The recent media uproar that characterized the demise faced by Supercomp denoted the importance of resorting to harmonious grievance management in the organization. The internal activities, especially misunderstanding in the company’s management, should not be exposed to the media. When the public understands the managerial problems facing the organization, as was in the case of Supercomp, the investors can shift their attention to other competitors in the sector; affecting the overall performance of the organization. As such, the management should outline the procedures and steps to be followed in case of grievances in the organization.
Grievance procedure, articulated by the management, is not a show of failure, but denotes the amicable way of resolving the managerial problem without incorporating third parties into the issue. In maintaining harmonious relations and promote industrial peace, the company needs to lay a Code of Discipline that should be instilled when there is sprout of grievances. Grievance handling requires a systematic method. Most of the companies that are deemed to have peaceful procedural undertakings and satisfaction of its workers and management have been fostered through the grievance management procedures. Internal disputes exist, in these organizations, but due to the presence of qualified personnel to handle the situation harmoniously, the company’s image is upheld (Leatherbarrow & Fletcher, 2010).
Consequently, for Supercomp to realize agreeable conflict resolution, the management needs to define, describe, or express the nature of the grievances as clearly and as fully as possible. After which, the management should collect all facts that serve to explain when, how and why the grievance occurred (Randhawa, 2007). There is no need for engaging in counter-attack on the grievances of the staff or managerial team. Most of the organizations fail in its operations to mitigate the adversity of the grievances, as they issue counter threats to the grievances. Some of the threats include suspension, demotions of workers, and imposing fines.
Grievance procedure, just like disciplinary procedure, is used where the management has cause to complain about the behavior of an employee. In addition, it is used where an employee has a cause to complain about the management. As such, it prevents minor disagreements set off major conflicts and can also improve employee retention. Following the suit of Supercomp, most of the organizations have inclined to the grievance procedure of solving conflicts. The details of the grievance procedure and the number of steps in it may vary from one organization to the other depending on the size and the number of employees (McCarthy, 2006).