...InterClean Memo to Managers Pamela Trombero Human Capital Management HRM/531 April 26, 2010 Janis White, SPHR Memo To: InterClean Supervisory Team Date: April 26, 2010 From: Pamela Trombero Subject: Merger and Management Behavior The purpose of this memo is to explain a recent acquisition between InterClean, Inc., and EnviroTech, and to discuss management’s behavior affecting productivity, employment laws, and working within a diverse environment. As you are aware, EnviroTech has been acquired and will fully merge with InterClean, Inc. in the coming months. The merger between InterClean, Inc. and EnviroTech places the organization in a position to dominate the sanitation industry. This is clearly an opportunity for our organization as we move in our new strategic direction. As a first-line management team, my expectation is that this merger happens with as few issues as possible. I am counting on you to be honest and open with your staff, and to answer any questions they may have. Change is not easy, and I am relying on you to hold regular staff meetings to discuss EnviroTech staff entering the InterClean, Inc. family, and to address rumors flying around that are unfavorable. As our organization grows and moves on to becoming one of the largest autonomous cleaning industries in the market for both commercial and institutional organizations, I would like to remind you of some of your management responsibilities. Management behavior can sometimes impact worker productivity...
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...Management Behavior Human Capital Management / 531 University of Phoenix April 05, 2010 To: Supervisor Manager From: Sales Manager Date: April 5, 2010 Subject: EnviroTech Merger - Management Behavior In reference to our upcoming merger with EnviroTech, and as all of you know, InterClean, Inc. has officially acquired EnviroTech, one of our four major domestic competitors in the corporate market. Over the next four months, about 60 of EnviroTech staff and operations specialists will be merged into our company’s structure. Therefore, I would like to discuss some potential challenges we my face in the future. These obstacles, no matter the number, can be easily avoided if with arm ourselves with the knowledge to recognize and overcome them. I think we can all agree that the way a manager behaves, will have a direct effect on our employees. It is very important now more than ever that we create an environment where employees are productive, due to the leadership of our mangers. Therefore I encourage all of us to be aware of our communication skills. This will be were the battle will be won or lost. With effective communication skills, we can encourage and reward our employees for their hard work, but also criticize them in the same sentence if we are not careful. In order for us to avoid this mistake, we must be aware that these are diverse times, and especially in today’s workforce were most likely the majority of us come from different ethnic and racial backgrounds...
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...Performance and Career Management Plan Human Capital Management HRM/531 May 17, 2010 The merger between InterClean and EnviroTech has placed the organization in a position for increased growth and development in offering the industry full-service solutions and inclusive services to the health care industry. Since the merger, InterClean has addressed management’s behavior impacting organizational productivity, performed job analysis to identify duties and requirements for specific jobs, selected new team members, and developed training, and mentoring program. InterClean is ready for the next phase in developing a performance appraisal form with focus on career management. Areas for additional requirements will include how feedback is received by employees, opportunities for employees after feedback is received, how to help employees reach higher level of performance, opportunities for advancement, flexible schedules for dual- career couples, and justification of why this will work with a zero budget. Performance Appraisal The purpose of the performance appraisal is to ensure the highest quality of service delivered to customers in the industry. InterClean is committed to providing outstanding customer service and exceeding customer expectations. The performance appraisal will help employees identify potential problems, help him or her to create contingency plans and goals to deal with tribulations, foster trust and credibility with customers, follow through on commitments...
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...Management Behavior MGT 531/ Human Capital Management Management Behavior 531 HRM MEMO TO: Supervisory Team FROM: InterClean, Inc. Sales Manager DATE: August 30, 2010 SUBJECT: Management Behavior CC: InterClean, Inc. Senior Leadership First, I would like to commend you all for handling the changes and transition of this merger.. I want to take this opportunity to assure our team that moving forward the merger will try to progress as painlessly as possible. I would like these same sentiments voiced to your employees on behalf of the midlevel management at InterClean, Inc. I want each of my first-line managers to explain to me, as leaders, why it is vitally important for you to behave and act as professionals in every situation. The purpose of this memo is to first discuss how management behavior will affect employee behavior and productivity. Next, the types of management actions and how they align with employment laws and those actions that do not. Lastly, I will address the best practices that we should be using for working within a diverse work environment. As we move forward and welcome the merger with EnviroTech, management’s actions and behaviors can have a dramatic effect on how our employees act, behave, and perform their jobs. I believe that as managers and leaders we need to establish and demonstrate to our employees that we can succeed at any level no matter what complications and challenges we are faced with. My recommendation to...
