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Management Behavior Memo

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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 such as playing multiple leadership roles, and switching quickly form one role to another during the merger process (Gadiesh, Buchanan, Daniell, & Ormiston, 2002). Our employees will be looking to us to display guidance and direction for them as they are unsure about the change taking place. It will be up to us to provide the vision of where InterClean is headed and the resources (EnviroTech) we need to make it happen. Now more than ever you will need to maintain and in some cases rebuild the loyalty of or employees. This can be only done if you fully understand the merger and what it will mean in the big picture. You will need to address concerns with each of your employees and share to scope of what we are doing. This can be done with the focus on the quality of work life (QWL). Let us share the motto “Quality in All We Are and All We Do” (Cascio, 2006, p. 25).
Just so we are clear we as an organization embrace diversity and I want to make sure we are aware of potential pitfalls in this area. InterClean and EnviroTech have differences that will complement us as a single corporation. InterClean has the young and fresh ideas, whereas EnviroTech has the experienced subject matter experts. Although we are ethnically somewhat similar we should continue to be the open and welcoming organization we have always proven to be (University of Phoenix, 2005). Our largest diversity is age and education of our employees and this should be seen as a positive for InterClean as there will be plenty of opportunity for training. Along with the age and education differences I want to make sure you are familiar with the Age Discrimination in Employment Act of 1967 (ADEA), and The Equal Pay Act of 1963. This as mentioned earlier these areas are the largest diversity areas we have between the two companies.
Although InterClean and EnviroTech have similar diversities in the ethnic area, we should still continue to focus on using this diversity to enhance our organization and make sure we are guiding, and leading be example in all areas of our performance. That means bring your teams together and make sure the teams are diverse in many areas as this will create teamwork and allow each of them to learn from one another as well as teach. Our long-term goal is to create a work setting in which each person can perform to his or her full potential and therefore compete for promotions and other rewards on merit alone (Cascio, 2006). You know as well as I do that each age group and cultural background brings something unique to the team, this should be our focus. It is imperative we make sure we are not separating our teams between companies but require them to work together as teammates. This will eventually reduce the unknown to each of them and foster new relationships that will begin to bring us all into one company with the same big picture in mind.
Finally I will expect each of you to keep the lines of communication open between your selves and your employees, and as always my door is open. If you have any issues, concerns, or need some ideas please do not hesitate to reach out to me or one of your peers and we can do some problem-solving and get answers to your issues. Also I want to thank each of you for your professionalism, integrity, and service to the company and your employees. Management should lead by example and move forward with the merger by guiding our employees into new territory and make sure we are there for them all the way.

References
Cascio, W. F. (2006). Managing human resources: Productivity quality of work life, profits (7th ed.). New York, NY: The McGraw-Hill Companies.
Gadiesh, O., Buchanan, R., Daniell, M., & Ormiston, C. (2002, March). The leadership testing ground: Mergers may be the truest test of great leaders. Journal of Business Strategy, 23(2), 12.
University of Phoenix. (2005). Scenario: InterClean, Inc. Retrieved from University of Phoenix, HRM Human Capital Management website

MATRIX FOR EVALUATING WRITTEN WORK
* Shaded areas of text indicate deductions / areas needed for improvement

Student: Score: 96%

46/.50Content/Development | * All key elements of the assignments are covered in a substantive way * Content is comprehensive, accurate, and/or persuasive * Major points are stated clearly, are supported by specific details, examples, or analysis and are organized clearly * Where appropriate, the paper supports major points with theory relevant to the development of the ideas, and uses the vocabulary of the theory correctly * There is integration of theory and practice whereby the writer is able to link theories to practical experience * Research is adequate and timely for the topic * The context and purpose of the writing is clear | 20/.20Organization | * The structure of the paper is clear and easy to follow (logical flow) * The introduction provides sufficient background on the topic and previews major points * The paper’s organization emphasizes the central theme or purpose and is directed * Paragraph transitions are present and logical, and maintain the flow of thought throughout the paper * The conclusion is logical and flows from the body of the paper * The conclusion reviews the major points * Ideas flow in a logical sequence | 10/.10 Format | * The paper, including citations and the reference page, follows designated guidelines for format * The paper is laid out effectively and uses reader-friendly aids (e.g., sections, summaries, tables of contents, indices, appendices, etc.) when appropriate * The paper utilizes references appropriately * Headings, the use of italics, etc., aid the readability of the paper and are not overdone * The paper is neat, with attention given to format requirements (APA style) | .10/10Grammar, Punctuation, Spelling | * Rules of grammar, usage, and punctuation are followed * Spelling is correct | .10/.10Readability/Style | * Sentences are complete, clear and concise * Sentences are well-constructed with consistently strong, varied structure * Sentence transitions are present and maintain the flow of thought * Words are precise and unambiguous * The tone is appropriate to the content and assignment |

Not a bad paper to start the course with,

Please review my notes and adjust for next time out…

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