Interclean,_Inc

InterClean-EnviroTech Merger & Managers Behavior AGENDA: * Introduction * Productivity * Employment Laws * Diversity * Conclusion CONCLUSION: InterClean is excited about gaining the service expertise from EnviroTech employees. We believe the combination of their service expertise and our resources will be make it possible for us to reach our goal in providing a full spectrum of cleaning services and solutions that will become our major avenue of sales. “To meet this challenge, our sales staff will undergo intensive training in the next few months. It may be grueling at times, but we are confident that increased technical skills and expertise will pay off for everyone (University of Phoenix, 2005).” INTRODUCTION: “InterClean, Inc. has officially acquired EnviroTech, one of our major domestic competitors in the corporate market. With this acquisition, InterClean has taken a giant step in achieving domestic market dominance in the sanitation industry. More than that, the service expertise that comes with EnviroTech dovetails perfectly with our new strategic direction (University of Phoenix, 2005). “Over the next four months, we will be working to merge about 60 EnviroTech sales staff and operations specialist into the InterClean structure (University of Phoenix, 2005).” PRODUCTIVITY: Managers are responsible for managing the resources of an organization in order that they may be used efficiently that is within budget and producing a good return on investment, and effectively, that is providing a good standard of service or product (Blyton and Jenkins 2007) A managers behavior can greatly affect the productivity of his or her employees. As we strive to increase our sales productivity we will expect managers to exhibit certain behaviors. PRODUCTIVITY: We expect managers to: * Make themselves available to discuss all concerns from employees relating to work assignments, job performance, productivity, sales, and customer service. * Follow-up on all employee concerns in a reasonable amount of time. Employees tend to work to work harder for managers who regularly show their employees that they support them. * Show a sincere interest in the work of his or her employees and what makes them happy. * Learn how to motivate your employees. Too often customer service takes a back seat to corporate convenience. Companies are run for the convenience of the company and not the customer. Unmotivated and unhappy workers are extremely unlikely to deliver effective customer service (Dalgleish, 2008) * Recognize areas that employees may need more education and or training in and use the coaching and mentoring approach to help employees develop new skills and more confidence. * Suggest resources that may help his or her employees complete their goals more effectively and efficiently. * Help provide a comfortable environment that is safe and conducive to completing work assignments EMPLOYMENT LAWS: Understand the types of management actions that align with employment laws and those actions that do not. Equal Employment Opportunity-equal employment opportunities should be based on individual merit, regardless of race, color, religion, national origin, gender, age, disability or other protected status. This policy extends to all employees, new hires and the employees being transferred from EnviroTech. Harassment and Sexual Harassment-make sure all employees understand that it is illegal for any employee, male or female to harass another employee by making unwelcome sexual advances, or other verbal or physical conduct of a sexual nature, or using an employee’s submission to or rejection of such conduct as the basis for or as a factor in, any employment decision affecting the individual by creating an intimidating, hostile, or offensive environment. Americans with Disabilities Act (ADA)-ensure that all qualified individuals, applicants, and employees with disabilities are given equal employment opportunities and are supplied with reasonable accommodations to carry out the essential function of the position applied for or held. Discrimination against persons with disabilities has two aspects: prejudice and barriers. The latter is defined as “any aspect of the social or physical environment that prevents meaningful involvement by persons with disabilities.” The most obvious example is a building that is inaccessible to a person in a wheel chair because there is no ramp or elevator. Another is an emergency telephone service (911) without a telecommunications device (TDD) or relay services communication system for speech and hearing impaired individuals. It is these and other barriers to access that generate the requirement for reasonable accommodation that is found in the ADA (O’Keeffe, 1993). Actions that align with employment laws are those that protect the rights of individuals and actions that make employees believe it is acceptable to be themselves. Actions that do not align with employment laws are those that violate individual’s rights and those actions that can create a hostile or intimidating environment. Best Practices: Best Practices for Working within a Diverse Work Environment Diversity is changing the workplace in many ways. More women work in fields that were once predominantly held by men. More younger managers are now managing older staff, and more people of different races, cultures and religions working together on the same projects. It is important for managers to able to explain why the organization values diversity and to lead by example. A few examples of best practices include: * Help create an environment that is inclusive of everyone * Make sure all employees attend and participate in diversity training * Discuss issues of diversity in department meetings * Encourage employees to attend multicultural events to learn more about other cultures * Discourage the use of stereotypes to describe people * Help eliminate prejudices by creating diverse teams for projects * Do not participate in behavior or activity that would be hurtful to a particular group of people With the merger of InterClean and EnviroTech we will be gaining more employees with diverse backgrounds, educational level, and different age groups. EnviroTech has an older employee population with more years of experience working with the company and in the industry so, it will be very important for all InterClean managers to learn how to adapt with this future change in dynamics. Various theories suggest that higher turnover will occur in diverse workplaces, especially among isolated employees—those whose demographic characteristics put them in the numerical minority in a workplace (Leonard and Devine, 2006) It is our hope that we can create an environment where we at InterClean will be the workplace of choice. References: University of Phoenix (2005) Scenario: InterClean, Inc Blyton, P., Jenkins, J. (2007). Management. In Key Concepts in Work. Retrieved from http://www.credoreference.com/entry/sageukwork/management Dalgleish, J. (2008) The Round Table. Vol. 97, No. 396, 475 – 480, June 2008 Leonard, J., Levine, D. Industrial & Labor Relations Review; Jul2006, Vol. 59 Issue 4, p547-572, 26p, 5 Charts, 3 Graphs O'Keffe, J. (1993, Spring). Practice and Research. Consulting Psychology Jo