As a 9th grader, I was involved in a confrontation, and at that moment I was about the lead with a right hook, a teacher came around the corner. Now, I was a student at the school where my father taught, so I chose to exit. Forward three years, I was a model for my best friend to help her pass her cosmetology exam. This same person I had a confrontation with was there. Now mind you, I didn’t get to swing! That haunted me for years. Here was my opportunity. My best friend whisper in my ear, please don’t mess this up for me. Well, she came towards where I was sitting in the chair and …
Hirschman speaks on the ways people choose to respond in troubling, dissatisfying, argumentative, life-threatening situations on their jobs, personal lives, and even politics. He points out that there are two types of responses: exit or voice. Exit being one leaving the situation without an opportunity to change things. Voice is standing up and expressing oneself about their dissatisfaction in hopes of making a change. Hirschman was an advocate of exit in a life-threatening experience because of where he lived. He was a refugee from the Germany Democratic Republic during the time of the Great Wall. “Writing in the immediate aftermath of these events, and noting the strong complementary role played by exit and voice in their unfolding, Hirschman (1993: 202) wondered how it could be that ‘exit and voice now worked hand in glove after having undermined each other for four decades.” 
Employees exiting job situations can be costly for the company. Many companies have sought to use exit surveys which give voice to those leaving and assist the company in determining whether they need to make changes in the workplace. Employees who voice their concerns sometimes change things or are considered troublemakers. Hirschman states that those who voice their concerns are exercising loyalty. Loyalty is when one uses their voice to make a change in the company for all. Those who have exercised their voice on concerns contributed to the creation of the whistleblower law which protects those who share personal and private information regarding illegal situations within a company.
This model is not just for employees but in the political world. Many politicians exit or voice their displeasure with the law, policy, administration and other political events. Britain was one that exercised the exit strategy now referred to as Brexit. Politicians are exiting their White House administrative and Senate positions in America due to unpleasant circumstances. Many are voicing their reasons for leaving. Is that considered loyalty? Will their voice make a difference? If advocates had sealed their voices, maybe women would still not have the right to vote, no civil rights, no right to the LGBTQ, labor laws, and many other legal changes.
It also applies to consumers. It affects the demand and supply for retailers. Many companies have customer service departments to address their customers’ concerns. Some customers who are not happy with their service or purchase make a conscious decision to no return there again. This exit method may keep money in their pockets, but it does not help others who may be considering whether to patronize the company or not. To cover all bases, maybe we should voice our concerns then exit.
…Well to continue my story, I chose loyalty. I did not exit nor did I swing but I held a conversation with the young lady. She didn’t even remember the incident.
 Scott Gehlbach, A Formal Model of Exit and Voice, accessed 10/25/2017, http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.491.795&rep=rep1&type=pdf 406-7