Running head: INTERCLEAN INC Memo
InterClean Inc Memo to Supervisory Team
University of Phoenix
April 3, 2010
MEMO TO: Supervisory Team
FROM: Jamie Yankaway
DATE: April 3, 2010
RE: Management Behavior
By now you’ve all heard of the merger between InterClean and Envirotech. I felt it vital that the merger be communicated throughout the company so that it is not perceived as a problem to our employees. Being managers I rely on all of you to help this merger occur with little issues. As with any organization the rumor mill has surfaced and employees are afraid that they may be losing their jobs. I am counting on you to make this a smooth transition.
The primary goal of InterClean is to become an autonomous cleaning solutions resource for institutional and commercial organizations and we can’t do this ...view middle of the document...
As managers communicate the different training that will be offered to the sale’s staff to help them better align themselves with InterClean’s new direction. This will allow them to understand that they have a chance to remain in their current capacity or have a chance to advance with the company. Help them sign up for the training sessions if they need the help. Gain their trust and help InterClean move forward.
Secondly, you must know the actions in line with employment laws and those that are not. InterClean abides by all local, state, and federal regulations not to discriminate on the basis of race, religion, national origin, sex, and physical disability. Take the time to go over the laws of broad scope and those of limited application as they are all to be abided by. Not obeying these laws may cause yourself and the company serious consequences.
Lastly, best practices for working within a diverse work environment. Changes will be made to the staff. By reviewing our current staffing needs we are able to get the right people in the right positions. This allows the company to become more diverse and have the potential of becoming global. By being a diverse company we can better position ourselves to understand the needs of our customers. Three best practices are to “use technology to move information around the company, learn from our colleagues around the globe and share information with them, measure these “soft” skills as we measure “hard” business returns, and hold people accountable for them. If we follow these best practices we will be a more diverse culture”. (Cascio, W. 2006)
Keep all of these things in mind when managing your employees. This will help the transition move seamlessly. Your behavior, knowing employment laws and utilizing the diversity best practices are a step in the right direction
Cascio, W. (2006). Managing human resources: Productivity, quality of work life, profits (7th ed.). New York: McGraw-Hill.