As a manager, you might engage in all of the following responses when dealing with an opportunistic employee, except

a. initiating a performance improvement plan after repeated instances of shoddy work, which you suspect is due to a serious alcohol abuse problem.

b. documenting repeated occurrences of argumentative behavior exhibited by the employee and use these occurrences to support your decision to issue a written warning.

c. meeting with the employee who has consistently blamed you for his failure to perform at acceptable levels and ask why he is targeting you for his failures.

d. referring the employee to the company’s employee assistance program, while insisting that his emotional outbursts will not be overlooked when evaluating his performance.