Through consistent evidence, studies show that corporate performance has an important effect on job satisfaction and performance
In order to indicate this correlation, the HR team at GMFC has chosen to implement an attitude survey

In short, the attitude survey will present different objectives of importance to the organization’s employees
Employees will then provider their opinion towards the objectives
Once all surveys are collected, the data is then charted and analyzed accordingly

Human attitudes are extremely important within the workplace
Attitude sets the tone for how employees will: make decisions, perform their job, the type of influence they will have on other employees, and so many other things

In analyzing the survey results, …show more content…
Employees at GMFC enjoy their co-workers and the work that they do every day, this is a positive finding
I also believe that this has a huge influence on the low turnover rate at GMFC
Unfortunately, GMFC scored low in objectives that directly impact our negotiation
If unaddressed these objectives will begin to lower how employees feel about the other objectives, untimely increasing employee dissatisfaction and increasing turnover rate

Of all the objectives needing improvement, pay was the most neutral at 53
Pay is one of the major contributing factors for an employee to join the union, GMFC’s score indicates that employees feel “average” in terms of their pay
When employees think of their pay, it is often seen as confirmation of one's status in and value to the organization
There is more of an emotional and behavioral impact behind an employee's attitude towards pay

Obtaining a stronger attitude towards pay is important for GMFC
Improving the attitude towards pay is a strong defense for GMFC against the union
Increasing the attitude towards pay in a positive manner will decrease the amount of employees who see the need for a union

In general, it is human nature that employees want to have the opportunity to advance their career if they …show more content…
To combat the low employee attitude towards supervisors, I suggested that GMFC implements the Trickle-Down Theory
The Trickle-Down Theory suggests that development is a key role in affecting employees attitudes and behavior(Ruiz et al., 2011)
Firstly the organization will provide training to top management to ensure that are a morally good fit for the organization a have the tools to present information ethically; this will trickle down to the supervisors ultimately reaching the employees (Ruiz et al., 2011)

GMFC’s score towards pay was neutral in manner, this leads me to believe that the amount of pay is not the issue or the number would be much lower
The progressive programs will be a win-win for GMFC, the employees will be groomed for promotional opportunities while improving the odds of promoting quality candidates
The Trickle-Down theory suggests that the organization will be able to achieve a notably positive difference in employees attitude towards the organization, limiting the amount of employees who want to participate in the union

Overall, GMFC has created a great environment for it’s employees; turnover rate is low, employees enjoy the work they do every day, employees are satisfied with their co-workers, and employee feeling towards pay is