Tags |
|
|
Links |
|
|
Casual Articles - How To Deal Effectively With Grievances
So you want to buy a business? Then you should consider a number of very important factors before investing your hard-earned money and buying a business. First, you should determine in which business arena you are going to invest. With the numerous choices available, such as franchises, start-ups, multi-level marketing and home-based businesses, figuring out where to begin can be overwhelm
• This indicates a negative approach. Having a positive view leads to you to see discipline as a way of encouraging people to succeed, and as something that provides guidance and direction, for both manager and employees.
• A positive view of grievances can lead to remedial action that prevents later disciplinary problems (which often arise out of frustration).
• Always remember that a problem is a deviation from something expected. The Changing Face of the Entrepreneur
Another New Year is upon us, hopefully more optimistic than the past. Better economic news, a rising stock market and a stubbornly slow upward movement in small business job creation. Are we returning to the way things were in the 90’s?Not if we examine the make-up of the new entrepreneurs.There are more women, continuing a growth that started several years ago. While males a
• Grounds for complaint
• A cause of grief
• Distress
A grievance might originate from any one of a number of sources. As a manager, you need to be able to listen actively to grievances. It will help if you appreciate the following key facts.
Key Facts About Grievances
Grievances are often below the surface – they are the moans and groans that provide fodder for the grapevine. They are the hygiene factors of the Hertzberg view of motivation: those issues that need to be cleaned up to maintain a sense of order.
They include such items as:
• Working conditions
• Supervision
• Interpersonal relationships
• Company policies and how they are administered
• Money
• Job security
• Status
More Key Facts About Grievances
Grievances surface and become visible when the relationship between a company and the employee is unsatisfactory to the employee, and the employee is prepared to bring this formally, to the management’s attention.
This is the formal side – clearly, grievances bubble below the surface before the formal process takes over. Good management is able to deal satisfactory with grievances before they become formalised.
Prime Objectives
The prime objectives for handling grievances need to be concerned with:
• Providing a means for employees to offload and release themselves
Having a consistent and equal procedure to resolve
Typical Grievances
Grievances can be about anything at all. Some examples follow, covering relationship and company issues:
Work relationship issues
”I am treated badly by x”
“I cannot get on with y”
“I am made to feel small”
“I am not appreciated by the company”
Company issues:
On policy: - “We were told to work on a Saturday and we never do that”
On administration: - ”It takes three months for expenses to be paid”
On work conditions: - “This place is too cold and too dirty”
On wages: - “X is paid more than me and we do the same job”
About the canteen: - ” The food is poor, and expensive”
In Summary: Staying Positive
• An understandable reaction from many managers who have to deal with discipline and grievance procedures is, ‘I do not want to hurt their feelings”; or ‘I do not want another argument.’
• This indicates a negative approach. Having a positive view leads to you to see discipline as a way of encouraging people to succeed, and as something that provides guidance and direction, for both manager and employees.
• A positive view of grievances can lead to remedial action that prevents later disciplinary problems (which often arise out of frustration).
• Always remember that a problem is a deviation from something expected. Do You Make This One Big Mistake When Recruiting And Retaining Staff?
For any business, one of the biggest factors in finding and keeping customers is that of building and maintaining trust. If you cannot build trust with a potential customer or client, you will never win their business – regardless of the price or quality of your products and services.By not keeping your word and delivering on your promises (no matter how small), youof order.
They include such items as:
• Working conditions
• Supervision
• Interpersonal relationships
• Company policies and how they are administered
• Money
• Job security
• Status
More Key Facts About Grievances
Grievances surface and become visible when the relationship between a company and the employee is unsatisfactory to the employee, and the employee is prepared to bring this formally, to the management’s attention.
This is the formal side – clearly, grievances bubble below the surface before the formal process takes over. Good management is able to deal satisfactory with grievances before they become formalised.
Prime Objectives
The prime objectives for handling grievances need to be concerned with:
• Providing a means for employees to offload and release themselves
Having a consistent and equal procedure to resolve
Typical Grievances
Grievances can be about anything at all. Some examples follow, covering relationship and company issues:
Work relationship issues
”I am treated badly by x”
“I cannot get on with y”
“I am made to feel small”
“I am not appreciated by the company”
Company issues:
On policy: - “We were told to work on a Saturday and we never do that”
On administration: - ”It takes three months for expenses to be paid”
On work conditions: - “This place is too cold and too dirty”
On wages: - “X is paid more than me and we do the same job”
About the canteen: - ” The food is poor, and expensive”
In Summary: Staying Positive
• An understandable reaction from many managers who have to deal with discipline and grievance procedures is, ‘I do not want to hurt their feelings”; or ‘I do not want another argument.’
