Management Behavior the Management Re: Research Proposal

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Now that InterClean has created a new product outlook, part of its restructuring should involve a creating a reformed performance review system that truly rewards top employees.

Describe the types of management action that align with employment laws and those that do not.

The InterClean Corporation is attempting to reformulate its product package and sales approach in light of its upcoming merger, which will require a new organizational structure and likely a different type of employee profile. As its employees are hired 'at will' the company is free to let go any employees it chooses, within the parameters of staff contracts. However, keeping a watch over employees by surreptitiously observing their conversations is unacceptable. Hiring and firing must be based upon merit, as demonstrated in documented performance reviews and seniority. Also, firings should not seem biased against entire demographic groups of workers such as the non-white or female, or be constructed to unfairly discriminate against particular categories of persons, based upon their age or disability status, unless certain characteristics are necessary for the employment. For example, it would look suspicious and could potentially lead to legal 'hot water' if the company only cut highly paid, older staff members who were about to leave the company and receive their full pensions but only hiring individuals with certain physical skills to do backbreaking custodial work would not be illegal.

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Describe best practices for working within a diverse work environment.

Diversity is a vital element in building a strong sales staff: the sales department is a 'people' department, and without a diverse workforce, the sales staff will not be able to understand the needs of all clients. During a merger, a company often becomes more demographically diverse. This can be a good thing: new employees from historically underrepresented groups can provide valuable personal insight in pitching new products to new demographic segments. Diversity education is necessary for all new employees, regardless of their background. Employees cannot be expected to be perfect, but they should be aware of the need to be respectful of differences, and also of relevant anti-harassment and EEOC guidelines.

On a more personal level, creating a workforce where diversity is an asset, not a detriment, requires a collective organizational dedication to teamwork. Employees must receive an education about how to work effectively as diverse work teams, and gain a strong foundation in communication skills. This will help the organization achieve its productivity objectives as well as demonstrate the company's commitment to diversity.

Finally, the company must live up to its ideal of diversity though its practice of promotion -- employees will notice if the top-level management resembles a multicultural America, or has not changed in demographic composition since the….....

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