Today every organization in the world dedicates a lot of effort, time and resources to human management. Being an exceptional reality, no organization in the world can compete in this globalized world only on the basis of its products and services. For an organization to be successful, it must invest substantially in people's skills and behavior. Due to the stressful work environment, many organizations lose employees due to lack of motivation, stress, lower employee job satisfaction, and other contributing factors in behavioral science and psychology. All these factors have negative effects simultaneously on the organization and organizational behavior. Many experts agree that all these factors create disoriented and demotivated employees and influence the overall goals of the organization and greater employee dissatisfaction. Due to all these factors managers have come up with different strategies to understand employee problems and improve organizational behavior by screening eliminate the employee who does not fit the specific organizational culture and specific job based on interests and experience instead of approach conventional. These steps are very utilitarian in improving employee job satisfaction, which in return reduces absenteeism and employee turnover, thus benefiting the organization in improving its services and products. In Billy's case, Billy received a compensation of five million dollars because of the accident, on the other hand Ted had the same accident but did not get any compensation because he had normal injuries, this accident developed a very attitude negative in Ted towards Billy and their company. After a few months Billy started... halfway down the paper. .....piano, R.D., Cobb, S., French Jr., J.R.P., Harrison, R.V., & Pinneau Jr., S.R. (1975). Job demands and workers' health: main effects and occupational differences. Institute for Social Research, University of Michigan. HEW publication no. 75-160 of the US Department of Health, Education and Welfare. (NIOSH).Harrison, D. A. (2002). Meaning and measurement of withdrawal from the work role: current controversies and future implications in the context of technological change. In M. Koslowsky & M.Krausz (Eds.), Voluntary employee retirement and attendance: A current perspective, 95-132. London: Plenum Publishing. Kidwell Jr., R. E., & Bennett, N. (1993). Employee propensity to withhold effort: A conceptual model for intersecting three research avenues. Academy of Management Review, 18, 429-456.Stephen P. Robbins, Timothy A. Judge. Organizational Behavior, 6th Edition. Pearson Australia.