Merger

Merger 1 Importance of the Behavior Exhibited by Managers HRM/531 March 22, 2010 2 Date: March 22, 2010 MEMORANDUM FOR First Level Management Team of InterClean FROM: Patricia Harris, Supervior Subject: Importance of the Behavior Exhibited by Managers This memorandum will provide information on how each manager’s behavior will impact the productivity of his or her employees, how management actions should align with employment laws and the effect of those actions not aligned with laws, and what are the best practices for working within a diverse work environment. David Spencer, CEO, is an ambitious leader and driven to see that InterClean grows within the industry by expanding into new markets. Because of the CEO’s vision, the merger between InterClean and EvironTech has taken place and in the final process of completion. With this merger, changes will definitely affect the way business is currently conducted. New training plans, staff realignments, and program restructures will be extensively development and implemented. People manage and staffed organizations. Without people, organizations cannot exist, (Cascio, 2005). To eliminate negativity within the workplace, it is imperative that the entire managerial team remains on board with the merger and that he or she effectively communicates as needed to his or her staff all company up-to-date information. Managers are not only responsible for maintaining and utilizing all available resources, managers work with staffing, retention, development, adjustments and managing changes, (Cascio, 2005). During the implementation and final merger each manager will have the necessary knowledge of the company structure and will be able to lead, manage, plan, control and operate 3 in an efficient and effective manner. According to Daniel Goleman in the Harvard Business Review March-April 2000 edition, the most effective executives use a collection of distinct leadership styles, each at the right measure and at the right time. Based on the situation, as a manager, you may use a combination of leadership styles, even though it can be hard to put into action, please ensure that procedures are flexible, it pays off in the work performance, (Goleman, 2000). To ensure that the productivity remains in a positive state, each manager will monitor the workflow of the employees, beware of customer satisfaction, ensure quality of work life by taking listening to the staff and addressing his or her needs. This all plays an integral part in the productivity of the work environment and the success of InterClean. In terms of aligning with employment laws, treated everyone fairly. Managers will review the employment laws and will ensure that he or she will handle all employment matters in a professional manner. Over the long term, however; the challenge is to create a work setting in which each person can perform to his or her full potential and therefore compete for promotions and other rewards on merit alone, (Cascio, 2005). Give each staff member the opportunity to enhance his or her skills so he or she receives the training that prepares him or her to meet the workload. Everyone will be able to provide feedback and will be assessed to determine the next phase of the merger. Training will be provided for current and new staff, through our Human Resource Management (HRM). Management will work with HRM to select talent the best skilled candidate for the required workload, after placement, management will give clear directions and empower the staff to complete the task, identify and reinforce strengths versus singling out weaknesses. Encourage the staff to review their own performance so that they 4 can improve skills without being criticized about their performance, (Casico, 2005). Over the long term, however; the challenge is to create a work setting in which each person can perform to his or her full potential and therefore compete for promotions and other rewards on merit alone. No one will be left behind. This merger will bring about a diverse work group. Diversity is a business imperative. Managers in no way can achieve business strategies unless managers develop and use diversity in the marketplace to achieve competitive advantage around the world, (Cascio, 2005). As managers, let us ensure that we reach all customers and lead the way to ensure that we have a diverse team that is equipped to communicate to the entire community to include internationally. This is a benefit to InterClean, because productivity and growth will increase through expanding the diverse cliental population. By developing a diverse work group, we will be giving a flavor of richness, an alternative way of thinking, allowing creativity and innovation; maintaining organizational flexibility; enriching the potential of human resources; recognizing the needs of different markets better; stimulating job satisfaction; stimulating learning through doing; providing the basis for specialization, which is imperative in today's complex business scenarios and diminishing costs by reducing workforce turnover rate, (Seymen, 2006). In summary, with the merger of InterClean and EvironTech, it is imperative that we as managers exhibit a professional attitude. Our behavior will impact the productivity of the employees. How we as managers act should align with employment laws and avoid the effect of those actions that are not aligned with laws and as managers, we are to implement the best practices for working within a diverse environment. This is our company and if we do not 5 demonstrate the professionalism of ensuring that quality of work life is not productivity then the company will not be productivity. Any concerns or questions please address to the undersigned. Patricia Harris Supervisor Reference Cascio, W. (2005), Managing Human Resources: Productivity, Quality of Work Life, Profits, Chapters, 1, 2, 3, & 4, Seventh Edition. The McGraw-Hill Company, Inc. Copyrighted 2005. Retrieved from the University of Phoenix eBook Collection database. Goleman, Daniel (2000), Leadership That Gets Results. Harvard Business Review. Retrieved from the University of Phoenix eBook Collection database. Seymen, Oya Aytemiz, (2006). The Cultural Diversity Phenomenon in Organizations and Different Approaches for Effective Cultural Diversity Management: A Literary Review. Cross Cutural Management. Partington: 2006, Vol 13, Issue 4, page 269. Retrieved from the University of Phoenix eBook Collection database.