Concept of Employee Grievance Management with an Explicit reference to Tata Steel Limited

  • Shravit Arora,
  • Akshaya GR and Dr. Abhilasha Raj
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  • Shravit Arora

    Student at Amity Law School, Noida, India

  • Akshaya GR

    Student at Amity Law School, Noida, India

  • Dr. Abhilasha Raj

    Assistant Professor at Amity Law School, Noida, India

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The grievance management system of an organisation is responsible for resolving and highlighting problems that might occur in the workplace because of employment circumstances, workplace health & security, outcome reviews, relationships with superiors and employees, strength and conditioning and advancement operations, and subjective facets. It is also unavoidable for all organisations to possess a grievance management system in order have a cordial and friendly atmosphere that promotes confidence, inclusivity, occupational safety, culpability, and transparency as well as assistance for risk-taking and teamwork among all parties who work towards a common goal, worth, and confidence. Each and every disgruntlement or displeasure, however stated or otherwise, genuine or not, originating out of something relevant to the firm that is perceived, claimed, or perhaps even sensed as unreasonable, wrong, or deficient by an individual is referred to as a grievance, according to Michael J. Jucius. Sometimes grievances might arise because of behavioural and psychological aspects. Discontent or dissatisfaction would lead to frustration among the employees, a biased and hostile work environment, which would in the end impact in the productivity of the organization. It is essential that we manage these grievances with immediate attention through corrective measures. The formal procedure and strategies of managing the grievances might be different in various organizations. This paper further explains the grievance management provision for the employees of Tata Steel Limited.


Research Paper


International Journal of Law Management and Humanities, Volume 6, Issue 2, Page 1643 - 1652


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