...InterClean Enviro Tech Merger Paper Shari Arthurton HRM 548 LJ Elliot 2-13-2012 Introduction InterClean has begun a new shift in their strategic plan. The new direction of the company is one focused on a “solutions and service model” through the creation of “full-range service packages” that are designed to meet the individual needs of each client (University of Phoenix, 2012). In concurrence with the new strategic plan, Interclean has merged with Envirotech. InterClean has made a big decision by merging with EnviroTech, which will allow them to sell cleaning products and evolve them into an environment friendly full-service cleaning business. As with any merger, there will be the need to be an evaluation of the options available in relation to workforce planning that is aligned with the organizational goals of InterClean. Interclean will need to determine if rightsizing is a viable option. In the event of job elimination, a plan must be developed to ensure the process is conducted ethically and legally, and if there is an involuntary separation, what steps need to be taken. Viable Options Whenever there is a merger between two companies, it is up to the purchasing company to figure out a way to intertwine both workforces. In this case, EnviroTech has decided to shift their strategic direction to Interclean. The new strategic goal of InterClean requires a need to provide new training to...
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...InterClean is an $8 billion dollar company within the industrial and intuitional sanitation cleaning industry. The company has been a major player in the industry. InterClean sales have excelled within demonstrating and selling of products. In the near future InterClean want to obtain success and become a better company. The company is seeking other strategies to expand from the success InterClean has already obtained. The company acquired Enviro Tech to transform into a company that would be considered as a solution base organization and secure the competitive edge in the industry. InterClean has a current plan that would not be feasible for the company, since the integration of both InterClean and Enviro Tech has not been completed. This problem solution paper will review the following issues engrossed within InterClean’s strategies that would be implemented within the company’s newly developed opportunities, stakeholder’s perspective, alternate solutions, risk assessments, and concluding preparation to achieve the new direction of the company. InterClean is a heavy weight within the solution and cleaning sector. Because of the demands the company redirected the attention to services and solutions rather than just services and products. InterClean wanted to begin a new solution-base marketing selling within the next three-six months. For the company to make the transition, InterClean has planned some changes within the company’s sales department. The company is...
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...Interclean Memo InterClean-Enviro Tech Merger Memorandum Christopher L Kearney University of Phoenix HRM/531 Human Capital Management Shavona Wright November 8, 2010 MEMORANDUM To: First-Level Management Team From: Christopher L. Kearney Date: November 8, 2010 Re: InterClean-Enviro Tech Merger This memo is designed to inform the first-level managers about the recent merger with Environ Tech and the vital role management will play in ensuring the transition is a smooth one for everyone. I will explain the expectations for the management team and discuss how important it is managers lead by example so that other employees will follow the managers lead. The attitude of a manager has a huge effect on subordinates, and as managers it is important not to allow behaviors to hinder the performance of others and this is each supervisor will have to develop better strategies when working in an environment with diversity. The merger will generate a higher degree of diversity, which will allow others to build on their strengths and innovative abilities. InterCleans expansion into new markets affords the company to acquire more consumers. With more consumers come more markets shares that the company can draw from any competitors in the process. This is why it is vitally important for all managers to unify so this can be a successful venture. Embracing the merger will show others the positives making them want to join in and support the merger with renewed ideas. Productivity...
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...| | Memo To: Management Team From: Clark Kent CC: David Spencer Date: July 6, 2010 Re: InterClean-Enviro Tech Merger I’m sure by now you are all aware of the upcoming merger with EnviroTech. You all had an opportunity to read the e-mail from Mr Spencer so you know the importance of making this important move forward. I feel it is important for me to emphasize the crucial role that you have in laying the foundation for a very successful merger. Communication is the key to any successful organization. As supervisor you must have open and clear communication to your staff at all times. The goals and visions of our company must be emphasized not once but over and over again so that our employees understand what it is that they are working to achieve. Once they thoroughly understand they have a stake in the outcome, you will see their motivation and loyalty level skyrocket. As a former member of a recruiting organization that did not promote training or employee development, it was very clear to me that management had a huge impact on productivity in a work environment. When I began working for this aforementioned organization, I reported to work on the designated day and time and was rather pumped up to start my new job. Unfortunately I had no one to greet me, introduce me to other members in my section, or even show me the various dos and don’ts of the job...
