Management_Behavior

Management Behavior InterClean Inc. has acquired our major domestic competition EnviroTech. With this acquisition, I want each manager to take three very important management behaviors into account. The first issue is the diverse relationship in our work environment. The second issue each manager understands of what employment laws does or do not affect ones’ management activity. The final behavior is how you as a manager can affect productivity of your workers. I believe if you as managers know and understand these behaviors then this acquisition will be a smooth transition. Over the past few years diversity has become a major factor among companies. When addressing the justification of diversity there are five major issues. 1. How does diversity help and expand a company into global markets' Hewlett-Packard stated “Our customers, suppliers, and strategic partners are increasingly global and multicultural. We must be positioned to relate to them (Chapter 4, p. 1).” 2. How can diversity help to increase purchasing, build brand products, and have InterClean Inc grow' Take Corporate America; in 2000 it spent $55 billion on supplies from minority-owned suppliers. Today that number has increased about 61% (Chapter 4, p. 1). 3. How can diversity support InterClean’s asset and resource strategies' We need to see what our threats are, for example, if we are developing a hard time retaining or obtaining top talent. We better reconfigure what needs to be done to correct this error (Chapter 4, p. 1). 4. How does diversity build InterClean corporate image especially among our customers' In today’s society people are looking at organization that develop and promote an array of people. For example, take the Working Mother, a magazine’s Best Companies for Working Mothers, if InterClean can hit the list of best companies for Working Mom does can give us an edge (Chapter 4, p. 2). 5. How diversity enhance operational efficiency' Today employees expect more from companies-from nondiscriminatory, hassle-free workplace to flexible schedules and benefits that includes childcare assistance. Employees who feel valued and included yield a greater commitment and motivation to succeed. U.S. workforce consists of more ethnic, racial, and minorities, immigrants, and women. Women’s share of the workforce will be 47.5% by 2012, white non-Hispanics decreased to 71%, the Asians, American Indian, Alaska Native, and Pacific Islanders will increase to six percent. The Hispanic share of labor force will increase to 13% and the African-American share will hold steady at 12% (Chapter 4, p. 2). As a manager, it is very important to know and understand employment laws. We as managers must minigate our risk of any disciplinary or discharge actions. Please review these five steps that can help minimize those risks on InterClean. 1. Be consistent- we have company policies and procedures that should be reviewed and understood by management and employees. 2. Write it down- be sure to write down any actions in respect to your employees. This detailed report giving clarification to way action had to be taken; this could be very useful if later a suit was filed. The information should be signed by the employee, someone from HR, and you the manager. 3. Act promptly- If an employee commits an act in violation to company policies, theft, or insubornation, and then take action immediately. 4. Follow-up- As a manager, if you ask an employee to improve certain aspects of his or her job performance. Then you should check to insure he or she complied. 5. Articulate real reasons (Dunn, pg 2-5). However, Title VII is a very important federal EEO law, for it contains the broadest coverage, prohibition, and remedies. Title VII coverage include six exemptions. 1. Bona Fide occupational qualifications- If a position calls for gender specific candidate, then it must be proven by the employer (Chapter 3, pg 6). 2. Seniority systems- Title VII permits seniority merit, or incentive systems qualify, but there are still questions with this particular issue (Chapter 3, pg 6). 3. Pre-employment inquires- This is on a voluntary basis (can be), but some companies offer these questions to meet the federal regulatory agencies requirements (Chapter 3, pg 6). 4. Testing- An employer is able or may act on administering a test. If there is an adverse impact, then that test must validate it is job related (Chapter 3, pg 6). 5. Preferential treatment- That the Title VII does not require granting preferential treatment to people based on sex, religion, or race. That the employer must prove a legitimate reason for not hiring a particular individual (Chapter 3, pg 6). 6. National security- An employer can discriminate only if he or she can prove without doubt it is a threat to national security (Chapter 3, pg 6). A study performed by The Gallop Organization, a research firm that identified 12 worker beliefs. These beliefs are measures of employment satisfaction engagement the biggest trigger for profitable productive workplace. When these 12 beliefs were analyzed it showed a consistent reliable relationship between the beliefs and such as profits, productivity, employer retention, and customer loyalty. As an example, work groups that have positive attitude are 50% more likely to gain customer loyalty and 44% more likely to produce above-average profitability. I want each of you take close look at 12 beliefs or statements and implement them into you team’s job performance. The 12 beliefs or statements been proven too increase higher profitability, revenue, and the overall employee turnover rates. 1. I know what is expected of me at work. 2. I have the materials and equipment I need to do my work right. 3. At work I have the opportunity to do what I do best every day. 4. In the last seven days I have received recognition or praise for doing good work. 5. My supervisor or someone at work seems to care about me as a person. 6. There is someone at work who encourages my development. 7. In the last six months someone at work has talked to me about my progress. 8. At work my opinions count. 9. The mission or purpose of my company makes me feel my job is important. 10. My fellow employees are committed to doing quality work. 11. I have a best friend at work. 12. This last year I have had opportunities at work to learn and grow (Chapter 2, pg 1-2). These beliefs are statements we as managers can make happen. We are about to merge with EnviroTech. Their staff will join with our staff and I believe that if we work together it will be a smooth transition. References Dunn, David. (1991, August). How to Fire an Employee-And Stay out of Court. Management Review. Retrieved from http://proquest.umi.compqdweb'did=641671&Fmt=3&clientId=13118&RQT=309&VName=PQD McGraw-Hill. (2005). Managing Human Resources. Cascio, William F.