Rough Seas on the Link650

Identify the various ways that employees expressed their dissatisfaction on the LINK650.

As we go through the case of ‘Rough Seas on the LINK650’, we would identify some issues that lead to the employees’ dissatisfaction. Basically, there are four particular ways identified by the literature on the organizational behavior highlighting employees’ respond to the dissatisfaction which expressed in the template of exit-voice-loyalty-neglect (EVLN) model.

1.1 Loyalty

Generally, they suggest that “loyalists” are employees who respond to dissatisfaction by patiently waiting – some say they “suffer in silence” - for the problem to work itself out or resolved by others.

In the case of ‘Rough Seas on the LINK650’, the employees chose to stay silence even though they were suffering of doing brutal jobs on the oil rig. During the first few months, they wanted to show the company that they were dedicated to getting the job done.

"Working on LINK650 was a real shock, even though most of us had some experience working along the Newfoundland coast. I'd say that none of the 50 nontechnical people hired in St. John's was quite prepared for the brutal jobs on the oil rig. We did the dirtiest jobs in the biting cold winds of the North Atlantic. Still, during the first few months most of us wanted to show the company that we were dedicated to getting the job done. A couple of the new hires quit within a few weeks.”

1.2 Exit

Exit includes leaving the organization, transferring to another work unit, or at least trying to get away from the dissatisfying situation. The traditional theory says that job dissatisfaction builds over time.

When the new employees were hired by LINK650 and just the start of their job they were a bit hesitant to express their dissatisfaction and the dangerous working environment. The employee had to work the dirtiest jobs even in searing cold conditions of the North Atlantic. After sometimes when situation when out of the control and they were no more able to bear it then they started to leave the job. It even became more critical when their supervisors started to behave more abusive towards them.

"The supervisors started to ignore equipment problems and pushed us to get jobs done more quickly without regard to safety procedures. They routinely shouted obscenities at employees in front of others. Several of my work mates were fired and a few more quit their jobs.”

1.3 Neglect

For this job dissatisfaction expression behavior, the employees usually start to show less interest in