Case: GMFC Attitude Survey Satisfaction Percentile Central City - Total Pay 53 5
ID: 459688 • Letter: C
Question
Case: GMFC Attitude Survey
Satisfaction Percentile
Central City - Total
Pay 53 50
Promotions 36 50
Work itself 62 50
Supervisors 27 50
Coworkers 86 50
Turnover Percentile:
Rate per 100 18 50
GMFC is a member of the Heritage Group, a consortium of employers with personnel research departments that participate in employment studies and share information. All members agreed this year to administer the same attitude surveys to their employees and relate the measures to variables such as turnover and productivity. To gain union cooperation in Central City, GMFC agreed to share the results of the survey and the broader study with Local 384. In return, Local 384 urged members to complete the surveys they received. When comparative information became available, the results shown in the table were sent to Central City. If you were a union or management representative, what would you make of the results? What impact might this have on the potential for negotiations in the next round of contract talks?
This project is a 10 slide power point presentation with notes for each slide- ?
Explanation / Answer
Consider that I am the union representative.
From the results it is very evident that the employees are not happy with the pay that they are being paid. It is only 53% of satisfaction levels. Supervisor satisfaction levels are at the worst of them all. The management should consider of giving training to all the supervisory staff on how to handle the subordinates who are working with them. The satisfaction of the work that the employees are doing are at the lowest levels. Promotions also needs to be worked out effectively. The only satisfaction that the employees have is the relationship with their co workers. It stands at the highest of 86%.
In the next round of negotiations of the contract, the management has to deliver a lot to the employees. The employees demand will be on raising the salary, giving better supervisors and good promotional opportunities. If atleast some of their demands are not immediately satisfied there will be a definite uproar among the employees. The immediate actionable could be first acted upon by the management.