THE NO SHOW CONSULTANT

Abdul Waseh
20212-29379
What would you do?
■ I would Let Carpenter know that you care about what he’s going through, but insist that he take a short paid leave
and get counselling to deal with his emotional difficulties and evaluate the seriousness of his problems
with alcohol. If the alcohol abuse continues, require him to attend a treatment program or find another
job.

■ Being a manager, it is my duty to understand my consultant’s problems and support them at the time of need.
Looking at the previous record of carpenter one can easily say that he is a hardworking and experienced
employee.

■ I will try to convince Vice president to give employee a second chance as why I want to keep him by letting
them know how the company needs his skills and talent.

■ Convince the management that it will not be easy to close the project if we replace the carpenter with another
one as he knows all the status and updates of project with the major New York company.

■ Replacing him with another consultant will lead to more time and investment and complexity in catching up
the issues as new employee will need training to get familiar with the project.
■ At the point where he has overcome his problems and issues going with is family, I’ll ask him if he want to
take a short leave and have some rest and refresh himself.

■ As he is a experienced employee and likeable, it is better for the company to invest in employee Assistance
program where they can get facilitation and deal with their problems and emotional difficulties.
.

■ I would conclude that retaining the employee could be the best solution given his overall track record. Putting
into place an agreement with the employee of counseling, treatment and improved work performance should
suffice.