Final answer:
The statement that management must process grievances through the grievance procedure regardless of the employee's motives is false. Management has the discretion to determine whether a grievance is valid and should be processed or if it lacks merit.
Step-by-step explanation:
The statement that management must process grievances through the grievance procedure regardless of the employee's motives is false. While it is important for management to address legitimate grievances and concerns raised by employees, it is not necessary to process grievances that are illegitimate or improper. The grievance procedure is designed to provide a fair and formal process for resolving workplace conflicts and disputes, but it does not require management to entertain grievances that lack merit.
In some cases, employees may file grievances with improper motives, such as seeking revenge or causing disruption in the workplace. Management has the discretion to determine whether a grievance is valid and should be processed or if it lacks merit. This allows management to focus their attention and resources on legitimate concerns and maintain the integrity of the grievance procedure.
It should be noted that disregarding grievances entirely may create a negative work environment and may lead to increased employee dissatisfaction. Therefore, management should still address employee concerns, even if they determine that the motives behind them are improper or illegitimate, but they are not obliged to process them through the formal grievance procedure.