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 top priority to their employees. This notion has led to the strategies that most organizations pursue through employee management. To achieve optimum performance from their employees, organizations must motivate their employees and involve them in activities that will benefit and help the employees achieve their predetermined goals and objectives. To achieve this, it is imperative that managers establish working conditions that will help employees achieve job satisfaction, low turnover and absenteeism and promote an environment that promotes organizational commitments and organizational citizenship behavior. Job satisfaction has been identified as a major requirement for organizations striving for 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 work attitude and associated indicators such as job satisfaction, absenteeism and turnover. After this incident, Ted had a negative attitude towards Billy and also a very negative attitude towards his business. Because Ted was denied compensation and Billy received compensation. Ted realized that his company was not treating him fairly and later he left the company because of his... middle of paper ......chology, 86, 80-92.Judge , TA, Locke, EA, Durham, CC and Kluger, AN (1998). Dispositional effects on job and life satisfaction: The role of core appraisals. Journal of Applied Psychology, 83, 17-34. Meyer, J.P. and Allen, N.J. (1997). Workplace engagement: Theory, research, and application. Thousand Oaks, CA: Sage. Stephen P. Robbins, Timothy A. Judge. Organizational Behavior, 6th edition. Pearson Australia. Stephen L. Fink (1992). High engagement workplaces. Greenwood Publishing Group. Weiss, H.M. and Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes, and consequences of affective experiences at work. Research in OrganizationalBehavior, 18, 1–74.http://www.joanlloyd.com/joan_lloyds_topics.aspxhttp://www.dailyhrtips.com/2011/02/01/hr-blog-can-managers-create-satisfied- employees/