IntroductionJob dissatisfaction is a negative feeling or response from employees about their work and includes, among others, feelings of frustration, anger, resentment and depression. Job dissatisfaction is a problem because it reduces employee productivity, increases employee turnover rates, and negatively impacts an organization's overall performance. It is vital that employers discuss cases of job dissatisfaction promptly to make their organizations 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 abandonment. Exit refers to transferring employees to other jobs or work units, resigning, or leaving a situation. Voice is an attempt by employees to change a situation instead of running away from it (Vangel 2011). Loyalty is where dissatisfied employees wait patiently for a workplace problem to be resolved. Negligence is where employees deliberately lower their productivity by reducing effort, increasing tardiness and absenteeism, and paying little attention to quality. Wendy is likely to use the Negligence option. From her reaction to Tanya's promotion, Wendy is clearly jealous of Tanya's success and will try to contribute negatively under Tanya. When he heard that Tanya had been promoted, he decides to take a month off instead of staying and helping Tanya with her new tasks. Wendy was trained by the previous nurse manager and has more ideas about the position. However, she doesn't want to... half the paper... and behave. Tanya could ask the clinic management to increase Wendy's salary to recognize her long-standing contributions to the clinic's success. This will encourage Wendy to focus on her work and will ultimately motivate other employees. Conclusion Job dissatisfaction reduces employee productivity and has negative effects on organizations. Therefore, job dissatisfaction should be addressed promptly to ensure cohesion in the workplace. Various approaches such as the EVLN model, four-drive, and equity theory are useful in understanding and addressing job dissatisfaction. Works CitedVangel, 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 Guides Others. Hoboken: John Wiley & Sons.