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Management Behavior

As everyone knows, David Spencer made the announcement earlier this week, that InterClean, Inc. , has officially acquired EnviroTech one of our domestic competitor. Although this merge is a very exciting transformation for our company, you will find many changes throughout the organization in which we will need to adapt to, especially supervisors in our sales team.

As a result, I would like to take a moment to reflect on the importance of the type of behavior that successful managers demonstrate, illustrate the types of management actions that are in line with employment laws, and lastly explain some practices for working within a diverse environment. We need to understand that there are about 60 employees from EnrivoTech sales force who have joined our sales force team of 80 people.

Together, we now have a bigger team of strong 140 sales force who carry diverse talents, work culture and collaborating this bigger team and bringing them under InterClean unified umbrella is a challenging responsibility. As first-level managers, you will be working closely with our strong sales force and your behavior can critically impact their productivity. Fairness and attitude are highly important when retaining employees. Looking at the new organization chart, we have a

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very strong mix of Native Americans, Hispanic Asians and African Americans.

Although it has never been an issue, I emphasize that we should take extra care in that we do not discriminate the new team on the basis of race, color, religion, sex, or national origin in any aspects of our day-to-day interaction. We are required to comply with the Federal as well as State fair employment law; hence I will encourage everyone to read the latest posting by our HR department. As a result of merger, some of the skills we see today are redundant or outdated and after discussing with Janet Durham the organizational decision on workforce downsizing is currently being exercised.

The redundant or outdated skill are being terminated and all the supervisors are advised not to personally or emotionally deal these situation but handle this in a best professionally way. With the intention of avoiding the discrimination and harassment lawsuits, there are numerous actions that first-level managers can do to prevent these problems. For instance, an excellent way to inform employees of discrimination when hiring and firing is through an appropriate company handbook. The handbook is intended to recognize and confirm all questions that managers and employees may have regarding certain policies.

Another action that most manager’s obtain to gain better knowledge concerning employment laws would be to attend trainings on sessions which discuss workplace safety, disability discrimination, age discrimination, overtime violations, etc. For example, while training for workplace safety, the Occupational Safety and Health Act (OSHA) requires employers to operate businesses free from recognized hazards. OSHA is an extremely aggressive compliance law, which can result in large amounts of fines. On the other hand, it is a golden opportunity for InterClean to create and fill new positions with various responsibilities.

Our HR needs your assistance in the hiring process, and I am counting on all the supervisors’ support to find the talented and skilled resources that will help to grow our sales. Keeping the organizations best interest and comply with the legal front, I would like to emphasize that all the supervisors must aware the organization policies with the respect of Equal Employment Opportunity and the adverse effect that the organization might have to face due to discrimination. Another aspect that is of greater challenge is handling the diversity at the work place.

Till date we as an InterClean organization does not have a great experience in handling diverse work culture so far. With the merger and newer group of people coming on board, It is every supervisors’ duty to extend their ideas and visions and manage them efficiently. I have asked Janet Durham to conduct the cross-cultural training, which is mandatory for all the supervisors in my team. Although managing a diverse workforce can be a challenge as a first-level supervisors’ you can positively impact our organization by successfully managing your diversified workforce.

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