Companies hire me to help them with staffing and employee evaluations. After hearing today's show and recognizing the type of behavior Earl is exhibiting, I felt very compelled to write here. In basic terms, Earl simply does not have the "internal hardwiring" to understand or execute his job as an Executive Producer. If you sat 10 people in a room and had them describe the job description of an Executive Producer, a majority of the people would use terms like "responsibility", "running the show", "being in control". In having a basic common sense understanding of this position, a majority of the people would also see the title of Executive Producer as being a vehicle for career advancement. Meaning, If I perform well enough in this position, I have the opportunity to move onto even bigger career opportunities. Once again, Earl does not exhibit a common sense understanding of his position in comparison to a majority of potential candidates who would jump at the change to excel and perform the position to the best of it's ability. You can break down the reason for Earl's behavior into two possible categories: !. Cultural - Earl may have not been raised with "typical" common sense values relating to work and responsibility in comparison to a majority of the average work force. Earl does not seem to understand the responsibility of his position or recognize the opportunity to advance his career as a result of performing well in his position. In my opinion, a portion of the responsibility for Earl's behavior lies with his employer. Someone who exhibits these employee traits should have never been promoted to such an important position without prior thorough screening and evaluation. It is no longer optimal for Earl to apply his "just getting by" approach to such a position of power. This situation should have been dealt with previously before he was allowed to operate in this function for as long as he has. He may have possible legal recourse if he is ever removed from this position due to length of tenure. 2. Aptitude - Earl may not have the aptitude or natural maturity and responsibility to handle a position of power. How you handle removing someone like Earl from the position: Earl may translate any type of corporate HR action regarding his job status as being a personal attack against him. His demonstrated inability to handle job related pressure and his tendency to exhibit violent outbursts are all warning signs. Develop a detailed security plan before executing action.