Memo: Intraclean Interoffice Memorandum
RUnning Head: IntraClean Interoffice memo
IntraClean Interoffice Memo
HRM 531/University of Phoenix
March 29th 2010
interoffice memorandum to: First Level Management from: KK subject: cOMPANY pOLIcy date: [ 5/16/2010 ] cc: As you all know IntraClean will launch a media blitz to announce publicly its new strategy. In the past, IntraClean’s sales force focused primarily on demonstrating and selling product. IntraCleans new focus will be a solutions/service model. This service model means that reps will be grouped into multi-functional teams; these teams will support IntraClean’s high-quality product along with high-quality service. I am asking for everyone’s support by determining the current strengths, and areas that need …show more content…
I am relying on you to keep employees as motivated and informed as possible. As you are aware, management practices can affect employee performance, which ultimately affects the businesses market value. Negative management behavior can lead to absenteeism, turnover, and poor job performance. We need to consider the economic consequences of our behavior as managers. The direct cost associated with negative manager behavior includes: quality of productivity, quantity of productivity, grievances, accidents, compensation, and awards. The indirect costs associated with poor management behavior includes: low motivation, dissatisfaction, decline in frequency of contact, distortion of messages, faulty decision making, distrust, disrespect, animosity, and opportunity cost. These factors can cost the company money in the long run, therefore, I ask that we try to control talk, and rumors, and to continue to communicate with employees by reassuring them of their worth to the company. We must continue to ensure that we provide a pleasant working relationship between management and staff. We must continue to provide a healthy and safe work environment for …show more content…
Since we are restructuring the business, we may find that we have to terminate some employees which mean we may receive some reports from the EEOC from disgruntled employees who believe that they were treated unfairly. As you know, the EEOC is federal regulatory agency that enforces nondiscrimination laws. We must make sure that we are not accused of unfair discrimination due to age or disability. Management cannot single out employees or prospective employees on the basis of age or because of a disability. We must ensure that when hiring or terminating and promoting employees that we are doing so in a manner that is fair. We should make sure that we do not make decisions based on race, gender, national origin, age, disability, and religion. If we have to terminate employees we must ensure that we do not refer to their age as a reason for termination. We must also ensure that we do not refer to one’s gender as a reason for termination. Managers should not insinuate that our organization has enough males or females; therefore, we have to terminate their employment. If we do not follow EEOC guidelines, employees or prospective employees can file a formal complaint with the EEOC, if a complaint is filed the EEOC will contact IntraClean if there is a case. The EEOC will request further documentation, which means that IntraClean should have documented
IntraClean Interoffice Memo
HRM 531/University of Phoenix
March 29th 2010
interoffice memorandum to: First Level Management from: KK subject: cOMPANY pOLIcy date: [ 5/16/2010 ] cc: As you all know IntraClean will launch a media blitz to announce publicly its new strategy. In the past, IntraClean’s sales force focused primarily on demonstrating and selling product. IntraCleans new focus will be a solutions/service model. This service model means that reps will be grouped into multi-functional teams; these teams will support IntraClean’s high-quality product along with high-quality service. I am asking for everyone’s support by determining the current strengths, and areas that need …show more content…
I am relying on you to keep employees as motivated and informed as possible. As you are aware, management practices can affect employee performance, which ultimately affects the businesses market value. Negative management behavior can lead to absenteeism, turnover, and poor job performance. We need to consider the economic consequences of our behavior as managers. The direct cost associated with negative manager behavior includes: quality of productivity, quantity of productivity, grievances, accidents, compensation, and awards. The indirect costs associated with poor management behavior includes: low motivation, dissatisfaction, decline in frequency of contact, distortion of messages, faulty decision making, distrust, disrespect, animosity, and opportunity cost. These factors can cost the company money in the long run, therefore, I ask that we try to control talk, and rumors, and to continue to communicate with employees by reassuring them of their worth to the company. We must continue to ensure that we provide a pleasant working relationship between management and staff. We must continue to provide a healthy and safe work environment for …show more content…
Since we are restructuring the business, we may find that we have to terminate some employees which mean we may receive some reports from the EEOC from disgruntled employees who believe that they were treated unfairly. As you know, the EEOC is federal regulatory agency that enforces nondiscrimination laws. We must make sure that we are not accused of unfair discrimination due to age or disability. Management cannot single out employees or prospective employees on the basis of age or because of a disability. We must ensure that when hiring or terminating and promoting employees that we are doing so in a manner that is fair. We should make sure that we do not make decisions based on race, gender, national origin, age, disability, and religion. If we have to terminate employees we must ensure that we do not refer to their age as a reason for termination. We must also ensure that we do not refer to one’s gender as a reason for termination. Managers should not insinuate that our organization has enough males or females; therefore, we have to terminate their employment. If we do not follow EEOC guidelines, employees or prospective employees can file a formal complaint with the EEOC, if a complaint is filed the EEOC will contact IntraClean if there is a case. The EEOC will request further documentation, which means that IntraClean should have documented