Importance_of_Managerial_Behavior

INTER OFFICE MEMORANDUM TO: Supervisory Team at InterClean, Inc. FROM: Mid-Level Sales Management at InterClean, Inc. DATE: February 28, 2010 REFERENCE: Importance of Managerial Behavior Managerial behavior can affect workers productivity My sales team and I have been working at InterClean Inc. for years. The company expansion and merger news are very exciting, my team and I are optimal for this golden opportunity. Working at InterClean Inc. has been a nice experience; with the recent merger news many of sales team members are concerned about their roles and responsibilities. As superiors have conveyed very limited information to the employees, it has created rumors in the department. As described in David’s memorandum, “our current sales team will need to be more knowledgeable about the emerging issues in sanitation, environmental regulation of cleaning and cleaning systems, and OSHA standards. Instead of merely knowing how a product works, they will need to understand the legal, environmental, safety, ethical and regulatory issues that affect sanitation and cleaning in varied industries and settings.” Sales team is concerned about this training and new aspect of their job requirement. Employees are concerned about what will be their new roles, their new responsibilities, etc. this anxiety has direct affect on their current work productivity level. Manager behavior can impact employee’s productivity because of close communication. Cascio (2005) stated, “Retention comprises activities of rewarding employees for performing their jobs effectively, ensuring harmonious working relations between employees and managers and maintaining a safe work environment” (p. 6). To retain employees’ confidence and continue to achieve best productivity, superiors must listen to both sides of the story and find the optimal solution to resolve the matter promptly. It is no secret that each time company needs to hire a new employee he or she needs to train and the productivity is slowed. Cascio (2005) stated, “Open communication policies and supportive work environments combine to reduce work-life stress” (p. 61). As mentioned prior I couldn’t stress enough that because of the closed communication from the superiors my sales staff has experienced anxiety and stress, causing to lower their productivity level. If the sales team is constantly in stress, their productivity will continue to fall. If superiors cannot recognize their staff’s stress, staff will continue to loss their productive levels. Our superiors should be aware of the concerns and should promptly resolve them to the best. Superiors must create programs to help teams to manage the stress level and create balance between work and life. This will regain employees’ confidence in the company and they will continue to work for the company. Types of management actions that align with employment laws and that does not From David’s memorandum it is not clear if the merger will create more jobs or workers will be laid off. Employment law is an important area that superiors need to understand to avoid unnecessary legal actions. If company plans to lay off workers, superiors must understand the employment laws like age discrimination in employment act, sexual discrimination, Title VII of the Civil Rights Act of 1964, and other discriminatory actions that can be filed against InterClean Inc. If InterClean Inc. plans to hire more workers, superior must also be aware of the hiring procedures and possible legal actions. Superiors must be aware of hiring legal actions like EEO – Equal Employment Opportunity, ADA – American Disability Act, ADEA – Age Discrimination in Employment Act, EPA – Equal Pay Act and Title VII – Civil Rights Act of 1964. Cascio (2005) stated, “Title VII is most relevant to the employment context because it prohibits discrimination on the basis of race, color, religion, sex, or national origin in all aspects of employment (including apprenticeship programs)” (p. 81). As InterClean Inc.’s executives make decision about hire more employees or layoff current workers they should study these laws to avoid costly lawsuits. Best practices for working within a diverse work environment According to Cascio (2005), “To celebrate diversity is to appreciate and value individual differences. Managing diversity means establishing a heterogeneous workforce (including white men) to perform to its potential in an equitable work environment where no member or group of members has an advantage or a disadvantage. This is a pragmatic business strategy that focuses on maximizing the productivity, creativity, and commitment of the workforce while meeting the needs of diverse consumer groups.” This would be a good time for InterClean Inc. to follow best practices in diverse work environment, as best practices value individual and his or her race, color, religion, sex, or national origin. Best practices help improve formal systems and procedures, train workers, improves accountability, develop, and retain workers. When diversity is well managed, productivity and quality of work life improves. References Cascio, W. F. (2005). Managing human resources (7th ed.). : The McGraw−Hill. Unknown, . (2010, February 28). InterClean Inc. [Week 1]. Message posted to http://myresources.uophoenix.edu course website.