员工申诉-作业三-HND

Assessmenttask31.GeneralprinciplesAnattemptshouldbemadetosolveworkplaceproblemsanddifficultiesinformallyandwithoutrecoursetotheformalgrievanceprocedureFormalgrievancesshouldberaisedinwritingTheemployeehastherighttobeaccompaniedbyacompanionatagrievancemeetingWrittenrecordswillbekeptofallgrievancemeetings,includingemployee’scase,employer’sresponseandtheoutcomeofeachmeetingManagementwillensureconfidentialityofallmeetingsandassociateddocumentationAttheendofeachstage,theemployeeistobeadvisedofthenextstageEmployeeswhoraisegrievanceswillnotbevictimizedStageOneTheemployeeshouldraisethegrievancewiththeirimmediatelinemanager,whoshouldarrangeagrievancemeetingassoonaspossible.Themeetingtobeheldwithinfiveworkingdaysofinitialraising.Themeetingshouldbecarriedoutinarelativelyinformalmanner.Thestaffmembershouldbenotifiedoftheoutcomeofmeetingwithinfiveworkingdays.StageTwoIfthestaffmemberisnotsatisfiedwiththeresponsetheyreceivedatStageOne,theycan,withinfiveworkingdaysofreceivingthedecision,raisethegrievanceinwritingwiththenextmostseniormanager(whowillusuallybetheoriginallinemanager’slinemanager).Thismanagerwillarrangeameeting,tobeheldassoonaspossible.ThemeetingwillbeconductedonamoreformalbasisthanatStageOneandthemanagerconductingthemeetingwillhearevidencefromthestaffmember(andanyrepresentative)andtheirlinemanager.ArepresentativefromtheHumanResourceDepartmentwillbeinattendancetogiveadviceonprocedureandtotakenotes.Theoutcomeofthemeetingshouldbenotifiedtothestaffmember,withinfiveworkingdays.StageThreeIfthestaffmemberisnotsatisfiedwiththeresponsetheyreceivedatStageTwo,theycan,withinfiveworkingdaysofreceivingthedecision,raisethegrievanceinwritingwiththeManagingDirector.Anappealhearingwillbeheldassoonaspossible.Thismeetingwillhearevidencefromallthepartiedwhohavebeeninvolvedinthegrievanceproceduresofar.ThedecisionmadeatStageThreeoftheGrievanceProcedureisfinal.CollectivegrievanceIncertaincircumstances,agroupofindividualsmaywishtoraiseagrievancecollectively.Thissituationmightarisewhentheactionofmanagement(ormanagement’sfailuretoact)affectsagroupofworkersequally.Theapproachtohandlingacollectivegrievancewillhavetobedecidedbyeachorganisationandreflectedinthegrievanceprocedure.Someorganisationsmakespecialarrangementswithintheirgrievanceprocedureforhandlingcollectivegrievances.2.a.IconsiderNick’sgrievancecanbeasbelow:WhenNickhadtheprivatewordtheMarthaabouttheappointment,hewasveryangryaboutthathehadagoodchanceofbeingpromotedbuthadnotevenbeenofferedaninterview.Evenworse,thefirstpointthatherealizedhehadnotbeensuccessfulwaswhentheappointmentofGeoffreyRobertswasannouncedinthestaffbulletin.Thelettertellinghimthathisapplicationhadbeenunsuccessfularrivedtwodaysaftertheannouncementwasmadepublic.Hewasunabletocarryoutdutiesifhewasnottoldaboutthem,orhadnothaditpointedoutthathewasperformingunsatisfactorilywhichcanbeseenasthelackofcommunicationabouttheprogressofNick’sapplication.Andthelinemanager’scommentsabouthisperformance,suchas:heshouldhavebeenawareofwhatwasexpectedofhimasitwasdiscussedatinterview,andasitwasagainstcompanypolicytoissuejobdescriptions,heshouldhaveusedhisinitiativetofindoutbyaskingifhewasn’tsure.b.Failureofcommunicationbetween:MarthaandNickThefailureofcommunicationbetweenMarthaandNickcanbeas:MarthamightnothavebeenspecificenoughinherrequirementsofNick,tosolvethisproblem,MarthacanraiseissuesbesimpleandputinwritingandgiveexplanationofNick’sapplicationsassoonaspossible.AndNickrarelycallingforMarthaatthefirstsignofdifficulty.MarthaandtheHumanResourceDepartmentMarthadidnothaveanydocumentedevidenceofhavingraiseanyofpointsincurrentlycompanyappraisalscheme,andthusmadeNick’spromotionunsuitable.ThisunsuccessfulcommunicationbetweenMarthaandtheHRDepartmentinfluencedNickandalsomayinfluencethecompany’sperformance.HumanResourceDepartmentandNickNickshouldmakemorecommunicationswithHRDepartment,becausethiscanbeseenasanimportantfactorofhispromotion.Actually,hisunsuccessfulpromotedcanbeseenashisownfault,ifhemadesuccessfulcommunication,thiscangainhispromotionchancestosomedegree.c.Thereasonsasbelowmadetheoriginalproblemworse:Lackofjobdescriptions:whenNickdidhisjob,hehadneverbeenissuedwithaformaljobdescription,heassumedthathewasperformingallthedutiesrequiredofhim,otherwisehewouldhavebeen‘pulledup’byMartha.Lackofappraisalsystem:whenMarthathoughtthatNickisnotsuitedtothepromotedposition,therewascurrentlynocompanyappraisalschemesoMarthadidnothaveanydocumentedevidenceofhavingraisedanyofthesepointswithNickpriortohisapplicationforthepromotedpost.Lackofmanagementtraininginareassuchasperformancemanagementabsencemanagement:tosomedegree,Nick’sunsuccessfulpromotionduetoMartha’slatesendingNick’sletter.WhenMarthawasoffillforafewdays,sheshouldentrustherjobtoherunderlingstaffsthustheabsencecaneffectthedailyperformanceinthelowestdegree.d.ForNick:heshouldimprovethetimekeeping,andalsoimprovetheperformancewithotherstaff,showhisowninitiativeininvolveintotheprocessoftrainingnewstaff.BemoreconfidenceindealingwithcustomercomplaintsinvariablycallingforMarthaatthefirstsig