Management_Behavior_Memo

Dear Team, as you all know InterClean is making power moves that are affecting the company as a whole. I would like to discuss management’s behavior in relation to the productivity to our workers, working within a diverse environment as well as management actions that align with employment law and the actions that do not. According to Wayne F. Cascio Managing Human Resources (2005), there was a section over the key characteristics that are related to success. I feel that if we can implement these characteristics it will help with moral, and the overall productivity of our workers. This will enable them to continue to focus on their job and not worry over their job. I’ve summarized the characteristic in relation to InterClean’s working environment. • Tenacity and Resilience. Keeping a positive out perspective despite the current changes. • Communication. Being vocal to our sales team with all current changes. Letting them utilize the open door policy. • Adaptability. Making new ideals over how we can train without our employees feeling that it override the time when they are suppose to be on the sales floor. • Organization and commercial awareness. Gaining ideals over the new prospecting areas when it comes to the new demographics. • Teamwork. Make yourself available to the sales force. Support their decisions as well as their ideals that may help with the changes. Help boost team spirit. • Staying Self Disciplined. Make sure that you are professional at all times. Do not discuss things that you do not know defiantly. (That is how RUMORS are started.) In reference to my work at OfficeMax there has been many time when we were giving drastic changes. Some of the ideals stated above are some of the characteristics that I seen in a few of my supervisors. They were able to motivate as well as adapt quickly giving the lower level employees the confidence that they need to trust in them and help them with the resources that they need. For InterClean we work in a very diverse environment however after we bring on the new hires’ it will be even more diverse. Right now our standard positions are held by younger, less experienced, less educated individuals. Our new hire plans on hiring much older, more experienced and educated people. This may cause many to feel that they may not have job security. “All employees, no matter whom, no matter at what level, wants to be treated with respect. (Wayne F. Cascio, 2005).” To help with this I feel that we should implement management practices, in relation to InterClean. 1.) At InterClean we should respect all cultural backgrounds and cultural behaviors. This means no disrespectful comments or actions. Absolutely no favoritism to only certain employees. 2.) Take advantage of our cultural backgrounds and use the different perspectives to our advantage. With the changing environment we would soon need this diversity. 3.) Use the diversity to meet company requirements and compliance. 4.) Do what it takes to retain our diverse environment. Ensure that everyone feels secure in their position. Currently at my job, we acknowledge all diversity. We like to make sure that all employees feel comfortable with their position and with their fellow workers. The last thing that I would like to discuss it the actions that align with employment laws and the actions that do not. At this time we need to consider our behavior heavily. Our actions can create lawsuits for the company. We cannot discriminate anyone for their age, race, gender, religion, disability or status. When it comes to the point that we need to let an employee go the only terms that we are allowed to fire that person is if the company had a budget cut and cannot afford to keep the employee, the employees termination is based upon their performance in relation to their success rate or failure rates. If an employee goes against company policy which is reviewed when first hired that is also grounds for termination. Employees who cause any harm such as sexual harassment as well as physical harm are also grounds for termination. I hope that in this review that you have taken in much information that will help you succeed as a supervisor. If you have any questions please feel free to come by my office. I have never personally been in a situation where a person has been decimated or had to purse actions against a business. I know that these types of situation do exists so reading over what is acceptable in terms of a termination was very resourceful to me. Mireille Merilice Reference Page Wayne F. Cascio. (2005). Managing Human Resources. Retrieved from Wayne F. Cascio, HRM531 website