Essays on Relevance of ELVN Model in Understanding an Employees Response to Job Dissatisfaction in an Organization Assignment

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The paper "Relevance of ELVN Model in Understanding an Employee’ s Response to Job Dissatisfaction in an Organization" is an amazing example of a Business assignment. The world has become globalized meaning that there is free mobility of labor across the world. In an ideal or favorable job market, the dissatisfied employees are likely to leave and move to desirable jobs.   On the other hand in tight job markets, the dissatisfied employees are likely to hold on to the job. [1] In an organizational context job dissatisfaction really counts especially to all the key stakeholders such as the customers, employees, managers, and employers as well. [2] Employees often seek better ways either to adapt to the situation or choose to exit the organization.

The latter has a negative impact as the employees’ turnover rates give a negative connotation to the organization. [3] There are very many sources of job dissatisfaction in organizations and the results are not always pleasant. Some of the HR functions such as motivation, involvement, job rotation, health and safety, and limited training and career development among others could be the key sources of dissatisfaction on part of the employee. [4] The Exit, Voice, Loyalty, Neglect (ELVN) analyzes the outcomes of job dissatisfaction, and hypothesizes that employees will respond in four different ways; exiting the organization, talking their minds out about it, loyalty to the organization, and through job neglect as well. [5]  The rationale of the model is that job dissatisfaction not only affects individual behavior but also has intrinsic and extrinsic effects on the employees.

This report evaluates the ELVN model and also discusses how organizations can leverage the model in understanding the employee’ s level of dissatisfaction.   Exit, Voice, Loyalty, Neglect (ELVN) Model                       The EVLM model was proposed in 1970 by Hirschman and it suggests that depending on the situation an employee is in and the employee themselves, the employees are likely to take for levels of response to job dissatisfaction. [6] First off, the affected employees might exit the organization.

Exit refers to the process where the employees resign from the organization, transfer to other organizations or work unit, and also attempt to exit. [7] There are three major types of exit; actual planned, and imagined exit.

In the actual exit, the employee literary leaves the organization for greener pastures. [8] In the planned exit model the employee is active in looking for jobs elsewhere.  

References

Grima, François, and Dominique Glaymann. "A revisited analysis of the Exit-Voice-Loyalty-Neglect model: contributions of a longitudinal and conceptually extended approach." Management 15, no. 1 (2012): 1-41.

Kassing, Jeffrey W. Dissent in Organizations. Cambridge, UK: Polity Press, 2011.

Kristof-Brown, Amy and Jon Billsberry. Organizational Fit Key Issues and New Directions. Chichester, West Sussex: Wiley-Blackwell, 2013.

Mishra, Sushanta K., and Richa Saxena. "Voice or Neglect: Understanding Employee Behavior in Two Multinational Corporations." IMJ 3, no. 1 (April/May, 2011): 34-47.

Salick, Anil. "How Employees Respond to Job Dissatisfaction." Synergistic Outcomes. Last modified November 26, 2010. http://www.synout.co.za/2010/11/26/how-employees-respond-to-job-dissatisfaction/.

Vangel, Kristine. "Employee Responses to Job Dissatisfaction." University of Rhode Island | Think Big. We Do. Last modified 2011. http://www.uri.edu/research/lrc/research/papers/Vangel-Commitment.pdf.

Warner, Malcolm. Society and HRM in China. London: Routledge, 2012.

You Sigma. "Exit, Voice, Loyalty, Neglect (EVLN) Model!!!" YouSigma - Great Informational Website for Professionals, Homemakers, Students, and Elderly. Last modified May 13, 2015. http://www.yousigma.com/tools/evlnmodel.html.

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