Management_Behavior

MEMORANDUM TO: Sales Managers FROM: AS DATE: July 19, 2011 RE: Management Behavior I trust you have read the memo sent by David Spencer last February 23 concerning the acquisition of EnviroTech, Inc. This merger will certainly have rewarding consequences for InterClean and will strengthen the new strategies that the company is leading, enter the market of full-service cleaning solution packages. All changes can create uncertainty and negative reactions for different reasons, lack of trust, economics threats, fear of personal failure, threats to values and ideals, among others. These reactions can affect the productivity of our employees. A manager's behavior can be at the core of employee productivity issues. Therefore, it is essential that as leaders we demonstrate total domain of the above mention reactions from employees and work toward to avoid their manifestation. There are many factors that can affect employee productivity but the most important is the behavior and attitude of the leader. We should adopt a leadership style that can permit employees to be part of the merge and let them know that their concerns will be addressed. Since no style of leadership in specific works best in all situations, we are great leaders and will adapt based upon the objectives, needs, and situations specifically in your group. I encourage you to adopt a democratic or participative style and be an employee-oriented leader so you can emphasize your job on respect and demonstrate interest in your subordinates. Do not forget that there are some tasks and goals to achieve. Empower your subordinates and encourage the benefits of the acquisition of expanding company’s horizon to new strategies and markets. Be accessible to your subordinates and other employees in any of this matter. By answering questions and speak of the merger will demonstrate that you as a leader are sure of the success of it. At the same time you are making sure that employees feel part of the success of the company, and they will work harder to ensure that success. Remember that appropriate approach helps create a satisfying work environment that could conduct to a high productivity level on employees. Rude behavior will create an atmosphere of mistrust and fear, and as a consequence has a negative impact on productivity and also increases the operational cost. Another issue that you need to be aware concerns the law. With the merge with EnviroTech we will acquire approximately 60 employees. Although both companies are in the same industry each has their culture and values defined as well as their employees. InterClean is a company that offers an equal employment opportunity and do not discriminate base on race, religion, national origin, age, sex, and physical disability. Refer to discrimination as the giving of an unfair advantage (or disadvantage) to the members of a particular group in comparison with the members of other groups. Few laws that we need to have knowledge are the following: Title VII prohibits discrimination on the basis of race, color, religion, sex, or national origin in all aspects of employment (including apprenticeship programs); the Civil Rights Act, protect workers from intentional discrimination in all aspects of employment, not just hiring, and promotion including racial harassment. The Age Discrimination in Employment Act (ADEA) prohibits discrimination in pay, benefits, or continued employment for employees age 40 and over, unless an employer can demonstrate that age is a bona fide occupational qualification (BFOQ) for the job in question. The Americans with Disabilities Act (ADA) prohibits an employer from discriminating against a “qualified individual with a disability.” The Family and Medical Leave Act (FMLA) gives workers up to 12 weeks’ unpaid leave each year for birth, adoption, or foster care of a child within a year of the child’s arrival; care for a spouse, parent, or child with a serious health condition; or the employee’s own serious health condition if it prevents him or her from working. Management actions that you need to avoid in the performance of your job and neither do tolerate any employee practicing these actions are sex discrimination, pregnancy, and reproductive discrimination, sexual harassment, age discrimination, and seniority. Before any issues arise or if you have any question, please contact the human resources department immediately in order to clarify it. We will be programming a meeting to review and discuss these laws and any other issue that could emerge. Last but not least is the diversity of workforce that we have and that will increase with the merge. Currently we have a diverse workforce, women, immigrants, workers with disabilities, members of generation X and Y as well as baby boomers. InterClean is an open minded organization and will rely on its employee diversity to continue growing. As leaders we will make sure that our employees understand and value different races, ethnic groups, religions, cultures, languages, sexual orientations, among others. Make sure that employees have a clear understanding of this because we will not tolerate any other behavior. In order to manage effectively our diverse workforce following some examples of what you can do. Respect cultural styles and ways of behaving that are different, establish mentoring programs among all employees, and develop plans as part of their performance reviews, also focus on bringing the best of the employee not only on meeting numerical goals, and use surveys to determine what workers want. The main reason to inform you of these issues is to help you understand how your behavior as leaders could affect the productivity of your subordinates and other employees as well as the laws that apply to avoid discrimination and how to address the diversity in the workforce. Mismanagement on either of the issues mentioned previously could lead to negative reactions that will increase labor costs, increase absenteeism and turnover as well as bad job performance. Please feel free to talk to me if you have any concern also I am sure that you can address the Human Resources department too.