• This indicates a negative approach. Having a positive view leads to you to see discipline as a way of encouraging people to succeed, and as something that provides guidance and direction, for both manager and employees.
• A positive view of grievances can lead to remedial action that prevents later disciplinary problems (which often arise out of frustration).
• Always remember that a problem is a deviation from something expected. Innovation Needs a Culture of Trust and Openness
"One who fears failure limits his activities. Failure is only the opportunity more intelligently to begin again." — Henry Ford, early 20th century American automobile pioneerThe environment of most organizations is too poisonous for innovation and organizational learning to flourish. A mistake is generally a CLM — career-limiting move. Making a mistake in front of many managers is lss takes over. Good management is able to deal satisfactory with grievances before they become formalised.
Prime Objectives
The prime objectives for handling grievances need to be concerned with:
• Providing a means for employees to offload and release themselves
Having a consistent and equal procedure to resolve
Typical Grievances
Grievances can be about anything at all. Some examples follow, covering relationship and company issues:
Work relationship issues
”I am treated badly by x”
“I cannot get on with y”
“I am made to feel small”
“I am not appreciated by the company”
Company issues:
On policy: - “We were told to work on a Saturday and we never do that”
On administration: - ”It takes three months for expenses to be paid”
On work conditions: - “This place is too cold and too dirty”
On wages: - “X is paid more than me and we do the same job”
About the canteen: - ” The food is poor, and expensive”
In Summary: Staying Positive
• An understandable reaction from many managers who have to deal with discipline and grievance procedures is, ‘I do not want to hurt their feelings”; or ‘I do not want another argument.’
• This indicates a negative approach. Having a positive view leads to you to see discipline as a way of encouraging people to succeed, and as something that provides guidance and direction, for both manager and employees.
• A positive view of grievances can lead to remedial action that prevents later disciplinary problems (which often arise out of frustration).
• Always remember that a problem is a deviation from something expected. A Professional Demeanor Screams Success
The importance of a professional business presentation can not be overstated in determining the fate of a new business opportunity. Nevertheless, it is amazing how many times the presenter does not apply these same essential professional requirements to their own person. You only get one chance to make a great first impression. Make the most of it!This goes far beyond the obvious ely”
“I am made to feel small”
“I am not appreciated by the company”
Company issues:
On policy: - “We were told to work on a Saturday and we never do that”
On administration: - ”It takes three months for expenses to be paid”
On work conditions: - “This place is too cold and too dirty”
On wages: - “X is paid more than me and we do the same job”
About the canteen: - ” The food is poor, and expensive”
In Summary: Staying Positive
• An understandable reaction from many managers who have to deal with discipline and grievance procedures is, ‘I do not want to hurt their feelings”; or ‘I do not want another argument.’
• This indicates a negative approach. Having a positive view leads to you to see discipline as a way of encouraging people to succeed, and as something that provides guidance and direction, for both manager and employees.
• A positive view of grievances can lead to remedial action that prevents later disciplinary problems (which often arise out of frustration).
• Always remember that a problem is a deviation from something expected. Career Authenticity - Step 1 - Assess Your Physical Health
Feeling authentic at work can be a challenge when you hate your job and it feels like a perfectly wrong fit for you; but, you can begin to work more authentically when you practice listening to your body.Step 1 – Identify all of the things you do at work that feel counter to your authentic self. Can you name the feelings you associate with the tasks? Can you identify what is eal with discipline and grievance procedures is, ‘I do not want to hurt their feelings”; or ‘I do not want another argument.’
• This indicates a negative approach. Having a positive view leads to you to see discipline as a way of encouraging people to succeed, and as something that provides guidance and direction, for both manager and employees.
• A positive view of grievances can lead to remedial action that prevents later disciplinary problems (which often arise out of frustration).
• Always remember that a problem is a deviation from something expected.
• Remember also that improvement is the better side of the improvement/punishment balance
Copyright © 2006 Jonathan Farrington. All rights reserved
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.casualarticles.com/article/21553/casualarticles-How-To-Deal-Effectively-With-Grievances.html">How To Deal Effectively With Grievances</a>
BB link (for phorums):
[url=http://www.casualarticles.com/article/21553/casualarticles-How-To-Deal-Effectively-With-Grievances.html]How To Deal Effectively With Grievances[/url]
Related Articles:
How to Start my Own Nursing Agency Business Guide
Are You Pulling in the Same Direction?
Team Focus - How To Re-Set The Sights
Bookmark it:
|