Management_Behavior_Memo

Management Behavior Memo Rita A. Davis HRM/531 February 24, 2011 Aron Muse Management Behavior Memo MEMORANDUM TO: Janet Durham, Vice Vice-President of Human Resources Tom Jennings, Vice- President of Marketing Sam Waters, Chief of Compliance FROM: Rita Davis, Sales Manager DATE: February 25, 2011 SUBJECT: Management Behavior during Merger with Enviro- Tech CC: Board of Directors As you all are aware , we will soon be merging with Enviro- Tech. This merger alone will cause some chaos. I want to thank you all now for what I know will be outstanding leadership during the merger and the critical months after the acquisition. During this time it is important that we show positive attitudes. As you all know our attitudes can rub off on our employees. Good attitudes mean higher productivity. We must be especially focused on the quality of work life our employees have during the transition. I would like to hold a meeting at the beginning of next month so that we can go over some strategies, directions, and goals. I would like to develop teams focused on training and a possible mentoring program. We must make sure that our people feel safe (Cascio, 2005, p. 24). It is important that all InterClean employees welcome Enviro- Tech. The attitudes of our employees will be crucial to the merger as well. Fair treatment, conflict resolution, and open communication are crucial at this time (Cascio, 2005, p. 8). I will be asking Human Resources (HR) to be available to address any questions the employees may have. The days following the merger will be intense. We will have a larger group of diverse people. We must work together to merger the cultures successfully. We must be flexible and willing to learn from the Enviro- Tech staff (How to Stay Afloat, 2011). Our best tool is communication. We will bring InterClean and Enviro- Tech together to iron out any potential problems that may arise. The only issue I foresee arising from the merger is one of employee rights and being treated unfairly. Be especially attentive to employee laws during the merger. At the conclusion of our staff meeting, I would like you to report to HR for a recap of management actions that are appropriate within employment law. The EEOC enforces four federal laws: The Age in Discrimination Employment Act (ADEA), Title V11 of Civil Rights Act of 1964, the American with Disabilities Act (ADA) and the Equal Pay Act (Cascio, 2005, p. 80-83). The majority of the Enviro Tech staff is over the age of 40 so we must be careful to follow all laws applicable to the ADEA (Appendix B). References Cascio, W.F. (2005). Managing Human Resources: Productivity, Quality of Work Life, Profits 7th ed.). New York: McGraw Hill How to Stay Afloat during a Company Merger or Acquisition, (2011), retrieved from http://employaid.com/articles/articles.asp'ID=90&TopicID=1 Scenario: Interclean Inc. (n.d.), retrieved from https://portal.phoenix.edu/classroom/coursematerials/hrm_531/20110222/