Grievances and the recommendations on how these should be redressed

Following is the list of grievances that our team members came across during their working in
different organisations:

1. Grievance regarding the system of submissions of documents at Finance department as

receiving is not provided and any misplacement at their end can’t be proved resulting in
conflicts. (System related at MSIL).
2. Grievance regarding inappropriate designation given to new recruit while the other
employees with similar experience were at higher position in the same organisation. (At
MSIL).
3. Grievance of workmen being regularly called on off-days like Sundays for production
requirement.
4. Grievances of workmen regarding poor working conditions like poor lighting, air circulation
etc.
5. Grievances regarding not given promotions or rewards at appropriate times.
6. New recruit was having problem with a bossy supervisor who was not his reporting officer.
The supervisor was liked by 1 of the proprietors. The recruit quit the job after some
unpleasant experiences with the supervisor. {Prakash Links Industries (PLI)}
7. Managers were having problems with Medical Representatives (MRs) for not visiting doctors
& stockists regularly. {M/s. Mahadev Enterprisers (ME)}
8. Stockists were having problems with ME when they were given substitutes for the asked
goods. (ME) (Mahadev Enterprisers)
9. There were grievances among the managers as they were never together to ponder over a
course of action for the betterment of ME.
10. Rules followed by different departments inside the company not clear for other
departments/not being transparent
11. Disparity in factory allowance among the officers and managers

Recommendations:

1. The giver can be provided with a receipt document which has to be signed by the
finance department.
2. Designation gap should be minimized. New recruits could be made aware of the
experience of the existing employees in the company. The performance matrix system
should be defined accordingly and the new employees should be made aware of the
same in order to accommodate the differences in years to come so as to bridge the gap
in the near future.
3. Such workmen could be rewarded in cash or kind. They could be given extra leaves or
bonuses & could be promoted quickly.
4. Poor working conditions should be taken care of as soon as possible. Workmen in such
conditions should be rewarded till the matter is not resolved.
5. Promotions & rewards should be given appropriately. Grievance should be taken with
the head of the concerned department. Pending rewards should be accounted for.
6. The recruit could have spoken to the other proprietor via his reporting officer. Both the
proprietors could have discussed the matter. The proprietor who liked the supervisor
 could have told the latter to make amends with the recruit & be concerned with his
work.
7. MRs could be given perquisites for regular visits. The number of visits may be directly
linked to the benefits. Managers should check the daily call report regularly & confirm
with the clients.
8. Stockists should be made aware of the non availability of the asked goods in time so that
they could either go for the substitutes or look for the asked goods elsewhere. As far as
possible relation with the stockists should not be compromised with monetary benefits.
9. Cross functional team meeting should be promoted inside the company so as to
encourage managers from different departments to discuss different issues and
deliberate
10. Rules should be made clear to all the employees through training during hiring and at
regular intervals
11. Equitable factory allowances at different levels and higher transparency on the deciding
categories for fixing allowances