ABSTRACT

Maintaining good employee-employer relationship is one criterion for an organization to succeed. If employees are not happy with management and their fellow colleagues at workplace, organizational goals may not be achieved. This study tends to study the relationship between employee grievance and the performance of the organization, as well as developing various employee relations strategies that can be used in effectively and efficiently managing employees in a business organization. Questionnaires were administered to employees of these selected firms and analysis was done using the SPSS employing the Pearson correlation Test at 0.05 level of significance. Findings from the study revealed that there is a strong relationship between employee grievances and the performance of the organization.

                                        CHAPTER ONE

INTRODUCTION

1.1     Background of the Study

Today, the need to maintain a harmonious relationship in the workplace in order to  boost employee  morale,  enhance  organizational  effectiveness,  and  improve  organizational  productivity  has  made  the  management  of  employee  grievance  a  serious  and  vital  organizational concern. Employee grievance management has emerged as a top priority for  many  right thinking  managers and  managements  in  our contemporary  business  arena,  as  organizations seeking to get the best out of every of its employees must have the capacity to  maintain  a  harmonious  management-labour  relationship  which  is  vital  for  organizational  survival,  success,  effectiveness,  and  improved  performance.  The importance of effective employee grievance management has made organizations to begin to restructure their operating procedures to accommodate their employee’s feelings, opinions and views in order to gain the  employees  trust,  loyalty  and  whole  hearted  commitment,  especially  when  it  comes  to  employees having channels to express their grievances to the management.