IJIRST –International Journal for Innovative Research in Science & Technology| Volume 2 | Issue 10 | March 2016 ISSN (online): 2349-6010 All rights reserved by www.ijirst.org 195 A Study on Effectiveness of Grievance Handling Procedures in International Airport, Tiruchirappalli Dr. G. Balamurugan V. Shenbagapandian Assistant Professor Student Department of Management Studies Department of Management Studies Anna University – BIT Campus Tiruchirappalli – 24. Anna University – BIT Campus Tiruchirappalli – 24. Abstract A grievance is any discontent or feeling of unfairness and in the workplace, it should pertain to work. The objective of this paper is to determine the effective handling of the grievances faced by an employee. The study identifies the most common factor for arising the grievances are wages and salary, working environment, promotions, transfer, lack of communication, inter- departmental relationship, etc. The study also looks for the root of grievance faced by an employee, grievance handling techniques, and the management procedures of resolving the grievances. Effective grievance handling is an essential part of cultivating good employee relations and running the organization smoothly, successfully and gaining the good productivity of work. Keywords: Grievance, Grievance Handling Techniques _______________________________________________________________________________________________________ I. INTRODUCTION A grievance can be defined as any sort of dissatisfaction, which needs to be redressed in order to bring about the soft functioning of the individual in the organization. Broadly, a grievance can be defined as any dissatisfaction with any aspect of the organization. It can be real or imaginary, legitimate or ridiculous, rated or unvoiced, written or oral; it must be however, find expression in some form of the other. Usually grievance relate to problems of interpretation of perceived non-fulfillment of one’s expectation from the organization. Aggrieved employees usually manifest defiant behavior. The grievance procedure can be divided into two parts:- - A formal grievance redressal process and - An informal process of grievance handling Forms of Grievances A grievance may take any one of the following forms: (a) factual, (b) imaginary, (c) Disguised Factual A factual grievance arises when legitimate needs of employees remain unfulfilled, e.g. wage hike has been agreed but not implemented citing various reasons. Imaginary When an employee’s dissatisfaction is not because of any valid reason but because of a wrong perception, wrong attitude or wrong information he has. Such a situation may create an imaginary grievance. Though management is not at fault in such instances, still it has to clear the ‘fog’ immediately. Disguised An employee may have dissatisfaction for reasons that are unknown to him/his. If he/ she are under pressure from family, friends, relatives, neighbor’s, he/she may reach the work spot with a heavy heart. If a new recruit gets a new table, this ma y become an eyesore to other employees who have not been treated likewise previously. Causes: Grievances may occur for a number of reasons; the reasons are listed and explained below, Economic Wage fixation, overtime, bonus, wage revision, etc. Employees may feel that they are paid less when compared to others. Work environment Poor physical conditions of workplace, tight production norms, defective tools and Equipment, poor quality of materials, unfair rules, lack of recognition, etc.