods of processing grievances. The primary value of grievance procedure is that it can assist in
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1
A STUDY ON EFFECTIVENESS OF GRIEVANCE HANDLING MECHANISM IN PAGEONE TECHOLOGIES.
minimizing discontent and dissatisfaction that may have adverse effects upon co-operation and
productivity. A grievance procedure is necessary in large organization which has numerous personnel
and many levels with the result that the manager is unable to keep a check on each individual, or be
involved in every aspect of working of the small organization.
OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVE
To study the effectiveness of grievance handling mechanism.
SECONDARY OBJECTIVE
1. To identify whether the employees are aware of the grievance handling mechanism.
2. To identify whether the grievance handling system leads to a favorable attitude towards the
management
3. To identify that the grievance handling system leads to a mutual understanding between workers and
the management
4. To know the level of satisfaction towards the grievance handling procedure of the organization
5. To identify the factors influencing the effectiveness of the grievance handling in the organization
II. REVIEW OF LITERATURE
TAFEZAWA, in the year 1963, conducted a study which covered all possible aspects of work
related life. It included:
1 Work environment
2 Job environment
3 Welfare activities
4 Employee participation
5 Career outlook and development
The scope for improving skills and developing inherent potentialities has a significant role to
play in the grievance. For a better Quality of work life, grievance redresses and feedback is essential.
BANER (1966)
He invented that the technological developments have invited attention towards grievance, but
it has to an extent, neglected the Quality of work life.
Social scientists began to devise measures in a wider sense and permit non-economic factors to
be taken into account while evaluating social consequences of technological innovations.
SHARMA (1973)
The study was mainly based on the physiological and safety needs of the workers more or less
satisfied, but in turn the workers are increasingly concerned about their age and social needs.
WILSON (1973)
The study was mainly based on the factors such as pressures existing from incompatibilities in
industrial societies between technician and social change and as a basic assumption, the fright of
people to be people.
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A STUDY ON EFFECTIVENESS OF GRIEVANCE HANDLING MECHANISM IN PAGEONE TECHOLOGIES.
CHARUS (1975)
He studied that the “grievance” owes its origin to the structural system perspective of
organizational behavior with the interpersonal human relations and supervisory style perspective.
PRAYAG MEHTA (1989)
He studied on perceived grievance, personality and other measures. The areas identified were,
1 Perceived influence in work life
2 Perceived nature of job
3 Perceived amenities at work place
4 Perceived supervisory behavior/practice
It was interesting to note that government officials with a greater sense of satisfaction and
integration with their as well as the political situation tended to assess gain of development more
positively. It was indicated by Evaluation of self-reliance
1 Existing people participation
2 Employee involvement in administration
III. RESEARCH METHOLOGY
SAMPLE DESIGN
Sample Element : Employees at Page One Technologies .
Sample Size
: 35 samples
Sample Test
: Percentage Method ,Correlation & Weighted Average Method
Sample Media : Questionnaire
Sampling Method : Simple Random Sampling
TOOLS OF ANALYSIS
• Percentage method
• Correlation
• Weighted average method
IV. DATA ANALYSIS
To know whether there is correlation between feel about decision given and real basis
identification
Let X be Feel about decision given
Let Y be Real basis identification
Table: 4.15
Real Basis Identified
Feel about decision given
Total
highly satisfactory
Moderately satisfactory
Strongly Agree
25
2
27
Total
Agree
6
31
2
4
8
35
Table: 4.16
Values for correlation
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A STUDY ON EFFECTIVENESS OF GRIEVANCE HANDLING MECHANISM IN PAGEONE TECHOLOGIES.
∑xy
r =
_________
2
2
√(
∑x * ∑y )
Substituting the values of ∑x2, ∑y2, ∑xy in the above equation we get.
r=1
Inference:
Since the value of r is equal to one the variables are positively correlated. A variation in one
variable will cause variation in another
ANALYSIS USING CORRELATION
To know whether there is correlation between discussion and conference and supervisor has
skill
Let X be Discussion and conference.
Let Y be Supervisor has skill.
Supervisor has skill
Total
Very highly moderately
skilled
skilled
discussion and conference strongly agree 28
1
29
agree
4
2
6
Total
32
35
Values for correlation
∑xy
r = ____________
√(
∑x2 * ∑y2 )
2
2
Substituting the values of ∑x , ∑y , ∑xy in the above equation we get.
r=1
Inference:
Since the value of r is equal to one the variables are positively correlated. A variation in one
variable will cause variation in another.
