A STUDY ON THE IMPACT OF EMPLOYEE GRIEVANCES AND THE PERFORMANCE OF AN ORGANIZATION
Maintaining good employee-employer relationship is one criterion 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.
1.1 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.
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