...Imagine you are a midlevel sales manager at InterClean, Inc. with three first-level managers under your responsibility. In response to a merger that is about to take place with EnviroTech, you have been instructed to draft a memo to your supervisory team about the importance of the behavior exhibited by managers. Review the InterClean–EnviroTech Merger Scenario on the student website. Write a 700- to 1,050-word memo that includes the following information: Explain how a manager’s behavior can affect the productivity of his or her workers. Describe the types of management action that align with employment laws and those that do not. Describe best practices for working within a diverse work environment. Note. Be sure to draw from your experiences and readings for each aspect of your memo. APA format is not required for this memo; however, you must include a title page and a references page. MEMORANDUM To: First-level Managers From: Sanjay Patel, Sales Manager Re: InterClean – EnviroTech Merger Date: February 21, 2011 First and foremost I would like to confirm the rumors you have been hearing about InterClean merging with EnviroTech. This is an exciting time for InterClean, as we look at this merger as a great opportunity for our company to gain market share and build for future success. While this merger may cause some uneasiness among our employees, it is vital for our management team to stay professional and address our employees concerns thru...
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...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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...InterClean Merger Memo HRM 531 COMPANY MEMORANDUM To: Sales Supervisory Team From: Jane Doe, Sales Manager Date: ------------------------------------------------- Re: InterClean Merger ------------------------------------------------- Some uncertainty has been raised by the approaching merger between InterClean and EnviroTech among present employees. Employee morale and trust in management has diminished because of circulating rumours. Management’s demand to carry positive information to the employees about this merger will open endless opportunities to the personnel and provide the firm a competitive advantage. The administration team is key in helping our employees fully comprehend the brand new focus of the organization, and much more importantly, they will need to consider that their jobs are protected. In the transformation stage supervisors will need to keep employees stay well informed of the changes that may take place throughout the merger. The responsibility will lie with direction to describe the skills and evaluation procedure to minimize the anxiety about any possible job loss. The assessment procedure will concentrate on both InterClean and EnviroTech regions of staffing, retention, improvement, adjustment, and managing to guarantee a smooth transition and to calm employee worries. Many employees from midlevel management will need to reduce stress levels, worries and questions on how precisely this transition will probably affect them and the way...
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...Behavior | InterClean, Inc. | Memo To: InterClean, Inc. Sales Managers From: Nancy Fisher, VP Sales Manager CC: David Spencer, President and CEO; Janet Durham, Vice President of Human Resources Date: [ 9/27/2010 ] Re: Merger: InterClean, Inc and EnviroTech As you are all aware, InterClean, Inc. officially has announced the merger with EnviroTech, one of our major domestic competitors in this market. With this acquisition, InterClean has taken a giant step in achieving domestic market control in the sanitation industry. In addition, the service expertise that comes with EnviroTech fit together perfectly with our new strategic direction. This merger creates what we believe will be a very compelling value proposition for our employees, customers, and communities with significant potential for even new growth. With the knowledge of both companies combined into one, we fully expect to reach our sales goals for the next year, which should increase profitability by 40%. Over the next four months, we will be working to merge about 60 EnviroTech sales staff and operations specialists into the InterClean structure (University of Phoenix, 2010). This will roughly coincide with launching a major media onslaught to announce our new service focus (University of Phoenix, 2010). Managers keep in mind there maybe staff affected by this merger. Mergers are never easy on employees, and as managers we need to be contingent of all feelings and emotions that come along with mergers. All mergers...
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...Memo: InterClean – EnviroTech Merger Name HRM/531 Date Instructor Name InterClean, Inc Memo DATE: March 1, 2005 TO: Sales Department - Supervisors FROM: Sue Smith, Sales Manager RE: Management Behavior – InterClean Inc., - EnviroTech, Inc., Merger ------------------------------------------------- I am writing as a follow-up to the recent team meeting in which we discussed the pending merger with EnviroTech, Inc. As we discussed at the meeting, it is critical to the success of our company to ensure that the sales management team exhibits behaviors that support the merger, optimizes profitability during and after the transition, and we support staff before, during and after the changes that we are about to face. As we discussed, I expect you to ensure we maintain worker productivity, meet or exceed all human resource management legal requirements, and maintain or promote diversity within the workforce. Behaviors that support productivity As supervisors you can have a significant impact on your team’s productivity. This is particularly true during turbulent times when there is a tendency for employee morale to dip, feelings of insecurity to rise, and stress to run rampant. These factors can lead to absenteeism, tardiness, work stoppages, and other productivity drains. In the extreme, seasoned professionals that believe that their positions are at risk may seek positions elsewhere leading to organizational brain drain, and the need...
