Grievance Redressal System

On a personal level, how will you deal with an incident in which three colleagues lost their lives through violent conflict? Obviously, this would be heartbreaking and shocking? 

The motive of such incidents is usually unclear until you sit both parties to meet and listen to each other. First and foremost, learning from a security perspective is a priority. To focus our attention on maintaining and enhancing good relationship is in everybody’s interest.

Based on this fact, a system must be implemented and allowed to better address conflicts and protect rights of involved parties. A Grievance Redressal System (GRS) is the appropriate tool for addressing such issues. It is a functional channel for resolving issues through which employees and leaders can express their worries and concerns about work activities that are disrupting.  Through this GRS, potential conflict interests are identified, disclosed and managed. The procedure includes declaration of interests. 

Where there is suspected impropriety or wrongdoing, stakeholders have opportunity to make confidential disclosure.  Dialogue exists with all communities within the system. In a wider context, it looks closely at the way people relate across different sites of operation. It is apparent that GPS looks beyond dealing with local leaders and ensuring all parties engage with the rest to the community.

By so doing, subordinates have access to key decision makers, trained/committed to represent the organization in addressing their grievances. If issues cannot be resolved at the local/lower level, they can be escalated for prompt redressal at the apex of GRS headquarters.


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