Below is the Job Consultation Flowchart for reference

Following is more information on the first case you have been analyzing involving Monique. Read the additional information below and then answer the questions that follow. You interviewed Monique and her manager. Following are some of the findings you discovered:Monique loved her prior job with the airline; she talked to hundreds of people each day. She misses that interaction and wants to find a job where she has more customer interaction with diverse people...maybe even international visitors. But she really does not know where to begin to find those jobs locally. She also is not able to be very specific about the type of jobs she might consider. She does not "hate" her current job or the people she works with; she just does not find the job fulfilling anymore. You talked to her primary manager with the idea you might talk with others she completes work for to get a better picture of her duties and outlooks. But once you talked to her manager, you realized you probably did not need to go further. Her direct manager is very "hands off" and rather introverted. He had made no attempts to draw out Monique's concerns or desire for other employment. He simply responded to her request to seek coaching. He seemed very detached. You discover the area Monique works in has jobs that have aspects to them where customer contact is common. Some jobs even have international clients where occasional French translation is needed. Referring back to the Job Flowchart you used in the first part of the assignment, you will write a summary report. In this case, you are writing to the manager as though you were submitting a formal consultation report. Your document should be a WORD document addressed to "Manager of Monique." You will use subheads as you wish. You will thank the manager for the opportunity to work on the case with Monique and then include relevant findings from the prior assignment. You will also answer the following items within your report. 1- What is you "Final Diagnoses" about this case? There should be several possibilities that you list; some are even inter-related. Be sure to justify each diagnosis based on findings. 2- What interventions will you now recommend for Monique? Will you involve anyone else? Be sure to specify why you recommend each intervention you list. SYMPTOMS (Intake Analysis). Interview all parties - dysfunctional employees and those who allege they are. Probe for stressors, unhappiness, frustrations, performance issues. Encourage venting. PRELIMINARY DIAGNOSES Summarize what you heard in terms of human behaviors, group issues, and organizational contributors. FURTHER INFORMATION GATHERING (Evidential Research) Who else do you need to talk to and what do you need to know? Do you need work samples or other evidential documentation? Do you need to have the employee(s) complete any assessments in advance? FINAL DIAGNOSES What problems can you safely say you have identified? Is this an individual issue (personality, attitudes, mental or physical issues?) Or is this a function of a deficient manager, poor culture, conflicts among workers, vague job descriptions, inadequate staffing. PLAN INTERVENTIONS What do you want to do to try and change or fix the problem you identified? Which problems can you fix and which ones are out of your area of specialty or boundary? Do you do more assessments? Do you facilitate meetings? Do you conduct more interviews with a coaching focus? Do you attempt to change the job assignment? WRITE SUGGESTED PLAN OF ACTION This is your recommendation on how to proceed to solve the issues identified. All parties must agree and be dedicated to solving the problems. Include timeline. If no agreement, do not proceed. BEGIN CONSULTATION AND SET OUTCOMES Utilize interventions and complete the outlined plan. Changes along the way may be needed and additions may be indicated based on findings. WRITE RESULTS REPORT AND RECOMMENDED CONTINUING ACTION PLAN Notes need to be taken throughout and summarized and shared with appropriate parties. MUST RESPECT PRIVILEGED AND CONFIDENTIAL CLIENT RELATIONSHIP. One you leave, those in charge must continue to keep things more efficient. Make recommendations as to how that can happen. Following is more information on the first case you have been analyzing involving Monique. Read the additional information below and then answer the questions that follow. You interviewed Monique and her manager. Following are some of the findings you discovered:Monique loved her prior job with the airline; she talked to hundreds of people each day. She misses that interaction and wants to find a job where she has more customer interaction with diverse people...maybe even international visitors. But she really does not know where to begin to find those jobs locally. She also is not able to be very specific about the type of jobs she might consider. She does not "hate" her current job or the people she works with; she just does not find the job fulfilling anymore. You talked to her primary manager with the idea you might talk with others she completes work for to get a better picture of her duties and outlooks. But once you talked to her manager, you realized you probably did not need to go further. Her direct manager is very "hands off" and rather introverted. He had made no attempts to draw out Monique's concerns or desire for other employment. He simply responded to her request to seek coaching. He seemed very detached. You discover the area Monique works in has jobs that have aspects to them where customer contact is common. Some jobs even have international clients where occasional French translation is needed. Referring back to the Job Flowchart you used in the first part of the assignment, you will write a summary report. In this case, you are writing to the manager as though you were submitting a formal consultation report. Your document should be a WORD document addressed to "Manager of Monique." You will use subheads as you wish. You will thank the manager for the opportunity to work on the case with Monique and then include relevant findings from the prior assignment. You will also answer the following items within your report. 1- What is you "Final Diagnoses" about this case? There should be several possibilities that you list; some are even inter-related. Be sure to justify each diagnosis based on findings. 2- What interventions will you now recommend for Monique? Will you involve anyone else? Be sure to specify why you recommend each intervention you list. SYMPTOMS (Intake Analysis). Interview all parties - dysfunctional employees and those who allege they are. Probe for stressors, unhappiness, frustrations, performance issues. Encourage venting. PRELIMINARY DIAGNOSES Summarize what you heard in terms of human behaviors, group issues, and organizational contributors. FURTHER INFORMATION GATHERING (Evidential Research) Who else do you need to talk to and what do you need to know? Do you need work samples or other evidential documentation? Do you need to have the employee(s) complete any assessments in advance? FINAL DIAGNOSES What problems can you safely say you have identified? Is this an individual issue (personality, attitudes, mental or physical issues?) Or is this a function of a deficient manager, poor culture, conflicts among workers, vague job descriptions, inadequate staffing. PLAN INTERVENTIONS What do you want to do to try and change or fix the problem you identified? Which problems can you fix and which ones are out of your area of specialty or boundary? Do you do more assessments? Do you facilitate meetings? Do you conduct more interviews with a coaching focus? Do you attempt to change the job assignment? WRITE SUGGESTED PLAN OF ACTION This is your recommendation on how to proceed to solve the issues identified. All parties must agree and be dedicated to solving the problems. Include timeline. If no agreement, do not proceed. BEGIN CONSULTATION AND SET OUTCOMES Utilize interventions and complete the outlined plan. Changes along the way may be needed and additions may be indicated based on findings. WRITE RESULTS REPORT AND RECOMMENDED CONTINUING ACTION PLAN Notes need to be taken throughout and summarized and shared with appropriate parties. MUST RESPECT PRIVILEGED AND CONFIDENTIAL CLIENT RELATIONSHIP. One you leave, those in charge must continue to keep things more efficient. Make recommendations as to how that can happen