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...Satisfying the Organization and the People The sustained success of the newly created InterClean company after the merger will require top management’s commitment to designing and implementing a human resource management program geared toward developing both high performing employees and a high performing organization. Essentially every manager at InterClean will be required to be a human resource manager. Every manager will be required to set goals and objectives for the development and satisfaction of employees. An effective human resource management plan treats every employee as a valuable resource. InterClean’s success is dependent upon high performing employees, and without these employees there is no competitive advantage for the organization. Only through an effective human resource management plan will the organization’s strategies be properly aligned and integrated with the individual needs (Sims, 2002). Human resource management is a strategic approach to the management of the people of an organization, who individually and collectively contribute to the achievement of the objectives of the business (Wikipedia, 2009). An effective human resource management plan will focus on the recruitment, training and development, performance and career management, compensation and benefits, as well as progressive discipline if needed, for the people in the organization. Recruitment InterClean must ensure that it has the right people in place to lead with the vision and focus...
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...|InterClean Inc | |Memo To: Supervisory Team From: Sales Manager CC: Management Behavior Date: March 1, 2010 In the midst of the upcoming merger with EnviorTech, it is important that the managers maintain a sense of leadership, direction and dedication to the organization. The reason for the memo is to help management focus on three areas of improvement: - Impact of Managements Behavior on Productivity - Managers Following/Upholding Employment Laws - Workplace Diversity It is very important as a manager to be weary of his or her own expression of behavior because of the impact that behavior can have on the productivity of his or her workers. The productivity of the organization and the quality of work is vital to the organizations operation. The behaviors expressed by supervisors can have both a positive and negative impact on the following areas of his or her employees: productivity, efficiency, morale and motivation. It is important for managers to keep in mind that employees analyze and watch the decision and actions of management. When managers exemplify negative behavior, it affects the subordinated by decreasing morality and creating an unhealthy working environment. When coworkers morality is low because of the negative behavior of management that affects the coworkers dedication and direction, which leads to poor performances of employees and ultimately poor productivity. When...
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...MEMO The case described about the company InterClean, Inc, shows that it is fairly large company in the sanitation industry with existing success track record. Their products are of high quality that brought them big and loyal customers. The ambitious CEO, David Spencer, decide to move the company towards service oriented offering. Based on the water cooler conversations, we realize that the company is not doing very good in the last year. From the results of the HR interviews, we know that the company employees are very diverse. Explain how a manager’s behavior can affect the productivity of his or her workers. In the case described, CEO, David Spencer communicated his intention of a major upcoming change through a companywide email communication. Later HR Vice President, Janet Durham, started working with her HR Team to come up with a plan that is suitable for training the employees and sales persons. After Janet’s email the HR team is going to start thinking about the training strategy. And later VP of Marketing, Tom Jennings, informed that he overheard the sales reps that he is concerned about. Later on February 7th, 2005, David Spencer had the executive meeting to get their alignment. This sequence of scenario shows the CEO communicated premature information to entire employee community entirely as a surprise. He does not have a training plan in place before communicating. He did not communicate this plan with the company executives before announcing the plan. This...
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...To: All First Level Managers From: Date: 12/20/2010 Re: Management Behavior As you may have heard in just a few months there will be a restructuring of the company. This merger may be stressful you and your employees, and as a result, your workers will be far more sensitive to what you do and say. They will look to you for guidance as to how they should handle this, if your employees can see you with a positive attitude it then trickles down to the other employees and they try to keep a positive attitude as well. Now don’t get me wrong, I am sure that there will be a lot of questions about job security and the way you answer these questions can have a big effect on your employees trust in the company. During difficult times such as this one, it is important for management to not change their behavior in any negative way. Usually changes in management’s behavior can have a negative effect on employees’ productivity. As a manager it will be essential to maintain your composure and not show any of the uncertainty that you yourselves may have. I want you to assure your employees that the changes we are making is for the better of the company. What we are trying to do is bring InterClean, Inc. to its full potential and make it a leading global company in environmental services. I’m sure you have read the memo from David Spencer explaining the merger. The changes that we are about to go through will be very different and it is going to be up to you as managers to try...
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