sri jayachamarajendra college of engineering

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Sri Jayachamarajendra College of Engineering, Mysore

Grievance Handling at JK Tyre Industries and Ltd Page 1

CHAPTER- I1.1 INTRODUCTION

Grievance is defined as any dissatisfaction regarding work and workplace filed by employee formally

to his immediate supervisor. An organization establishes a grievance procedure to give an avenue tothe employee to file his or her dissatisfactions. The establishment of grievance procedure is in linewith the principle of due process which guarantees the application of procedural justice and ethical

decision making in an organization. Besides the establishment of grievance procedure will resolve

employees dissatisfaction fairly, behavior of personnel who handle grievance also brings effect tothe employees satisfaction on the result of grievance resolution. Managers will handle grievancesreferred to them base on their personality reference. Therefore, this research assumes that managers

personalities have to be investigated to determine its influence on managers style in handling

grievances.

Management and trade unions try to provide benefits to the workers. But, still workers feeldissatisfaction. Workers dissatisfactions are dealt through grievance procedure. Workers may not

discharge the duties as per their company requirements. Disciplinary procedure deals this issue.Grievance is any dissatisfaction or feeling of injustice in connectionwith ones employment

situation that is brought to the notice of the management. It is any discontent or dissatisfactionwhether expressed or not, whether valid or not, arising out of anything connected with the company

which an employee thinks, believes or even feels to be unfair, unjust or equitable. It is a type ofdiscontent which must always be expressed. A grievance is usually more formal in character than acomplaint. It can be valid or ridiculous and must grow out of something connected with company

operations or policy. It must involve an interpretation or application of the provisions of the labour

contract.

The study contains identifying various grievances which arises in the company and what areprocedures carried in the company to resolve those grievance. For this study I have taken JK Tyre

Company in Mysore, where there is more number of employees. In any company, employees will

have grievance which may be related to work, personal, etc. So, this study aims at identifying thosegrievances and procedures carried to resolve those grievances. Sri Jayachamarajendra College ofEngineering, Mysore



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1.2 BACKGROUND-GRIEVANCE HANDLING:

According to Prof. Pigors and Meyers, grievance is dissatisfaction. According to them,

dissatisfaction of an employee is anything that disturbs the employee, whether expressed or not

In the words of Dale Yoder, grievance is a written complaint filed by an employee and claimingunfair treatment.The National Commission of Labour states that complaints affecting one or more individual workers

in respect of their wage payments, overtime, leave, transfer, promotion, seniority, work assignment,and discharges would constitute grievance

A Grievance is a sign of an employees discontentment with his job or his relationship with hiscolleagues. Grievances generally arise out of the day-to-day working relation in an organization. An

employee or trade union protests against an act or policy of the management that they consider asviolating employees rights.Grievance handling is to help and possibly solve the problem of the person who is in trouble and

wants some kind of help. A grievance can be of any type like someone trying to corner someone; notgiving him his rights etc. and grievance handling is to help such a person in a way that can give himjustice to his satisfaction.

1.3 WHY IS HANDLING AN EMPLOYEE GRIEVANCE SO IMPORTANT?

Ensuring a sound professional conduct and a healthy environment for its internal customers is apredisposition for any company. Since, a firm is essentially comprised of individuals it is natural fordisruptions to arise. However, how those disruptions and grievances are tackled is what plays a veryimportant role for the smooth functioning of a work place. There may complaints or objects

pertaining to the contract of an employee or the working pattern and parameters, or even out ofcultural differences, at times even an employee persecution, disruptions arising out of salary and

many other reasons. Sri Jayachamarajendra College of Engineering, Mysore



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Effective human resource policies should handle the grievance in such a way, which causesminimum loss to either the employee or the company and holds to the focus on performance

orientation. They should be fair in their conduct while tending the complaint and foster a positive

environment which is suitable for not only the firms growth but also individuals professional andmost importantly mental growth. Maintaining a positive rapport with the labor is the key torelationship building.

1.4 PROBLEM STATEMENT:

The study is conducted to identify various grievances in JK Tyres and what are all the committees

established to resolve these grievance. And analysis is conducted to know, how well employees inthe company are aware of grievance procedure.