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...HRM 531 | InterClean, Inc. | Memo | | [Type the author name] | 6/21/2010 | InterClean-EnviroTech merger scenario memo to the three first level managers under my responsibility. It explains how a manager’s behavior can affect the productivity of his or her workers. It reviews a few employment laws, and describes best practices for working within a diverse work environment. | | InterClean, Inc. | Memo To: Supervisory Team From: Date: [ 8/9/2010 ] Re: Importance of the Behavior exhibited by managers. My fellow team members, we have a unique opportunity to show our outstanding leadership abilities during this exciting merger with EnviroTech. I am excited about you three on my team leading the way with energy unmatched by anyone else within this company. Our job is to lead the way and make this transition time smooth and seamless while still accomplishing our goal of being successful on our daily tasks of managing our sales force. It is key for us as leaders to understand how a manager’s behavior can affect the productivity of our workers. As leader we must show exemplary attitudes along with support and positive reinforcement but still hold each one of our employee’s accountable to their daily tasks. InterClean, Inc. and EnviroTech in the past have been separate companies but now come together as the leader in our industry. As we combine our teams together we will be learning new training tools to expand our knowledge and skills to be head...
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...Management Behavior Memo HRM 531 November 15, 2010 Management Behavior Memo To: Supervisors From: Manager CC: David Spencer, President Janet Durham, VP of HR Date: November 15, 2010 The purpose of this memorandum is to remind each of you about the importance of your response and behaviors as a result of this merger with EnviroTech. To this point each of you has done a superb job in maintaining your professionalism and addressing issues as they come up. I want to commend you for your hard work and dedication to making this transition as seamless as possible. There are numerous issues we as a team will see, hear, and experience. These issues will be equally as important and confusing to your employees. I am excited about this merger because of the opportunities it will open for our growing company. Without getting into specifics, this merger will set InterClean up with more resources and expertise to break into a global market and offer services that will be unique to our company. This merger will give us a hand-up on our competition as it will set us apart as the industry leader and allow us to provide mass customizations aimed at our customers. I want to reiterate our responsibilities as supervisors for the five areas of the HRM system we have trained on in the past and they included: Staffing, Retention, Development, Adjustment, and Managing change (Cascio, 2006). Every leader is different and to have a successful merger we will have to face tough challenges...
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...InterClean–EnviroTech Merger Memorandum Armond R. Dowdell HRM/531 HUMAN CAPITAL MANAGEMENT Dr. Rosie DeCosmo June 7, 2010 MEMORANDUM To: First- level Management Team From: Armond Dowdell Mid-level Manager Date: June 7, 2010 Re: InterClean–EnviroTech Merger The purpose for this memo is to inform the first-level sales managers at about the recent merger with Environ Tech and the importance of the roll management should play in making the merger a smooth transaction. I would like to take time to inform you about the expectations that are in place for my first-level managers. The memo will discuss how the behavior of a manager can impact the performance of his or her workers and the best practices for working within a diverse work environment. The merger will bring a diverse working environment and a lot of new ideas. The merger will allow InterClean to penetrate new markets and expand our consumer base. This is a great opportunity for us to gain market share on our competitors, but this can’t be achievable without your help. We must embrace the merger and the people that will join us along with their ideas. With the new merger of the companies, I’m confident that productivity will see a significant increase and revenue will rise. As first-level managers, you are the driving force to the success of the company. You will be asked to take on more responsibility as InterClean also plans to add its service line, so additional training will be required. To...
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...Management Behavior MEMO October 8, 2009 TO: Sales Manager Team RE: Management Behavior – EnviroTech Merger As you are aware of the merger with EnviroTech, it is important that we discuss management performance and practices. In order to avoid damaging morale with our teams, the sales management team must display harmony among the team and make this changeover as smooth and uncomplicated as possible. The management team plays an essential part in the merger by demonstrating the capability and skill to sustain our efficiency, principles and revenue. As our team successfully and efficiently grow and serve new markets, this will be a substantial challenge. This opportunity will serve us individually and collectively over the next few years and is an excellent way for us to acquire beneficial ability and skills. This opportunity is also a time to have open communication and reunite with your teams to keep them informed of changes that may affect their positions and the company as a whole. There are many things that influence management behavior, productivity, materials quality, people skills, system and procedures, equipment and tool type, knowledge of worker management skill, but the most important aspect is a superior attitude. Suitable leadership helps produce a gratifying work environment conducive to high productivity. If the team members display unmanaged, damaging or disrespectful behavior among themselves, it will create an atmosphere of mistrust...
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...Problem Solution: InterClean, Inc. InterClean, Inc. is an industry leader in the industrial cleaning and sanitation industry. Over the years the company has graduated from being a spray and wipe products but rather a solutions and services industry. InterClean, Inc. is trying to make the transition from being a solely sales-based organization to a solutions-based organization. The company has acquired Envirotech in an effort to be a fully all inclusive organization. This has prompted various changes in the organization. In the following paper I will discuss issues and opportunities that could possibly face the company, stakeholders that are involved, alternative solutions, an optimal solution and the implementation of that solution. Situation Analysis Issue and Opportunity Identification The new strategic direction that InterClean, Inc. is undertaking has led to a few very distinct issues. The issues have presented the company with new opportunities to better itself. The CEO of Interclean has determined that the employees of the company have low morale. There needs to be some type of employee motivation. The company will be adding new workshops that will instill confidence and get the employees excited about the changes that will be happening. Pay and other rewards can stimulate employee effort toward reaching key goals—such as high performance (Dreher & Dougherty, 2001). Training and developing employees is necessary with all companies. In the Interclean scenario it highlights...
