Employee Assistance Program

Employee Assistance Program Case Studies You are a newly promoted supervisor in a unit you have worked in for more than ten years. John is an employee who used to be your coworker, but now you supervise him. His work is above average, he has an excellent attendance record, and others often call on John for help. Still, John always seems moody, removed, and not very sociable. You would like to see John come out of his shell and be friendlier because you think he has talent above what he is now doing. Which of the following is your best option?
B. In a private meeting share that you have always admired Johns work performance but that you think, he could do more if he would friendlier. Give him the number of the EAP Coordinator.
Been a manager, I am expected to promote performance among the staff. In this context, John would respond better if he were corrected from a positive orientation. Indentifying his positive aspects is vital in the confrontation. My choice for the response is because John has positive performance despite having low scores in socialization.
2-Sharon has recently transferred to your unit. Right away, there are problems. She regularly reports late to work, she talks on the phone with friends constantly, and her performance is not meeting standards. Which of the following is your best response?
A. Document Sharons inappropriate behavior and poor performance, provide feedback to her in a privet setting, and continue to closely monitor her performance.
Sharon has a serious issue that might lead to her dismissal. However, been a managers my action are expected to be at employee’s best interests and, therefore she deserves another chance. My choice of the response is based on the source of the problem rather than the outcome. Probably, her former place of work did not uphold proper work etiquette and hence her misconduct.
3- George is a long-time employee under your supervision. His performance record is satisfactory. In the past 12 months, George and his wife lost their vacation cabin in a fire, they are financially strapped, and their oldest son was recently arrested for drug possession. George is quiet, moody and often asks for unscheduled leave to meet with his sons lawyer or his accountant. Just yesterday, you overheard him say to a co-worker, “Just leave me alone. The summary report will be done as they always do. Go bother someone else.” You have been documenting these similar occurrences, and you decide to suggest to George that he consider contacting EAP. Which of the following is the best way to approach George?
D. Ask George into your office. Share what you have observed, listen to what he has to say, about the personal stressors he and his wife are facing, and suggest EAP as a resource for assistance.
D is the most appropriate response since it balances George’s professional and personal needs. Indeed, George requires someone who can listen to his problems, before been told what to do. Moreover, confronting him without listening to his side of the story will upset him making him develop negative attitude towards any proposal.
4- You supervise Hank in the Department of Correctional Services, where he has the respect of his co-workers, management, and inmates. Recently, you have noticed subtle changes in his behaviors. Ordinarily, very calm and cool-headed, Hank is becoming impatient with co-workers and inmates for minor things. His uniform is not neat and he is repeatedly making offensive remarks. Co-workers are asking you “Whats up with Hank?” You come into work after a few days off, and your manager says that while you were gone, there were two inmate complaints on Hank, and you “had better get to the bottom of this.” How can EAP help is this situation?
B. During a counseling session, suggest that Hank go to EAP for help in figuring out what may be going on.
This choice combines counseling and professional assistance, which Hank requires. Due to the nature of his job, Hank might have developed stress hence the need for counseling. Additionally, the response does not compromise his position, considering that he deserve respect from inmates and his juniors.
5-Three weeks ago, you suggested Pat consult EAP. A myriad of family issues were affecting her work performance and relationships with co-workers. You now note that she is in to work on time, she is friendlier and getting back to her old self. One of Pats co-workers meets with you on a separate matter, but at the close of the meeting he says, “Hey
I heard you referred Pat to EAP. Great! Were all really happy shes back on her feet.” How do you respond?
A. Thank the employee for his concern, and encourage his continued support for Pat.
This response promotes the interest of the three concerned parties. Practically, EAP matters never remains secret, as employees tend to discuss issues affecting them. In this case, I am not expected to deny the existence of EAP or Pat’s referral. However, confidential supervisory issues need not be discussed with employees as portrayed in the response.

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