Grievance Procedure Reading Answers

May 21, 2025

Grievance Procedure Reading Answers is an academic reading answers topic. Grievance Procedure Reading Answers have a total of 5 IELTS questions in total. In the questions given, candidates have to choose the correct answer from the given letters for each question separately.

The candidate's understanding and assessment of academic and general texts are examined in the IELTS Reading Section. By using IELTS Reading Practice Questions, you can increase your vocabulary, sharpen your critical reading skills, and become more familiar with the various question types in reading tasks. It's critical to comprehend the guidelines for every question type and create effective ways to manage time if you wish to receive excellent band scores.

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Section 1 GRIEVANCE PROCEDURES

A good contract that clearly lays out the terms and conditions of employment is essential in reducing frictions and grievances in the workplaces. However, there are times when despite the most comprehensive contract, disagreements can arise between employer and employee. A key element in reducing the impact of such problems is often the establishment of a formal grievance procedure — a standardized set of procedures to follow when someone has a complaint or a grievance. This needs to be clearly laid out at the outset of any working relationship.

For grievance procedures to be effective, both the employer and the employee should see them as positive, a method of facilitating the open discussion of areas that could possibly cause ill feeling. When managed poorly, grievance procedures, even when only laid out in a contract and not actually being used, can create a feeling amongst employees that the employer is not offering support, but is instead protecting their interests through legal means. Even further,

some employees are hesitant to use the grievance process out of fear of recrimination. Some studies have shown that employees who raise grievances tend to have lower performance evaluations, promotion rates, and work attendance afterwards. This suggests that some employers may retaliate against employees who raise complaints. It is vital that a company's grievance procedures include steps to prevent a backlash against those who choose to use them. From the manager's side, when an employee raises a grievance, it can be perceived as lack of managerial capability, causing the manager to overreact at the perceived suggestion that they have done something unfair or unethical to require the grievance at all.

There are two key factors in establishing a workable grievance procedure. The first is the concept of a progression of levels at which a given complaint may be handled. Typically this begins with a step that provides for rapid and informal addressing of a complaint by those immediately involved, with appeals to successively higher levels of management or other representatives possible in the event that lower-level resolution doesn't work. The second factor is the availability of an alternative procedure, to be used if several successive attempts at negotiation have failed. Typically this will be mediation - negotiation with a third party - or arbitration - the introduction of a neutral party to preside over discussions. Many grievances can be resolved quickly by correcting a misunderstanding, or with a simple negotiation. In this case

the grievance procedure saves time, money, and the relationship between the parties. Having the issue handled by those immediately involved is a benefit as well, as they know more about the problem at hand than do people at higher levels.

However, a given grievance may involve a more difficult issue, or one or more of the parties may refuse to settle with a simple negotiation. The availability of appeals to a higher level not only provides an end to what might otherwise become frustrating and obstinate refusal to compromise but often serves to remind a given representative at any level that reasonableness at this stage will eliminate the need for review of his or her actions by someone higher up. By limiting the time allotted to each step of the grievance process, neither party can stall the process indefinitely.

In the event that the parties have discussed the matter internally at all levels provided in the procedure and are still unable to come to satisfactory solution, it is important that the mediator or arbitrator select has been agreed upon by both parties. The arbitrator or mediator should be familiar with the industry concerned, and should have access to a set of standards against which the reasonableness of proposals made in grievance negotiations can be measured. Previous arbitrators' decisions (generally known as "awards") are indexed and published, meaning that the intermediary has access to previous cases in order to make as informed a decision as possible.

Question 15–19

Choose the correct letter.

15. Employee grievances

A. are avoided by a carefully worded contract.

B. can be minimised by having a clear procedure.

C. are often seen as positive.

D. must be responded to formally.

Answer: B

Supporting statement: A good contract that clearly lays out the terms and conditions of employment is essential in reducing frictions and grievances in the workplaces.

Keywords: employment, grievances

Keyword Location: Para 1, Lines 1-2

Explanation: The text states that employee grievances can be reduced significantly by laying out the terms and conditions of employment in the contract.

16. The establishment of a grievance process

A. often leads to friction.

B. can lead employees to feel victimised.

C. needs to be put in place at the beginning of a working relationship.

D. give the company the appearance of not being supportive.

Answer: C

Supporting statement: This needs to be clearly laid out at the outset of any working relationship.

Keywords: outset, working

Keyword Location: Para 1, Line 6

Explanation: According to the text, a grievance process, including a standardised set of procedures to follow when someone has a complaint or a grievance, needs to be established clearly before the start of any working relationship.

17. A grievance

A. should first be addressed by those concerned.

B. can be mistaken for a lack of ability from the employee.

C. should go directly to senior management.

D. can only be raised at a management level.

Answer: A

Supporting statement: Typically, this begins with a step that provides for rapid and informal addressing of a complaint by those immediately involved,

Keywords: addressing, immediately

Keyword Location: Para 3, Lines 3-4

Explanation: The text highlights that a grievance should be addressed by the concerned people immediately after having received a complaint about any.

18. Resolutions to grievances

A. need to be negotiated with a third party.

B. can often be found by clearing up a point of confusion.

C. are better found by senior management.

D. have a high cost.

Answer: B

Supporting statement: Many grievances can be resolved quickly by correcting a misunderstanding, or with a simple negotiation.

Keywords: misunderstanding, negotiation

Keyword Location: Para 3, Lines 8-9

Explanation: According to the text, a grievance can be easily and quickly solved by just clearing out any misunderstanding that may have been the root cause of the concerned grievance or complaint.

19. Mediators or arbitrators can help resolve a difficult grievance because

A. they have more knowledge of the problem.

B. awards given are normally higher.

C. they have a time limit in place.

D. they are commonly selected by agreement from both parties.

Answer: D

Supporting statement: it is important that the mediator or arbitrator select has been agreed upon by both parties.

Keywords: mediator, parties

Keyword Location: Para 5, Lines 2-3

Explanation: The text states that a difficult grievance can be solved easily by a mediator or arbitrator, as they are selected by the parties involved in the complaint.

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