Ethical Dilemma, No Show Consultant

Ethical Dilemma Case Jeffrey Moses was facing one of the toughest decisions of his short career as a manager with International Consulting. Andrew Carpenter, one of his best consultants, was in trouble because of family issues, and his problems were affecting his work. International Consulting designs, installs and implement complex back-office software systems for companies worldwide. About half of consultants including Carpenter, work primarily at home.

Carpenter as a consultants is good at his work, knowledgeable, high level of skill and his willingness to travel is hard to find. However, there have been numerous occasions and reports where Carpenter was unprofessional and absent in major activities of the clients, and one of the recent one was with a major client in New York where Carpenter never showed up on the company for the launching of the new software for the first time. For this reason, the New York Company complained and demanded a 50% off from the International Consulting consultant’s fee in which the company VP of operations clearly was upset.

Analysis and Methodology Identification and Definition of Ethical Dilemma Jeffrey Moses as a manager of International Consulting is faced with a tough decision on one of his talented and skilled consultants, who has been in trouble due to family problems in the past weeks. The company VP of operations wants to terminate Carpenter for his unprofessionalism. Moses now is caught whether or not to dismiss Carpenter for this recent irresponsible act or give him another chance.

Stakeholders

1). Andrew Carpenter – The talented and skilled consultant but has problems recently.

2). VP of Operations – who wants carpenter dismissed because of unprofessionalism and causing the company to lose money and disappoints one of the major client.

3). Carpenter’s supervisor – who believes on Carpenter’s ability and skill. And thinks he will change soon and this recent act is temporary.

4). the Major New York Company – who Carpenter worked for a new software and was disappointed because he did not show on the launch to go live operations. Demanded a 50% deduction of the consultant’s fee but still wants him to finish the job rather than replacing Carpenter for them.

Moral Agent Jeffrey Moses – As Carpenter’s manager is caught whether or not to dismiss Carpenter for this recent irresponsible act or give him another chance.

Options to Resolve Ethical Dilemma 1). Give Carpenter a month’s notice and dismiss him. He is a good consultant so he won’t have any trouble finding a new job, and you’ll avoid any further problems associated with Carpenter’s emotional difficulties and alcohol problems. 2). Let it slide. Missing the New York appointment is Carpenter’s first big mistake. He says he is getting things under control, and you believe he should be given a chance to get himself back on track. 3). Insist Carpenter to take a paid short leave and pull himself up back to form. Get counseling and advises on personal aspect. If the abuse continues require him to get professional help or dismiss him.

Alternative Course of Action I will let Carpenter finish his work with the major New York Company and make sure he is guided accordingly by his team leader or another colleague in accomplishing his tasks and deliverables. The guidance Carpenter will get can be simple calls and daily huddle on project status and updates. Make sure he is committed 100% on the tasks and busy all the time. This will make him focus on the job and forget the feeling of disappointment with his family and this will slowly gain back his confidence and focus on work. At the point where he has overcome his problems and issues with family, ask him if he is wants to take a short leave of absence to think things out further. Take a vacation, relaxation or even travel out of the country to give him some well deserves rest.

Recommendations: As the manager of Andrew Carpenter, I am responsible and accountable on this case. That’s why I believe that the best decision to do is to let Andrew Carpenter finish the job at the major New York Company but with guidance from his team leader.

The following are my course of actions to show my strategic plan for the company and sincerity on employee:

1). I will convince the VP of Operations or Human resources team that I want to give Carpenter a second chance. And give them the valid reasons why I want to keep him. I will let them know how the company needs his skills and talent.

2). Convince the management that it will not be easy to close the project if we replace Carpenter with another consultant. Carpenter knows all the status and updates of the project with the major New York Company, replacing him with another consultant will only lead to more time in closing, complexity in catching up the issues and problems and even familiarizing the project. This could even lead to more financial issues and loss more money. Let Carpenter handle the project and besides the major New York Company wants him to finish the work as they believe in his knowledge and skills.

3). As part of the Andrew Carpenter rejuvenating process, I will ask him to take a short leave of absence to clear his mind and soul after the project. He needs time for him to contemplate and decide on his next actions.

4). Advise Carpenter to get counseling and advises on personal aspect. If the abuse continues require him to get professional help or dismiss him

Terminating employees is one of the most unpleasant aspects of an employee to experience. And this feeling is not going to help Carpenter now. What needed to do is to let him realize that he is an important employee of the company and he is needed. With this idea in mind he will forget and accept what had happened to his family. This will buy him time to pull himself back in winning form. After the project, give Carpenter a deserve vacation leave to let him think and asses his condition. Recommend to undergo professional help like a psychiatrist if needed.

The company benefits and reputation always comes first in any organization. Once it has been decided that it is in the company’s best interest to terminate an employee, certain practical business issues must be confronted along with the legal issues discussed later in this article. In the short term, the employer must decide how to distribute the terminated employee(s) existing projects and re-assign their job duties to other workers. [1]

But ‘not’ always and in our case I believe that the best thing to do is give Carpenter another chance and based on his employee track record and personal life, he was not a troublemaker. He just has some difficulties now in his life that why he has acted the way he did for the past days.

In the long term, the company will need to continue to maintain skilled and talented resources, and Carpenter is one of the brightest employees. At least in the short term, he is surely needed and required to be part of the company. If he is dismissed, someone has to fill up his position and work up to the expectation the clients any less competent consultants that will be sent will create more issues and problems for the company reputation.. And the company will be left with fewer human resources available to produce those goods and/or services. A heavier burden will fall on the remaining workforce and they will be expected to increase their productivity. The company must anticipate how these additional stresses on the workforce, the company’s finances, and public image will be addressed prior to implementing the termination. Like all business decisions, terminations must be thought through and properly planned out before being set in motion.