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...other sources. I further agree that my name typed on the line below is intended to have, and shall have, the same validity as my handwritten signature. Student's signature (name typed here is equivalent to a signature): ______Tahanni Ragland ____________ ___ to: Merger Supervisory Team, Interclean, Inc. FROM: TAHANNI RAGLAND SUBJECT: MANAGEMENT BEHAVIOR MEMORANDUM DATE: NOVEMBER 29, 2010 CLASS: HRM/531 GROUP: MBAA0KZ1X9 DUE TO THE RECENT RUMBLINGS AND RUMORS FLOATING AROUND CONCERNING THE UPCOMING INTERCLEAN-ENVIRO TECH MERGER, I FELT THAT IT WAS NECESSARY TO DRAFT THIS MEMO ABOUT WHAT SHOULD AND SHOULD NOT TAKE PLACE. IT IS IMPERATIVE THAT THE SUPERVISORY STAFF EXHIBIT COMPLETE DISCRETION AND REMAIN SUPPORTIVE DURING THIS TRANSITION. AS MANAGEMENT, YOU MUST BE A POSITIVE EXAMPLE TO OUR STAFF DURING THIS PROCESS. AS THE LEADERS OF THIS COMPANY, YOU MUST MODEL EXEMPLARY BEHAVIOR THAT YOUR TEAMS WILL WANT TO FOLLOW. ILL BEHAVIOR BY MANAGEMENT CAN HAVE NEGATIVE AFFECTS ON PRODUCTIVITY AND EMPLOYEE MORALE. Studies have shown that “management behaving badly” can result in job dissatisfaction, low motivation and distrust of employees. At this crucial time in our merger process, productivity should remain...
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...InterClean, Inc. MEMORANDUM TO: Supervisory Team FROM: DATE: SUBJECT: InterClean, Inc. Merger and Importance of Behavior Exhibited by Managers This memo is to inform managers the importance of his or her behavior as InterClean, Inc. and Enviro Tech, Inc. merge into one corporation. This merger has the potential to affect various aspects of the organization. During times of change, a manager’s behavior is a critical success factor in merging two corporations. Amidst a changing environment creates uncertainty for employees. It is critical that managers support their direct reports and guide them through transition. It is important that employees believe managers care. Managers must be accessible to his or her employees. Open communication will play a huge role in ensuring employees understand the importance of this merger. Managers must understand that change affects the lives of people. In addition, managers must understand that organizational change affects productivity and morale. According to Adubato (2010) “One of the greatest keys is to provide timely, accurate, candid and consistent information through a variety of vehicles, including weekly newsletters, e-mail, focus groups, employee transition teams, staff meetings and telephone hotlines. The more people know about and understand the changes ahead, the less likely they are to start rumors and suffer from anxiety and reduced job effectiveness” (p. 13). Managers must meet with employees to provide employee...
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...InterClean and EnviroTech New Develop Sales Team Aries Jackson University of Phoenix HRM 531 October 19, 2010 InterClean and EnviroTech New Develop Sales Team InterClean is an $8 billion dollar institutional and industrial cleaning and sanitation company which is in the process of expanding the company domestically and worldwide. David Spencer who is the CEO of InterClean, goal is to provide full spectrum of cleaning services and solutions packages that will become the major avenue for sales (University of Phoenix, 2010). Recently, InterClean has merged with EnviroTech which leaded to developing a new sales strategy which have resulted in the need for organizational restructuring of the sales department. Filling the new sales positions will require the combined talent and skills of InterClean and former Enviro-Tech employees. In this paper, we have conducted a job analysis to evaluate the job, design training, develop a career plan, and to aid in the process of selecting the new sales team. Job Analysis What is a Job Analysis? A Job analysis provides information about specific job tasks and the personal characteristics (education, experience, skills, and abilities) required for efficient output (Cascio, 2005). Also, in a job analysis it must have a written summary of the task requirement for the particular position which gives a description of the job, and a written summary of the job specification which includes the worker qualities they must possess the skills...
