The word employee grievance is often used in a generic form to indicate various forms and stages of an employee’s dissatisfaction while at work. While the dissatisfaction could be defined as anything that disturbs an employee, a complaint is spoken or written dissatisfaction brought to the attention of the manager or to the HR department/team member. Often employees view the HR team as the custodian of employee content/discontent and take up their grievances with the HR team. Grievance could also be voiced by a group of employees; it need not necessarily be a single employee with a complaint. What might happen if an organization does not provide some method by which a employee can voice his complaints and obtain a explanation? The employee will be unhappy, his productivity is impacted, he openly begins to share his discontent with not just his colleagues but also outsider’s, friends, relatives, maybe even customers and vendors. Just as the employee has all the right to voice a grievance, as employer (or the management) owes it to the employee to respond suitably to the grievance. It is but commonsense that the resolution of a problem rests on management. The earliest and ...

Discipline is best defined as the observation of principles, rules or any other laid down procedures, practices, written or otherwise in the organization by the employees or group of employees, to whom these apply, for smooth and effective functioning of the organization. Since, disciplinary measures have serious implications for employees; they often are based on the principles of being fair, just and acceptable to employees and, where applicable, the union as well. It cannot be enforced or imposed on employees, as history has proved, it never benefits anyone. So one of the most significant transformations that has impacted the workplace in the past few years is the ‘reinstatement’ of discipline in a positive and employee-supported environment. The way it is practiced in today’s organizations is extremely well communicated and adopts a discretionary approach. The principal ingredients of a sound disciplinary system in organizations are: Location of responsibility: The responsibility for generating awareness regarding discipline is entrusted with every individual in the organization. Particularly it resides with the senior leadership of the company and will all ...

Employee morale can be measured by assessing attitudes and job satisfaction. As morale is intangible and subjective concept, it cannot be directly measured or evaluated. Employees may be unwilling to express their feelings of satisfaction or dissatisfaction with their job to the management is no longer a valid assumption. Today’s employees and workplaces allow for a lot more transparency and open door philosophy seen in most organizations allow for employees to openly voice their views. Measuring employee morale ranges all the way from the "hunch" /general "feeling", to more scientific efforts such as employee satisfaction surveys. Also the liberated employee of today feel very comfortable looking for a new job in another company rather than be unhappy and work in a company where he’s unhappy. It is important to study the commonly used methods for measuring morale, however increasingly the ‘employee satisfaction survey’ is the most preferred method in most organizations. 1. General Impression of the Manager: Some managers may not be able to tell you how they know the morale of their men, but they enjoy such an intimate relationship with them that they do know what their ...

The satisfaction and comfort an employee experiences at the workplace is termed morale. Morale is a widely used term in organizations. But in general, it refers to esprit de corps, a feeling of enthusiasm, zeal, confidence in individuals or groups that they will be able to cope with the tasks assigned to them. The result of high morale generally results in the high efficiency of the organization. Morale directly impacts the working of an individual in a team towards the realization of common objectives. Morale therefore is individual specific as well as general. Unfortunately building of morale is not a mechanical problem that could be solved by either rewards or punishments. The best way to manage it is to proactively do a lot of employee related interventions that will together impact morale positively. Morale can also be understood as the spirit and confidence with which the employee performs his job. It is a complex psychological quality that is impossible to force on someone, difficult to measures, and easily destroyed. The level of morale is a result of the degree to which the overall needs of the individual are fulfilled. It is assumed that high morale and high ...

Incentives can be defined as monetary or non-monetary reward offered to the employees for contributing more efficiency. Incentive can be extra payment or something more than the regular salary or wage. Incentive acts as a very good stimulator or motivator because it encourages the employees to improve their efficiency level and reach the target. The two common types of incentives are: 1. Monetary or financial incentives The reward or incentive which can be calculated in terms of money is known as monetary incentive. These incentives are offered to employees who have more physiological, social and security need active in them. The common monetary incentives are: Pay and allowances. Regular increments in salary every year and grant of allowance act as good motivators. In some organizations pay hikes and allowances are directly linked with the performance of the employee. To get increment and allowance employees perform to their best ability. Profits sharing. The organization offer share in the profits to the employees as a common incentive for encouraging the employees for working efficiently. Under profits sharing schemes generally the companies fix a percentage of ...

Performance management is a way of systematically managing people for innovation, goal focus, productivity and satisfaction. It is a goal congruent win- win strategy. Its main objective is to ensure success to all managee's i.e., all task teams who believe in its process, its approach and implementation with sincerity and commitment. The managee’s success is reflected in organizations’ bottom line in terms of achieving its planned goals. Performance management is an endless spiral, which links several processes such as performance planning, managing performance throughout the year, taking stock of managee’s performance and potential. Also it includes recognizing and rewarding success at the end of the year. Performance management links these processes in such a way that an individual managees’ performance is always oriented towards achieving organizational goals. Performance management creates positive goal oriented task motivation and aims at reducing intra-organizational conflict. It is realized that organizations could not be successful if they do not have a good performance management system. Each manager needs to devise his/her own system of managing performance. ...