Managers need to be aware of exit and neglect behaviors in response to dissatisfaction because they impose a negative influence on the organization and its employees. These behaviors are initiated and felt by the employee rather than imposed by management. In addition to these​ behaviors, which are generally perceived to have a negative​ effect, voice and loyalty are also possible responses.​ Again, these are behaviors initiated by the employee. With this​ information, what can a HR Director do to maximize the possibility the dissatisfied employees will respond with voice or loyalty or​ both, rather than an exit or neglect​ response?

A. Incorporate appropriate​ selection, orientation, and training for management personnel to ensure that they observe the corporate culture of inclusivity and involvement that encourages the desired organizational citizenship behavior.

B. All the tactics listed in this question could be very successful in eliciting a positive voice or loyalty response in the event they become dissatisfied in the workplace.

C. Incorporate appropriate orientation and training for incoming employees so they feel comfortable offering suggestions for improvement.

D. Actively monitor employee opinion and attitude on a regular basis to keep a finger on the pulse of the workforce.

E. Incorporate this knowledge into the recruitment and selection process to choose employees inclined to respond in a favorable way. In other​ words, this is about selecting employees who are a good match.