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...to be taking place within InterClean in the next few weeks. That means as managers we have to make sure our employees are staying just as productive as they were before the merger was announced. So we need to continue to set clear expectations for our staff and that starts with our management team. We must realize that the behaviors that we illustrate to our staff are crucial in a time where there are concerns about layoffs, replacements, and terminations. Going forth, our supervisory team is no longer allowed to discuss their concerns of the merger amongst our subordinates. Even though we are not entirely clear on what is going to happen, we do not want to discourage our employees from doing their job. This issue has raised a lot of havoc and concern within our department, de-motivating the morale of our staff. With all employees being evaluated absentees and turnovers are the last thing this department needs, because it is costing InterClean millions of dollars in lost training and productivity. Our behaviors as managers affect our staff greatly because they mimic our drive, passion, loyalty, and trust in this company therefore we need to make sure we are setting a great example. Also this coming Friday, February 5th I would like to hold a department meeting. In this meeting our team will discuss the best practices in working within a diverse work environment. As we merge with Enviro-Tech in the weeks to come we will notice that InterClean will become more diverse within...
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...Management Behavior Memo Interclean is preparing to merge with EnviroTech between 90 to 180 days. By merging with EnviroTech our clients will be able to take advantage of not only the products, but also the solutions and services that will be provided. We have made the announcement to all of the employees regarding the merger and since doing so there have been some inconsistencies circulating. This is an exhilarating and receptive time for the company and must be approached in a fragile and professional manner. Unmanaged or caustic behavior of a manager can turn the best job into a dejected one. A negative manager can create an environment of distrust and hostility causing productivity to decrease within the company. The best way to inspire your employees is to center more on the positives relatively than the negatives. Look at your employee’s prospective and what separates them from other employees. As a administrator find ways to create a tension free environment that will inspire your employees to want to come to work on a daily basis. Give them the empowerment to make choices and open the lines of communications. In completing these steps you will most definitely make the merger between InterClean, Inc. and Enviro Tech a successful one. Manager’s Impact on Employee’s Productivity: Various studies have shown and proven as well as every day interactions with managers that employees’ performance and actions of the manager(s) have a harmonizing relationship. Just about...
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...|Concept |Application of Concept in the Scenario |Reference to Concept in Reading | | |Interclean is in the process of trying to develop a training strategy for the|“Firms must take care to select | | |sales staff that will provide them with the skill set for the new direction |people with the ability and | |Training and Skill |of the company. The employees will need to increase sales by 40% while |willingness to learn and develop, and| |Development |performing solutions-based selling. There is a concern regarding the budget |they must establish reward practices | | |that is available to provide the necessary training. Prior to this |that encourage employees to | | |initiative employees have focused more on training that is unrelated to their|participate in training activities.” | | |jobs. |(Dreher&Dougherty, 2001, p. 7 ) | | | | | | |Interclean needs to find ways to motivate their employees. This is necessary|“Finding and retaining motivated | | |for the employees to be on board...
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...Career Development Plan Part III January 18, 2010 The training and mentoring needs are complete and the new sales team of InterClean, Inc. is in their perspective positions. Evaluations of performance and career management methods are being put into place. This report will outline the aspects of the performance and career management programs. Performance Evaluations The sales manager will discuss the appraisal form and scorecard with each employee. Each sales associate will complete a self assessment of his/her professional goals along with their manager and the two of you will update your progress on a quarterly basis. The manager will review your scorecard with you weekly. This will show your individual weekly sales figures as well as the channels total sales. Each individual will know where they rank in the department so if any improvements are needed they will have ample time to correct them before their performance evaluation. Weekly team huddles will be held also to discuss the sales performance as a site and review any new product and service updates. Employees should feel free to offer feedback during the weekly individual meetings, team huddles, and quarterly evaluation. This is the opportunity to voice any problems, concerns, or best practices that they think should be addressed. During these open discussions, individual as well as team goals will be set and tracked on a continuous basis to progress as a sales associate, team, and organization. Continuing...
