Journal of Business Management & Social Sciences Research (JBM&SSR) ISSN No: 2319‐5614 Volume 2, No.3, March 2013 _________________________________________________________________________________ www.borjournals.com Blue Ocean Research Journals 7 A Study on Employee Grievances at Dharmapuri District Co-Operative Sugar Mills Ltd., Palacode Dr.V.Mohanasundaram, Professor and Head, Department of MBA, Vivekanandha Institute of Engineering and Technology for Women, Elayampalayam, Tiruchengode, Tamilnadu, India N.Saranya, Final Year MBA, Department of MBA, Vivekanandha Institute of Engineering and Technology for Women, Elayampalayam, Tiruchengode, Tamilnadu, India ABSTRACT Organizations are made up of people and functions through people without people organization cannot exist. The resource of men, money, materials and machinery are collected, coordinated and utilized through people. It is through the combined efforts of people that materials and monetary resources are effectively utilized for the attainment of common objectives. Without united human efforts no organization can achieve its goals. Thus, it is essential to promote and maintain employee to be fully satisfied with his working conditions for higher productivity and Industrial growth. Grievance is very difficult to define because it is an intangible, unseen and unobserved to say “Any real or imaginary felling of dissatisfaction and injustice which an employee has about his employment relationship”. KEYWORDS: Employee Grievances, HRM, Palacode. INTRODUCTION The efficiency of employees depends to a great extent, on the environment in which they work. Work environment consists of all the factors which act and repeat on the body and mind of an employee. Under industrial psychology the physical mental and social conditions in which people work are analyzed to suggest improvements in them. The primary aim is to create on environment which ensures the greatest ease of work and removes all the cause of annoyance, anxiety and worry. If the work environment is congenital, fatigue, monotony and boredom are minimized and work performance can be maximized and then the grievance can also be minimized. A compliant of one or more workers in respect of wages, allowance conditions of work and interpretation of service stipulation and conveying such area as our time leave, transfer promotion, sincerity job assignment and termination of service. OVER VIEW OF ORGANIZATION The Dharmapuri District Co-Operative Sugar Mills Limited, Palacode, an agro based industrial undertaking in the District of Dharmapuri was established to fulfill the long felt need of the public in general and the sugarcane growers in particular. This District was traditionally jaggery manufacturing area. Normally the bulk of the cane grown in the District was delivered to jaggery manufacturing and a small quantity to kandasari sugar before the sugar mills was established. This sugar factory is situated at Timmanahalli in palacode taluk in Dharmapuri District. The mill is located in a compact block of land measuring 171.73 acres (including its cane farm, quarters, Dharmapuri-Hosur road (via) Rayakottai. The mill was registered under the Tamilnadu Cooperative Societies Act 1961, on 29 th August 1966. The factory commenced its first crushing season on 29 th February 1972. The mill has expanded its crushing capacity to 2000 TCD from 28-2-1987 at a total project cost of Rs.457.19 lakhs (Rs.260 lakhs by loans from financial institutions and the balance from own fund). The mill has also availed Rs.15 lakhs as subsidy from SIPCOT. REVIEW OF LITERATURE Paul F. Salipante, René Bouwen, (1990) 1 in his study “Behavioral Analysis of Grievances: Conflict Sources, Complexity and Transformation” grievance research has made little use of behavioral concepts developed in the literature on organizational conflict. Such concepts form the basis for a model of grievance behavior that relates the sources of grievances to grievance actions and outcomes. Sources of grievance conflict are explored by analyzing interviews with Belgian and American employees concerning their complaints in the workplace. As an alternative to the limiting substantive classifications traditionally used, a categorization of grievances is presented that corresponds to grievant' own formulations of the causes of conflict. Applying this categorization scheme to the interview data revealed that most grievances have multiple sources and that a grievant typically distorts public statements concerning the sources of the grievance. Behavioral analysis of grievances can benefit researcher and practitioner by providing insight into the