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...| | Management Behavior | HRM/531 | 11/15/2010 | November 15, 2010 MEMO TO: InterClean Supervisory Team RE: Management behavior Introduction Upon upcoming changes to InterClean, I am writing this memo to express the importance of managerial behavior. As a midlevel InterClean sales manager it is my responsibility to stress and highlight key points of effective and professional ways a manager should behave. Issues I would like to address include the impact of management behavior on productivity, management actions regarding employment laws, and best practices for working in a diverse environment. As InterClean has acquired one of our major competitors EnviroTech, management will begin integration efforts immediately. With two successful businesses in the cleaning and sanitation industry coming together may create unnecessary problems. I would like to promote important managerial skills and successful ways to handle these changes to create a healthy work environment and achievement among employees. Impact of Management Behavior on Productivity With InterClean’s domestic market dominance and EnviroTech’s service expertise, the company plans to meet sales goals next year. This is great news for our sanitation company as it will increase profit by 40 percent. More than 60 EnviroTech sales staff and operations specialists will be merging into the InterClean structure in the next four months and it will be our responsibility to show adequate managerial behavior...
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...Career Development Plan. Part 1 – Job Analysis and Selection. A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. There are several ways to conduct a job analysis: interviews, questionnaires, observation, and gathering background information such as duty statements. Carol Stanley, Internal Consultant for InterClean, utilized interview method. The job analysis for the salesperson position at InterClean includes the following job functions: o Salesperson must be familiar with the “updates to the current product line, new applications for existing products, products rolling out over the next year, products to be discontinued during the next year, new product features, warranties, and formulas. This category also includes sales training skills development consisting of updates on generating leads, responding to inquiries, growing the client base, establishing an effective tracking system, working with long term clients, and generating referrals.” (University of Phoenix, 2008) In order successfully perform named above job functions salesperson must have the following knowledge, skills, and abilities: o Computer skills: PowerPoint, Excel spreadsheets, databases, and Office Integration software. o Customer service skills, including telephone etiquette and problem solving skills. o Communication skills: writing and oral skills o Knowledge of state...
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...Career Development Plan Part 1 – Jon Anaylsis and Selection Sherry Martin HRM/531 Debbie Long Career Development Plan Part 1- Job Anaylsis and Selection A job anaylsis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. There are several ways to conduct a job anaylsis: interviews, questionnaires, observation, and gathering background information such as duty statements. Carol Stanley, Internal Consultant for InterClean, utilized interview method. The job anaylsis for the salesperson position at InterClean includes the following job functions: Salesperson must be familiar with the “updates to the current product line, new applications for existing products, products rolling out over the next year, products to be discontinued during the next year, new product features, warranties, and formulas. This category also incudes sales training skills development consisting of updates on generating leads, rersponding to inquiries, growing the client base, establishing an effective tracking system, working with long term clients, and generating referrals.” (University of Phoenix, 2010). In order to successfully to performed named above job functions salesperson must have the folowing knowledge, skills, and abilities: Computer skills: PowerPoint, Excel Spreedsheets, Databases, and Office intergration software. Customer service skills, including telephone etiquette and problem solving...
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...| |InterClean, Inc. | | | | | | | | | | Memo To: InterClean Management From: Students 1 CC: HR Manager Date: April 22, 2010 Re: New Sales Team – Job Analysis and Selection To help with our company’s new direction of selling full -service cleaning solutions, I have been asked to select a new sales team from the combined employees of Interclean and EnviroTech. To accomplish this task, I needed to develop a new job analysis for the sales team, consider a workforce planning system, identify a selection method, and select the team members by using the job analysis and the selection method. This memo explains this process. Nice intro Job Analysis You may think that I should just select the appropriate employees without doing a job analysis. I contend that job analysis not only helps define a job, it gives our company a competitive advantage because we will understand the type of employees our company needs to accomplish our new sales...
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...Career Development Plan II Bridget Hall June 28, 2010 Kelly Terrell | |InterClean | Memo To: Sales Team From: Bridget Hall CC: Date: 6/28/2010 Re: Appraisals With the merger of EnviroTech and InterClean complete, it is time to develop a plan for our organization to grow. At InterClean, we are committed to developing the most successful sales team in order to satisfy our customer needs, so a plan for training and mentoring these sales reps is a necessity. The workforce demands each company to change and respond to new developments as they come about, whether internal or external. The changes allow the employees to adapt to these changes as they are integrated with our products (such as the training on the products in the healthcare industry). With this said, there is a need to share the mission and vision the CEO has for the company which will put us at the forefront of all those other companies providing similar cleaning solutions. The motivation is to not only ‘sell you’ but also build a confident and lasting client relationships. Competency models were used to identify variables (knowledge skills), related to the overall organizational fit and to indentify personality characteristics (motivation, attitude) consistent with the organizational vision (Cascio, 2006)...
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