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...Interclean Human Resources Management November first, 2010. Patricia Neu The companies are face growing economic pressure and competition and with change come new challenges, new demands, and new personnel for this reason emerges are becoming commonplace in the business world. Now to the case of Interclean; the company’s CEO has been analyzing that the business can longer strive on just selling a product, therefore, the company made decision to emerge with a great company as Enviro-Teach. We believe that the company could survive to the merger, if a new direction of business operations is implemented such as obtaining the knowledge about emerging issues in sanitation, environmental regulation of cleaning, cleaning systems, and OSHA standards. Therefore, the merge of Interclean Inc and Enviro Tech Inc will bring some changes in sales department such as job profiles or introduction of new positions; I know that all this would not be easy transition for some employees, so care has to be taken for an easy and comfortable transition. Human Resources recently is working with our department to obtain a detail inventory of skills and experiences already demonstrated by sales personal that currently are working to Interclean and obviously to find a whole understanding of which are the requirements and need that the new business process should eject to be successful in the formation of new salesperson team. Human Resources will make a study of the job requirements...
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...Alternative Dispute Resolution Sebrena Brown Law/531 March 07, 2011 Phillip Quintana, JD Alternative dispute resolution (ADR ) refers to those methods that are applied to resolve disputes without having to go through the court process . It is favored by litigants seeking expedited results at cheaper cost . Depending on the agreement , the rulings or judgments that arise out of these alternative methods can either be binding or non binding on the parties involved . Using mediation and arbitration to resolve disputes , it is important that the parties to the process understand how the methods are applied in reaching a solution . In arbitration , the parties engage a neutral third party to hear and decide their dispute based on the material facts of the case . In mediation , the parties will again involve a neutral third party who will listen to the arguments from both sides and attempt to help them come to a mutually acceptable conclusion . The aspect of the decision being binding or not should be decided before the case is determined . The clause outlined below will apply to cases being resolved through arbitration and mediation . The parties to the dispute should arrive at a decision to adopt the above methods prior to filing their cases in a court of law or if during the continuance of their case ask leave of the court to temporarily withdraw the case to see if it can be determined by ADR . All pertinent information to the dispute...
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...Management Behavior Donna Rice March 14, 2011 University of Phoenix Management Behavior MEMORANDUM To: InterClean, Inc. First- Level Managers. From: Donna Rice, Midlevel Sales Manager. Date: March 14, 2011 Subject: Management Behavior I want to take this opportunity to commend you on the way you have handled the transition and changes concerning the merger. As leaders it is important to behave and act in a professional way in all situations. As we move forward with the merger with EnviroTech, our behavior and action can show our employees how to act to achieve and perform their jobs to the best of their ability. As mangers it is important for us to establish and demonstrate to the employees what can be achieved at in any level as we move toward this new adventure with the merging of the two companies. As leader show respect to all employees, staying calm and consistent to lead our departments the way you have been trained. In the meeting with the executive team I was told Janet Durham with her staff in the HR department will focus on management training. With merging with EnviroTech training is one of the most important aspects. Management training will give you a better understanding of factors that affect the productivity of employees. These factors are people skills, systems and procedures, knowledge of the employees, management skills, and the one very important factor is the attitude of the superior. When you have appropriate leadership the workplace becomes...
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...Compensation Proposal Lori Berens Human Capital Management 531 November 14, 2010 Memorandum TO: Executive Management Team FROM: Lori Berens SUBJECT: Compensation Proposal Attached the management team will find the new compensation proposal that will be used for all current employees and new hires. After the merger between InterClean and Enviro Tech the management team requested that a new compensation proposal be created. The new compensation proposal will be effective January 1, 2011 upon approval from the executive management team. The new compensation plan for employees will consist of the employee’s base salary that will be determined by experience and education of each employee, the sales team will also receive commissions on his or her sales per month. The employees on the sales team will also be part of a sales incentive bonus program; this program will be a quarterly and is determined by the sales for each member on the sales team. If the employee meets or exceeds his or her sales goals for the quarter he or she will be eligible for the sales incentive bonus. The compensation plan also includes vacation time, company paid holidays, and personal time. The company gives two weeks vacation to all full-time employees, at five years the employee will have three weeks vacation and at 15 years the employee will have four weeks vacation. The company has seven paid holidays (New Years Day, Memorial Day, 4th of July, Labor Day, Thanksgiving Day and the Day after...
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