ISM LEAD Exam - Topic 2 Question 28 Discussion

Actual exam question for ISM's LEAD exam

Question #: 28
Topic #: 2

[All LEAD Questions]

An employee who has been competent and reliable in the past suddenly exhibits erratic behavior and makes mistakes which could have a serious impact on the department as well as the company. The department supervisor learns that the employee is trying to cope with extraordinary family challenges. Given this situation, which of the following is the BEST course of action for the supervisor to take?

ARemind the employee of the firm's expectations and consequences of failure

BRefer the employee to the company's employee assistance program

CRetrain the employee in any areas of weak performance

DDocument performance problems and begin the termination process

Show Suggested Answer

Suggested Answer: B

When an employee exhibits erratic behavior and performance issues due to extraordinary family challenges, the best course of action for the supervisor is to refer the employee to the company's employee assistance program (EAP). EAPs provide confidential counseling and support services to help employees deal with personal problems that might affect their work performance. This approach demonstrates empathy and support for the employee while also addressing the underlying issues that may be impacting their job performance.

Dessler, G. (2013). Human Resource Management. Pearson Education.

Armstrong, M. (2009). Armstrong's Handbook of Human Resource Management Practice. Kogan Page Publishers.

by Lenna at Aug 01, 2025, 02:12 PM

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Art

2 months ago

Documenting issues is important, but termination seems harsh right away.

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Kanisha

2 months ago

Surprised that retraining is even an option here. Seems too lenient!

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Ma

2 months ago

But what if they keep messing up? We can't just ignore it.

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Nobuko

3 months ago

Totally agree, they need support, not threats!

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Peggie

3 months ago

I think referring to the employee assistance program is key.

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Edmond

4 months ago

I keep thinking about how documenting performance issues might lead to termination, which feels harsh given the circumstances. I hope we can find a better solution.

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Julian

4 months ago

This situation seems similar to a case study we did on employee support. I think option B makes the most sense, but I wonder if retraining could help too.

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Lyda

4 months ago

I'm not entirely sure, but I feel like just reminding the employee of expectations might not address the root of the problem.

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Carin

4 months ago

I remember discussing how important it is to support employees during tough times, so I think referring them to the employee assistance program could be the best option.

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Francine

4 months ago

Whoa, this is a tough call. I don't want to jump straight to termination, but the employee's mistakes could really impact the company. I'll need to review the details carefully.

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Sophia

5 months ago

Okay, I've got this. The best approach is to refer the employee to the assistance program - that way we can support them while also maintaining performance standards.

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Kasandra

5 months ago

Hmm, I'm a bit unsure about this one. I want to be fair to the employee, but also need to protect the department. I'll have to think through the potential consequences of each choice.

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Ronnie

5 months ago

This seems like a tricky situation. I'll need to carefully weigh the options and consider the employee's personal circumstances as well as the company's needs.

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Pearly

5 months ago

B seems like the best option. Tossing someone out the door when they're going through a hard time is just heartless. Where's the compassion?

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Angella

5 months ago

I'd go with B as well. Coping with family issues can be really tough, and the company should try to be understanding and offer assistance.

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Ozell

2 months ago

I think B would help the employee get back on track.

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Ilene

2 months ago

Definitely! Family issues can really affect work.

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Vashti

3 months ago

I agree, B is the best choice. Support is crucial.

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Krissy

3 months ago

Yes, offering help shows the company cares.

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Oretha

6 months ago

I agree with B. The employee has been reliable in the past, so the company should try to help them get through this personal challenge.

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Theola

5 months ago

A) Remind the employee of the firm's expectations and consequences of failure

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Paola

7 months ago

Definitely B. The company should provide support and resources to help the employee during this difficult time. Termination should be the last resort.

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Kallie

5 months ago

A) Remind the employee of the firm's expectations and consequences of failure

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Laurene

7 months ago

I think the best course of action is to refer the employee to the company's employee assistance program.

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