Grievance by an employee taking recourse to the formal procedure may not in all cases solve the real problem. It is true that in many cases the grievance could be taken care of through the grievance process, but there are instances and occasions when a much deeper analysis of the systems, procedures, practices and personalities in the organization need to be examined for the possible casual relationship between them and the grievance, it is well known that the formally stated grievance is not always the real grievance. There may be hidden reason, such as a problem supervisor for instance, of an individual may have difficulty in relating to a work group with a totally different value system. The factors contributing to the grievance should be properly studied and analyzed to ensure that in fact the expressed grievance represents the problem stated and not any other problem. Causes of Grievance. Grievances generally arise from the day-do-day working relations in the undertaking, usually a employee or trade union protest against an act or omission or management that is considered to violate worker’s rights.