It is a well-established reality that organizations in today's world can no longer survive without focusing on their employees. If they want to have a competitive advantage they must invest in human resources and give their employees the highest priority. This notion has led to the strategies that most organizations are pursuing through employee management. To achieve optimal performance from employees, organizations must motivate their employees and involve them in activities that will benefit and help employees achieve their predetermined goals and objectives. To achieve this goal, it is imperative that managers put in place working conditions that help employees achieve job satisfaction, low turnover and low absenteeism and foster the environment that promotes organizational commitments and behavior of organizational citizenship. Job satisfaction has been identified as an important requirement for organizations aiming to achieve excellence in their operations. Armstrong (2003) refers to job satisfaction as the attributes and feelings people have about their jobs. By extension, job satisfaction will mean positive or favorable attitudes towards one's job while a negative or unfavorable attitude indicates job dissatisfaction. In the case of Billy and Ted, Billy could have done many things to improve workplace attitudes and related indicators such as Job Satisfaction, Absenteeism, and Turnover. After that incident Ted had a negative attitude towards Billy and also a very strong negative attitude towards his company. Because Ted was denied compensation and Billy was awarded compensation. Ted felt that his company was not treating him fairly and later left the company because of h...... middle of paper ......cology, 86, 80–92. Judge, T. A., Locke, E. A., Durham, C. C., & Kluger, A. N. (1998). Dispositional effects on job and life satisfaction: The role of core appraisals. Journal of Applied Psychology, 83, 17–34. Meyer, J. P., & Allen, N. J. (1997). Engagement in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage. Stephen P. Robbins, Timothy A. Giudice. Organizational Behavior, 6th Edition. Pearson Australia.Stephen L. Fink (1992). High-commitment workplaces. Greenwood Publishing Group. Weiss, H. M., & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes, and consequences of affective experiences at work. Research in Organizational Behavior, 18, 1–74. http://www.joanlloyd.com/joan_lloyds_topics.aspx http://www.dailyhrtips.com/2011/02/01/hr-blog-can-managers-create-satisfied- employees/