Employee Grievances Impacts and Institution Performances: Case Study of Juba City Council, South Sudan

Abstract

The overall objective of the study is to assess the Impact of employee grievances Impact and Institution performance in Juba City Council, Juba, Central Equatoria State. Data was collected from 50 respondents using Questionnaires. Quantitative data was analyzed using the Statistical Package for Social Sciences (SPSS) and qualitative data was summarized and analyze manually using content analysis. The findings from the study showed that employee grievances exist in different forms with 84% of the respondents indicating that low and imbalance salary create grievances among employee, 88% of respondents indicated that lack of attractive work incentives create employee grievances and 74% indicated that ineffective communication between management and employees causes grievances among employee while 10% declined. 86% of respondents indicated that lack of supervision and management skills among supervisors and managers result to grievances among employee. Furthermore, 64.6% of respondents indicated that unfair treatment of employees by the management. In addition to that 86% of respondents indicated that management failure to pay attention to employee personal problems risk employee's grievances. 70% of respondents indicated that ineffective of delegation of authority to employees by the management causes employee grievances. The findings of the study showed that 92% of respondents indicated that grievances reduce the employee commitment in performance organization's task, 76% of respondents indicated that grievances lead to high turnover of employee in an organization, 88% of respondents indicated that grievances lead to poor quality of produce in an organization. 86% of respondents indicated that recruitment of professional HRM can helps in effective handling of grievances among employees, 86% of respondents indicated that review available remuneration schemes contribute in handling grievances, 78% of participants indicated that reduce bureaucratic procedures in managing employee grievances helps in quick resolution of employee grievances.

In conclusion, effective management of employee grievance help management understands the feelings and attitude of the workers concerning the organizations polices practices and rules. In addition, employee grievance management practice helps managers to identify questionable practices and areas of discontents in the organization and provides measures of correcting the questionable or faulty practices or policies.  Since most grievances in workplaces are related to performance appraisal, rewards and incentives, salary, and general working conditions, the study recommended that management should ensure that it improves working conditions of her employees.