Conflict in Employment Relationships

Conflict with your boss doesn’t have to lead to derailment if the effort is made to effectively manage the situation. By appropriately manage conflict, positive consequences can result. Managing conflict can lead to a more productive working relationship between the employer and you’re the employee:
Increases effort. In many ways, we need our differences to help us clarify our own positions and better understand others. The chaos and confusion that naturally surrounds a search for clarity can actually energize the efforts of all.
To deal with the conflicts many organizations’ human resources or the employment relationship departments have developed grievance procedures. These procedures facilitate in managing the conflict otherwise organizations may face huge losses in terms of employee turnover and employees themselves may find themselves loosing or changing a job too often. A grievance is normally a complain by an employee that to notify that management or the employer in some way or the other has violated any of the terms of their employer-employee contractual arrangement. Formally the grievance procedure is for the processing of allegations from the lower tiers of management to the upper tiers. This allows employees to lodge complains if they have any regarding the work environment, work situation and any of the working relationships also without any fear of reprisal if the process is really fair. A fair and a just grievance procedure may also lead to development of credibility as a good employer for the organization. One of the benefits of well developed grievance system is that it helps firms resolve any conflicts or differences in interest internally and not leading to any court involvement or furthermore any of the public announcements or disclosures that can be more costly.
I do not agree with the statement that there is no need of grievance procedures in the organization. The arguments in favor are presented in the following text. The reason of my agreement which are elucidated as under includes:
Saves costs for organization
Gives employees a voice
Provides a mechanism for employees to communicate upwards
Represents justice
Enhances organizations’ capability
Allows managers to learn of the grievances at lower tier
But, since it is believed that the conflict between the employee and the employer is inevitable therefore, the systems may thought to be flawed or useless because there is always a bias involved in the relationship even