Grievance Redressal System
An Assignment on “Grievance Redressal System
Of
J.P.Morgan Chase & Co.”
Submitted By: Nitya Sec- A Enroll no.- A30101910037 AGBS, Noida
Grievance Redressal System
A grievance can be defined as any sort of dissatisfaction, which needs to be redressed in order to bring about the smooth functioning of the individual in the organization. Broadly, a grievance can be defined as any discontent of dissatisfaction with any aspect of the organization. It can be real or imaginary, legitimate or ridiculous, rated or unvoiced, written or oral, it must be however, find expression in some form of the other.
Discontent or dissatisfaction is not a grievance. They initially find expression in the form of a complaint. When a complaint remains unattended to and the employee concerned feels a sense of lack of justice and fair play, the dissatisfaction grows and assumes the status of grievance.
Usually grievance relate to problems of interpretation of perceived non-fulfilment of one’s expectation from the organization. Aggrieved employees usually manifest defiant behaviour.
The grievance procedure can be divided into two parts:- • A formal grievance redressal process and • An informal process of grievance handling
All the employees of the Corporation fall under the broad purview of the grievance redressal system.
Handling grievances
There are three formal stages in which any grievance can be redressed. Each stage has a ‘form’ which is numbered according to whichever stage it belongs to.
A grievance can be of any type ranging from problems regarding promotion to discharge and dismissal, and suspension but it is mandatory that the grievance should be work related and not personal.
Of
J.P.Morgan Chase & Co.”
Submitted By: Nitya Sec- A Enroll no.- A30101910037 AGBS, Noida
Grievance Redressal System
A grievance can be defined as any sort of dissatisfaction, which needs to be redressed in order to bring about the smooth functioning of the individual in the organization. Broadly, a grievance can be defined as any discontent of dissatisfaction with any aspect of the organization. It can be real or imaginary, legitimate or ridiculous, rated or unvoiced, written or oral, it must be however, find expression in some form of the other.
Discontent or dissatisfaction is not a grievance. They initially find expression in the form of a complaint. When a complaint remains unattended to and the employee concerned feels a sense of lack of justice and fair play, the dissatisfaction grows and assumes the status of grievance.
Usually grievance relate to problems of interpretation of perceived non-fulfilment of one’s expectation from the organization. Aggrieved employees usually manifest defiant behaviour.
The grievance procedure can be divided into two parts:- • A formal grievance redressal process and • An informal process of grievance handling
All the employees of the Corporation fall under the broad purview of the grievance redressal system.
Handling grievances
There are three formal stages in which any grievance can be redressed. Each stage has a ‘form’ which is numbered according to whichever stage it belongs to.
A grievance can be of any type ranging from problems regarding promotion to discharge and dismissal, and suspension but it is mandatory that the grievance should be work related and not personal.