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Bust Up

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Bust up Essay

One of the most important themes in the history of research on organisational behaviour has been the study of employee’s motivation and responses to job dissatisfaction. In recent times, employee nurse Wendy was virtually assured that she would be promoted to manager nurse, but instead the selection panel decided after interviews that Tanya was the more suitable candidate. As a result, the frustration and pessimistic emotional state of Wendy was clearly shown by means of the outburst response that left Tanya in shock and unsure on how to manage Wendy’s situation. The focus of this essay will be to explore the job dissatisfaction of Wendy and to further predict Wendy’s future actions and recommend strategies that Tanya could use. Proceeding these recommendations, the usefulness of the four-drive theory and equity theory will be assessed in order to keep employees motivated and deal with Wendy’s behaviour.
The Exit-Voice-Loyalty-Neglect (EVLN) model is an important framework used to describe employee responses to job dissatisfaction in one of four ways: by exiting, speaking out about it, loyalty, or job neglect. Based on these ideas of the EVLN model, Wendy has allowed conditions to worsen by enforcing the ‘neglect’ approach when she decided to take time off work. In addition, she had unsuccessfully attempted to voice her level of job dissatisfaction to any of the staff until the recent outburst that occurred at Tanya’s office doorway. According to Lee and Whitford (2007, p. 3) although “Voice can be a substitute for exit, and exit can be a ‘reaction of last resort’ when voice fails” without the presence of loyalty the likely outcome of all situations is ‘exit’. For this reason, it can be stated that the most likely future actions of Wendy will be to ‘exit’ the clinic or to be repositioned in a new department because she cannot no longer show

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