IntroductionJob dissatisfaction is a negative feeling or response of employees towards their job, and it includes feelings of frustration, anger, resentment and depression, among others . Job dissatisfaction is a problem because it decreases employee productivity, increases employee turnover rates, and negatively impacts an organization's overall performance. It is crucial that employers promptly discuss instances of job dissatisfaction in order to make their organization productive and profitable. Job dissatisfaction has several causes, including underpayment, career stagnation, poor management, and loss of interest in a job. By addressing these causes of job dissatisfaction, employers will increase the productivity of their employees. Question 1 The EVLN model has four stages which are exit, voice, loyalty and neglect. Exit refers to employees transferring to other jobs or work units, resigning, or leaving a situation unattended. Voice is an attempt by employees to change a situation instead of escaping from it (Vangel 2011). Loyalty is the situation where dissatisfied employees wait patiently for a workplace problem to be resolved. Negligence is the situation in which employees deliberately decrease their productivity by reducing effort, increasing lateness and absenteeism, and paying little attention to quality. Wendy is likely to use the Neglect option. Based on her reaction to Tanya's promotion, Wendy is clearly jealous of Tanya's success and will attempt to contribute negatively under Tanya. When she learns that Tanya has been promoted, she chooses to take a month's leave instead of staying and helping Tanya in her new role. Wendy was trained by the previous nurse manager and has other ideas about the position. However, she doesn't want to... middle of paper ... and perform well. Tanya could ask the clinic management to increase Wendy's salary to recognize her long-standing contribution to the clinic's success. This will encourage Wendy to focus on her work and will ultimately motivate other employees. Conclusion Job dissatisfaction decreases employee productivity and has negative effects on organizations. Therefore, job dissatisfaction must be quickly addressed to ensure cohesion in the workplace. Various approaches such as the EVLN model, the four drivers, and equity theory are useful in understanding and treating job dissatisfaction. Works Cited Vangel, K. (2011), Employee Responses to Job Dissatisfaction. Available at: http://www.uri.edu/research/lrc/research/papers/Vangel-Commitment.pdf (accessed April 6, 2014). White, D. (2006), Coaching Leaders Guiding People Who Guide Others. Hoboken: John Wiley & Sons.