tailieunhanh - Human Resource Management The Key Concepts Routledge Key Guides by Chris Rowley and Keith Jackson_6

Tham khảo tài liệu 'human resource management the key concepts routledge key guides by chris rowley and keith jackson_6', kinh doanh - tiếp thị, quản trị kinh doanh phục vụ nhu cầu học tập, nghiên cứu và làm việc hiệu quả | GRIEVANCE AND DISCIPLINARY PROCEDURES The aim of a grievance procedure is to prevent issues and disagreements leading to major conflict. This can include employee-to-employee grievances as in cases of racial or sexual harassment with the grievance taken against management for failing to provide protection. As with discipline the spirit with which the grievance procedure is approached is significant. It may be easy for management simply to follow the letter of the procedure making it a hollow sham but once this is known employees will not bother to refer issues to the procedure. Consequently it is important that HR professionals encourage the proper use of procedures to uncover any problems particularly where line managers wish to hide them because of fear that it portrays them in a bad light. Open-door systems operate in some organisations that allow workers to take up grievances with managers directly rather than follow a lengthy procedure. However this relies on managers taking the system seriously and being prepared to devote time and effort to keep it going Marchington Wilkinson 2008 . In the US grievance processes are to be influenced by a unionavoidance motive. As Klaas 2008 notes by providing employees with an effective voice mechanism employers are able to reduce the appeal of unionisation. Use of procedures such as peer review has been found to be more likely in firms thought to be facing a greater threat of unionisation Colvin 2004 . In addition to these external pressures firms are also likely to be motivated by internal factors. Providing employees with a voice to challenge management decisions regarding discipline and other matters is generally viewed as consistent with high involvement work practices. Providing employees with the right to challenge management decisions is thought to enhance procedural justice perceptions among employees which in turn is likely to positively affect other practices designed to affect employee motivation and commitment .