Management Behavior - Envirotech

I am posting this memo to acknowledge the changes after the merger with EnviroTech. As you know that David Spencer announced that InterClean, Inc. has officially acquired EnviroTech, one of our important domestic competitors in the market. 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. As a fruit of our hard working, I need your attention while I am explaining how a manager's behavior can affect the productivity of his or her workers, describing the types of management actions that are in line with employment laws, and lastly mentioning some practices for working within a diverse work environment.

There are many factors, which can affect the productivity like materials quality, people skill, system & procedures, but the most important factor is attitude of superior. Appropriate manager helps create a satisfying work environment conducive to high productivity. Unmanaged behavior of a manager can turn the best job into a miserable one. Employees not only loose their productivity and creativity, sometime loose their workplace engagement as well. Rude behavior of manager creates an atmosphere of mistrust and fear, and therefore has a negative impact on productivity and increases the operational cost. An employee, who is physically present but is under performing due to lack of inner commitment or their mental absence to his or her job, is one of the major cost elements. The simple and most power ways are understand your employees; look the bright part of your employee rather than always finding the negatives. Know their potential, appreciate them on their good work and focus on their personal and professional balance.

Managers should train with the employment law to ensure compliance. Employment Laws govern all employment actions from hiring to firing. The wrongful termination and complaints of harassment or discrimination are the result of the actions or lack of appropriate action of middle-level managers. I am summarizing some claims of discrimination.

Managers must understand that it is prohibit firing an employee based on his or her religion, sex or national origin. Working time should monitor. Also managers should knows that eligible employees can up to 12 weeks per year of unpaid, job protected time off for personal or family medical reason as well as for the birth or adoption of a child. At last but not at least, employees should operate the business free from recognized hazards.

I am mentioning the most important practices which managers should taka care of it to enhance the challenge spirit among the employees. Managers have to demonstrate how research can identify what personally inspires and motivates employees and then make sure reward and recognition offering include all the right stuff for a company's employees. In addition, they have to provide tips on how