If an employee is emotionally upset when he comes to a supervisor with a problem, the supervisor should, in most instances:

• A. Inquire into the employee's personal problems for the cause of the emotional disturbance.
• B. Refuse to meet with the employee until the employee has regained self-control.
• C. Give an immediate decision satisfactory to the employee.
• D. Help the employee to become calmer before discussing a solution.

Answer: (D)

When someone comes to you emotionally upset, the first goal is to reduce the emotional tension so the conversation can be productive. By helping the employee become calmer before discussing a solution, you create a space where they can think more clearly, listen to concerns, and contribute to finding a workable fix. This shows empathy and supports collaborative problem solving, which leads to better outcomes and stronger trust.

Getting into personal problems isn’t appropriate and can blur boundaries or misdiagnose the issue. Refusing to meet until self-control is regained delays support and can leave the employee feeling ignored. Offering an immediate decision without the employee’s input can feel corrective rather than collaborative and may not address the real cause or be acceptable within policies.