Abstract
Today, most of the apparel industries face challenges because of the high turnover rates and low productivity problems. The employees are the basic building blocks of the overall organizational performance. The objective of this study was to identify the impact of employee grievances on employee performance. The population of the study was 600 operational level employees from 03 selected apparel companies in Panadura area. The study investigated the impact of work place employee grievances on employee performance by analyzing the data collected through 200 operational level employees in selected apparel companies located in Panadura area. A paper-based structured questionnaire was administered to collect data. Miscommunication, overloaded work, aggressive supervisory behavior, and training gap in the workplace have shown significant association with employee performance based on the regression analysis. The study proved a negative relationship between the independent variables and employee performance.
Highlights
Human Resources are one of the most valuable and significant factors in an organization
Miscommunication, overloaded work, aggressive supervisory behavior, and training gap in the workplace have shown significant association with employee performance based on the regression analysis
The questionnaire attempted to address the usage of technology, support of the supervisors for the communication and the way miscommunication impacted employee performance. 11 to questions addressed the overloaded work and identified the work level, remuneration and satisfaction level of employees. to questions addressed the aggressive supervisory behavior and to 25 questions considered the training gap and its influence
Summary
Human Resources are one of the most valuable and significant factors in an organization. According to Opatha (2009), the grievance is any real or imagined feeling of personal injustice which an employee has concerning his employment relationship. Even if the grievances are imaginary or real, they must be 74 | P a g e reduced or solved by the management of the organization. If not, it may gradually increase and adversely affect the organization. Employers have to intervene the solving employee problem in a limited way. The grievances of the employees are related to the contract, work rule or regulation, policy or procedure, health and safety regulation, past practice, changing the cultural norms unilaterally, individual victimization, wage, bonus, etc. Employees will feel satisfied only if their problems are addressed and solved on time. The employees are not expecting a ISSN 2738-2028 (Online) | Vol 5 | No 2 | 2021 July specific systematized procedure to solve their problems but they only require a fair discussion and a result that would solve the problems and let them work peacefully (Gomathi, 2014)
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