ANALYSIS USINGWEIGHTED AVERAGE METHOD
Using this method the net scores can be calculated and the analysis can be done on the basis of
the net score obtained.
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A STUDY ON EFFECTIVENESS OF GRIEVANCE HANDLING MECHANISM IN PAGEONE TECHOLOGIES.
RATING SCALES EMPLOYED :
H ighly Agree
5
Agree
4
N eu tral
3
Disagree
2
Highly Disagree
1
CALCULATION:
1. CAREER PLAN
W. Avg = ((25*5) + (10*4) + (3*3) + (8*2) + (4*1))/50
= 194/50
= 3.88
2. REWARDS & INCENTIVES
W. Avg = ((19*5) + (17*4) + (2*3) + (8*2) + (4*1))/50
= 189/50
= 3.78
3. COMMUNICATION WITH SUPERVISORS
W. Avg = ((20*5) + (15*4) + (4*3) + (9*2) + (2*1))/50
= 192/50
= 3.8
4. TRAINING FACILITIES
W. Avg = ((17*5) + (19*4) + (3*3) + (10*2) + (2*1))/50
= 189/50
= 3.78
WEIGHTED AVERAGE TABULATION:
STRONGLY AGREE
FACTORS
AGREE(5)
(4)
Career plan
25
10
Rewards andincentives
Communication with
supervisor
TrainingFacilities
NEUTRAL
STRONGLY
DISAGREE (2)
(3)
DISAGREE(1)
3
8
4
TOTAL
AVERAGE
194
3.88
19
17
2
8
4
189
3.78
20
15
4
9
2
192
3.84
17
19
3
10
2
189
3.78
Inference:
From the table it is clearly understood that employees are satisfied with the career plan and
communication with supervisors they have at their work place. The employees are also satisfied with
the Training Facilities, Rewards and Incentives.
V. FINDINGS OF THE STUDY
1. 54.3% of respondent’s state that they are being provided with temporary relief until final decision is
taken.
2. 82.9% of the respondents are between the age group 26-30.
3. 91.4% of respondents state that their supervisors are highly skilled that is the supervisors possess
necessary human relation skills.
4. 100% of respondents are aware of the various committees that are framed for redressing their
grievance.
5. 88.6% of respondents are highly satisfied towards the decision given by the management.
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5
A STUDY ON EFFECTIVENESS OF GRIEVANCE HANDLING MECHANISM IN PAGEONE TECHOLOGIES.
6. 65.7% of respondents communicate to their co-workers. It is their informal channel.
7. 77.1% of respondents strongly agree that real basis of there is identified.
8. 97.1% of respondents agree that mechanism being followed resolves their grievance.
9. 82.9% of respondents strongly agree that discussion and conference is facilitated rather than
executive authority.
10. 45.7% of respondents’ immediately redress their grievance through committee members.
11. 88.6% of respondents are qualified up to higher secondary.
12. 25.7% of respondents are aware of tei, sga, canteen, transport committees available.
13. 100% of respondents have agreed that there is regular follow up to ensure right decision is given.
14. 100% of respondents have agreed that supervisor is given authority to take action necessary to
resolve the problem.
15. When there is deviation in the real basis identification it will be reflected in the level of satisfaction
regarding decision given.
VI. SUGGESTIONS & RECOMMENDATIONS
1. Open door policy can be used. The barriers that exist between the various categories are to some
extent broken by personal contact and mutual understanding.
2. Suggestion boxes can be installed. This brings the problem or conflict of interest to light.
3. Accident rates, Requests for transfers, Resignations, and disciplinary cases should be analyzed since
they reveal the general patterns that are not apparent.
4. Temporary relief can be provided so that the delay does not increase his frustration and anxiety and
thereby not affecting his / her morale and productivity.
CONCLUSION
The study reveals that the Grievance handling mechanism is satisfactory. The organization is
recognizing the importance of satisfying the employees and retaining them. Further improvements can
be made so that all members are highly satisfied with the procedure. The suggestions and
recommendations when implemented will still more benefit the organization.
REFERENCES
1. Aswathappa, K., Human resource and Personnel management, TATA McGraw- HILL.
2. Arun monappa and Saiyadain, Mirza S., Personnel management, TATA McGraw- HILL.
3. Flippo, Edwin B., Personnel management, McGRAW-HILL International Publications.
S.RAJA
Assistant Professor, Research Scholar, Department of Management Studies,
SRM-Valliammai Engineering College,Kattankulathur, Tamilnadu, India.
M. Ganesan Kanagaraj
Assistant Professor, Department of Management Studies,
SRM-Valliammai Engineering college, Kattankulathur, Tamilnadu, India.
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