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¶ … Microsoft employees' are dissatisfied is no longer news; Microsoft employees have been dissatisfied for years now; but their number is relatively reduced in comparison to the total amount of MS employees. Those who are discontent with the software company can be looked at from the stand point of the exit-voice-loyalty-neglect model. This model represents the employee's reactions to the actions implemented by the management of the organization. As such, those employees who did not welcome the initiatives of Gates' company would automatically leave the company, considering that the company no longer satisfies their needs and seeing no other way to remedy the created situation. Others reacted in a less dramatic manner by keeping their jobs but speaking out their dislikes of the MS operations. A third category, which cannot be included nor as disclaimer but neither as supporter is represented by the group of employees who simply neglected the management's actions and feel safe on the job as long as they get their pay check.
2. As previously stated, several Microsoft employees are leaving the company, but their percentage in the overall MS employees is relatively reduced. Microsoft still has employees which have been with the company from its beginnings; therefore continuous commitment is rather strong within the software company. Among the factors which increase employee loyalty towards Microsoft, one could easily point out the corporate culture, the benefits of being a Microsoft employee and the nature of the work conducted. The company encourages diversity and values the employee; numerous medical benefits cover not only the worker but his family members as well. Then, the employees are given the right to purchase stock and benefit from the corporate profits. Also, they have the chance to work in the largest software company in the world and contribute to changing the software industry.
References:
September 26, 2005, Troubling Exits at Microsoft, Business Week, Retrieved on February 8, 2008 from http://www.businessweek.com/magazine/content/05_39/b3952001.htm
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