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Interclean Memo Essay

643 words - 3 pages

Managing Behavior Memo University of Phoenix Annemarie Browning To: Front Line Managers From: Midlevel Sales Manager Date: January 26, 2009 Subject: Management Behavior in the Workplace This is a great opportunity to showcase your ability to manage through some opportunities and provide support to your employees. I believe that retaining and developing our employees during the merger is a key component to the success of our division. Many of our employees could feel uncertain during the merger. It is very important that you keep the communication open and are around if they have questions or concerns. There are also some key components of retention that I would like to share with you. Retention comprises the activities of (1) rewarding employees for performing their job effectively (2) ensuring harmonious working relations between employees and managers; and (3) maintaining a safe, healthy working environment (Cascio, 2006, p6) as you can see ...view middle of the document...

It is very important we uphold our standards in our division. As a manager you must maintain an environment that is free of any discriminatory actions. These actions could include jokes, improper comments, and inappropriate touching. It is important as managers that all of you are acutely aware of your actions and all of the employees in your division. All managers must ensure that you are providing necessary “reasonable accommodations” for any employee with a disability. I would ask all of you to familiarize and understand the FMLA policy and act according to the law in dealing with any of your employees that fall within the guidelines of this policy. It is important that during the merger that all of the employees feel that they are being treated fairly and just. If a conflict arises that you may not know the answer to please do not make up an answer instead contact our Human Resource department to help get the proper answer and guidance. The last subject of the memo includes the importance of inclusion of all employees. We are a diverse company and all employees should feel respected. The exciting thing about the merger is the ability to learn from new employees and their diverse work experience. As we merger we must be aware of some differences of both companies cultures. It is imperative that all managers embrace a diverse workforce as a great opportunity and a competitive advantage. I am outlining some best practices in managing diversity. So how should you handle questions and concerns about diversity? Here are some suggestions: Inquire (“What makes you say that?”) Show empathy (“It is frustrating when you can’t understand someone”) Educate (“debunk myths, provide facts, explain”) State your needs or expectations (“Lets develop an approach we can both live with”) and don’t polarize people or groups (“What might be other reasons for behavior?”) (Cascio, 2006, p125) I feel that by utilizing these best practices we can encourage and support a diverse workforce. Best Regards. Mid Level Sales Manager References: 1 Cascio, W (2006), Managing human resources : Productivity, quality of work life, profits (7th ed.) New York : Mcgraw Hill p(6,125)

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