Problem:

 The most vocal supporters of the business have threatened to form unions. The performance
review's findings are summarized below.

Case Facts:

 Ensure that salary adjustments are distributed fairly.

 calming down the three activists in order to establish an activist union.
 To ensure objectivity in the ratings, come up with novel approaches to dealing with and
evaluating employees.
 CEOs and managers who gave employees incorrect pay rates.

Analysis/Hypothesis:

 An organization can get closer to success with the help of a performance assessment system
that works, but one that doesn't can doom the company by causing uncertainty and turmoil
across the whole organization, from top management to the lowest levels. In order to achieve
the success of the company, a good assessment system may identify a person's strengths and
limitations and explain how these strengths and flaws can be used and overcome. As a result,
the business will be able to keep its top talent, which will result in happy customers and efficient
succession planning. Employees will be more satisfied when they believe the performance
review process is fair for the work they have completed and the rewards are for genuine
contributions and consistent with the organization's reward policies. Effective performance
review systems increase workers' commitment to their work and job satisfaction.

Alternative Course of Action:

 Have a conversation about the personnel with the workers.

 There should be a different method of employee evaluation.
 Give the job of grading the employees to someone else.
 Differentiate between the assessments of employee performance and adjustments in
remuneration.

Recommendation and Conclusion:

 I suggest isolating the process of assessing workers in terms of compensation changes from the
process of reviewing employee performance. Action Plan: Talk to the affected parties first,
including both the disgruntled employees and the supervisors who do performance reviews.
Second, have another employee conduct a fresh evaluation of the whole workforce to
determine the root of the problem. Investigate the managers who were the focus of the three
employees' complaints, use a different way of performance evaluation, and, if practical,
separate the approaches used to analyze the employees' pay changes.
 If they do not come up with or take into consideration any ideas that would help both sides, I
come to the conclusion that this issue will get much worse. These issues will continue since they
are not enviable, but since you will have found answers, it will be easier for you to think of
alternate courses of action.