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 will be heightened with the new merger of the companies, therefore seeing an increase in revenue. First-level Managers are the backbone and driving force of the company. Managers will be asked to take on more responsibility as InterClean transitions services into the company. Training will be provided so the skills needed will be acquired as the line becomes fully operation. In preparation for this training each manager is asked to complete a detailed evaluation on each subordinate ascertain his or her strengths. This will assist in making sure the correct focus is placed on what needs to be implemented in the training sessions. Managers are expected to interact in an appropriate manner with all employees in an effort to ensure the moral and productivity continues to improve because of the positive interaction of all. Managers are expected not to show any favoritism and to treat each employee with during the transition and beyond. Managers will also be responsible for additional training that maybe required and resolving conflict(s). Each manager is to maintain a healthy working environment during the transition.
The managers’ behavior can determine the outcome of the transition and predict the success of the company moving forward. First-level managers will be held accountable for his or her teams and their productivity. Inappropriate behavior by managers creates mistrust and has a negative impact on productivity causing production to decline. It is mandatory that there is an open door policy and that the employees should feel comfortable coming to managers should a problem exists.
Unethical actions such as asking employees to work through lunch or their breaks - paid or not will not be tolerated. Managers will be required to learn and retain the guidelines of the “Fair Labor Standards Act to include what is compensable time (working time); how to monitor and edit time records, what is authorized or unauthorized overtime based upon the Act and other important regulations. This will eliminate back wage liability managers and supervisors inappropriately authorize.” (Vfda, 2008). Also take time to look at the Family and Medical Leave Act.
Leading by example is the best practices for working in a diverse work environment. Research InterCleans diverse workforce. Encourage employees to learn more about each others cultural backgrounds. By understanding cultural diversity means that the employees will have to interact and support with others. Managers providing support exposing group members to new issues, ideas, information, and cultures. Making the most of diversity in the work environment requires the commitment of all employees. The company hopes to alter the perception of the employees and this is why managers must remain professional. Influence employees to be committed to the mission and objective of the company and omit any discrepancies related to cultural difference.
First-level Managers should train their team on how to work effectively in a diverse environment with the use of role plays during in-service trainings, which will assist the company in preventing discrimination and promote inclusiveness. Managing a diverse working environment well can contribute to increased staff retention and productivity. It can enhance the organizations responsiveness to an increasingly diverse world of customers; improve relations with the surrounding community. I urge everone to adapt to change, and expand the creativity of the organization. Some ways the company will make this a successful transition is to * Try to hire people who are representative of the community * Address the myths, stereotypes and cultural differences that could become a potential problem for employees * Remove major barriers that causes conflict with people from diverse cultures working together * Emphasize focus on various components that address the awareness, communication and understanding of InterClean * Value ongoing personal learning, change and invite feedback about personal behavior * Demonstrate ethical commitment and to the eliminate forms of discrimination * Empower individuals and encourage others to do so as well
In closing, if anyone has further questions and concerns regarding this memo, please let me know. I welcome all feedback. I believe that the organization will see drastic increases in productivity when guidelines are followed correctly.
Christopher L Kearney
Mid-Manager InterClean, Inc.

Reference
Cascio, W. F. (2006). Managing human resources: Productivity, quality of work life, profits (7th Ed.). New York: McGraw-Hill. Links Library
SCENARIO: InterClean, Inc., University of Phoenix Material
Train Your Managers on the Basics of Employment Laws: A Priority in 2008. Retrieved November 8, 2010, from http://www.vfda.net/Train%20Your%20Managers.pdf