1.5 OBJECTIVES OF THE STUDY:

1. To determine the industrial relation in the JK Tyre.

2. To determine the causes and degree of dispute in the JK Trye.

3. To determine the machinery used to settle the dispute in JK Tyre.

4. To identify the areas of grievances in JK Tyre.

5. To determine the grievance handling procedure in the JK Trye.

6. To identify the type of grievance in JK Tyre.

1.6 SCOPE OF THE STUDY

Industrial relations is an integral aspect of social relations arising out of employer-employeeinteraction in modern industries which are regulated by the State in varying degrees, in conjunctionwith organized social forces and influences by the existing institutions. So, the employees should beprovided with all facilities and should identify his or her talents to avoid any grievance in the

organization. The study about the grievance handling in JK Tyres and Industries Ltd., examines itseffectiveness. This project also helps to know the inequalities with regard to employees and effectiveprocedure to solve them. Sri Jayachamarajendra College of Engineering, Mysore



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1.7 RESEARCH METHODOLOGY

1 primary data:

A set of questionnaire had been prepared to gather the information related to the subject from theemployees. Personal interview were conducted to get more information. Information is also collectedby observing the employees.

2 secondary data:

Data has been collected from organizations various documents from HR department. The process of

data collection is further supplemented by various books and web-sites to get more information.

1.8 NEED FOR A GRIEVANCE PROCEDURE:

Grievance procedure is necessary for any organization due to following reasons.1. Most grievances seriously disturb the employees. This may affect their morale, productivity andtheir willingness to cooperate with the organization. If an explosive situation develops, this can be

promptly attended to if a grievance handling procedure is already in existence.2. It is not possible that all the complaints of the employees would be settled by first-timesupervisors, for these supervisors may not have had a proper training for the purpose, and they may

lack authority. Moreover, there may be personality conflicts and other causes as well.3. It serves as a check on the arbitrary actions of the management because supervisors know that

employees are likely to see to it that their protest does reach the higher management.4. It serves as an outlet for employee gripes, discontent and frustration. It acts like a pressure valveon a steam boiler. The employees are entitled to legislative, executive and judicial protection and

they get this protection from the grievance redressal procedure, which also acts as a means of upwardcommunication.

5. The management has complete authority to operate the business as it sees fitsubject, of course,to its legal and moral obligations and the contracts it has entered into with its workers or their

representative trade union. But if the trade union or the employees do not like the way the SriJayachamarajendra College of Engineering, Mysore



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management functions, they can submit their grievance in accordance with the procedure laid downfor that purpose

1.9 THE CAUSES OF GRIEVANCES:

The causes of employee grievances:1. Demands for individual wage adjustments.2. Complaints about the incentive systems.

3. Complaints about the job classifications.4. Complaints against a particular foreman.

5. Complaints concerning disciplinary measures and procedures.6. Objections to the general methods of supervision.

7. Loose calculation and interpretation of seniority rules, and unsatisfactory interpretation ofagreements.8. Promotions.

9. Disciplinary discharge or lay-off.10. Transfer for another department or another shift.11. Inadequacy of safety and health services / devices.12. Non-availability of material in time.

13. Violation of contracts relating to collective bargaining.14. Improper job assignment.15. Undesirable or unsatisfactory conditions of work.

1.10 THE BENEFITS OF A GRIEVANCE HANDLING PROCEDURE:

According to Jackson, further benefits that will accrue to both the employer and employees are:1. It encourages employees to raise concerns without fear of reprisal.

2. It provides a fair and speedy means of dealing with complaints.3. It prevents minor disagreements developing into serious disputes.

4. It saves employers time and money as solutions are found for workplace problems.5. It helps to build an organizational climate, based on openness and trust. Sri JayachamarajendraCollege of Engineering, Mysore



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CHAPTER- II2.1 LITERATURE REVIEW

Grievances are normally associated with dissatisfaction among employees which related to workingprocedure, working facilities (Bean, 1994), confusions on provisions stated in companys policy

(Ayadurai, 1996) and the violation of provisions in terms and conditions of employment stated incollective agreement (Salamon, 2000). In resolving grievances, aggrieved employees will file theirdissatisfaction through grievance procedure and their immediate managers or supervisors are

responsible to take action within period given. This procedure is important to deny the construction

of employees dispute (Rose, 2004). Settling grievances as near as its origin is important in order todeny the construction of employees disputes. Therefore, immediate supervisors are responsible tosettle the grievance as they are the nearest personnel that represent managerial team. The argumenton the vital role played by supervisors in managing employees grievances paralleled that of past

studies. Study made by Rollinson, et.al (1996) has identified that complaints are quite common andonly extends to taking-up a matter informally with a supervisor. As maintained by Catlett and Brown(1990), there are a number of decisions making points in the grievance handling process that

potentially involve the supervisor.

Clark (1988) identified that correlation coefficients showed strong relationship between attitudetoward the grievance procedure and attitude of the supervisors. Labig and Greer (1988) denote that ahigh number of grievances in a unit or subunit can be indicative of many factors, including both

effective and ineffective supervisory performance. Bemmels and Reshef (1991) mentioned that in aspecific work group, many grievances are in response to specific behaviors by the supervisors.Hence, this present research has targeted supervisors as unit of analysis. According to Clark (1988)

and Bemmels and Reshef (1991) supervisors behavior and personal attitudes may affect their styles

in handling grievance through grievance procedure. Thus, this study tends to evaluate the effect ofpersonality on the selection of appropriate grievance handling styles among immediate supervisors.Grievance is a matter raised by employee to express dissatisfaction with management behavior and is

an attempt to bring out changes (DCruz, 1999). Grievance involves an individuals SriJayachamarajendra College of Engineering, Mysore



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2.2.1 J K INDUSTRIES:

JK Organization owes its name to Late Lala Juggilal Singhania, a dynamic personality with a broad

vision, Inspired by the Swadeshi movement of Mahatma Gandhi, and driven by the zeal to set up an

Indian enterprise, Lala Kamlapat Singhania founded JK organization in the 19th century in India.The process of industrialization and diversification was worthily and successfully carried on by LalaKamlapats three illustrious sons Sir Padampat, Lala Kailashpat and Lala Laksmipat, aided in no

small measure by the late Gopal Krishna son of sir Padampat.JK Organization has been a forerunner in the economic and social advancement of India. It always

aimed at creating job opportunities for a multitude of country men and provides high quality ofproducts. It has driven to make India self reliant by pioneering the production of number of industrial

and consumer products, by adopting latest as well as developing its own know-how. It has also undertaken industrial ventures in several other countries.JK Organization is an association of industrial and commercial companies and charitable trust. Its

member companies, employing nearly 50000 persons are engaged in the manufacture of variety ofproducts and in diverse fields of commerce.Trust are devoted to promoting industrial, technical and medical researchers, education, religiousvalues and providing better living and recreational facility. With the spirit of social consciousness

uppermost in mind, JK organization is committed to cause the human advancement. SriJayachamarajendra College of Engineering, Mysore


Background and inception of the company

1933

First in India to manufacture calico prints-

{Juggilal Kamlapat cottons spinning andweaving mills company, Kanpur}

1940 First in India to manufacture steel bailingHoops for jute and cotton and to make the

country self sufficient by meeting the entiredemand- J.K Iron and Steel Co.Ltd., Kanpur.

1944 First in India to produce Aluminum Virgin

Metal for Indian Bauxite- AluminumCorporation of India Ltd., Jaykayanagar.

1949 First in India to manufacture Engineering files-J.K.Engineers files Bombay.

1959 First in India to set up a continuous process

Rayon plant.1960 First in India to set up a Hydraulically

operated Cane Crushing Mill for KandsariSugar Plant and completed 100 ton plant.

1961 First in world to set up a plant for production

of Hydrosulphite of soda by Sodium

Amalagam processJ.K.Chemicals Ltd.,Bombay.1962 First in India to produce Nylon-6 with its own

polymerized raw materialJ.K.Synthetics

Ltd., Kota.

1965 First to produce sodium SulphoxylateFormaldehyde [Rangolite C of Formosul] inIndiaJ.K.Chemicals LTD., Bombay.

1968 First to manufacture TV sets in India


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J.K.Electronics, Kanpur.1976 First in India to produce steel belted Radial

tyres for passenger car, trucks and buses

J.K.Tyre plant, Kankroli.1980 First in the world to make steel belted radial

tyres for 3 wheelers.

1984 First in India to produce white cement throughdry process.

1985 First in India to produce cathonic Dye ablePolyester Fiber.

1989 First in India to produce magnetic tapes withcobalt technology.

1991 Banmore tyre plant { BTP} set up with the

capacity of 5.7 lacks tyre per annum.1992 R&D center setup at HASTERI.1994 Indias first T-rated tyre launched Banmore

Tyre Plant {BTP} Crossed 100 TPD.

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