Management Behavior Memo

InterClean – Enviro Tech Merger

XXXXXX

HRM/531 Human Capital Management

November 23, 2009

Instructor

To: Supervisory Team

From:

Date: November 23, 2009

Re: InterClean – Enviro Tech Merger

As we enter the final stages of the merger with Enviro Tech, it is essential for the management team to create a cohesive plan for combining employees and each company’s culture. The most important thing to remember is that we remain positive and supportive. It is imperative that our teams see these changes as a challenging but rewarding experience. According to Iqbal (2008) “numerous studies confirm the need for firms to systematically address a variety of human resource issues and activities in their merger and acquisition activities. In fact, industry research over the last 15 years indicates that 50-70% of all mergers, acquisitions, and other corporate transformations do not achieve their desired level of success, primarily due to people issues” (HR issues and activities in mergers and acquisitions par. 4). Thus, it is imperative that we all focus on the same issues.

We will begin by focusing on diversity. Diversity is more than an employee’s ethnic background. Diversity includes age, cultural beliefs, and possible disabilities. We will conduct training sessions that will address diversity. It is important for everyone to be aware of any differences so they can be more objective and understanding.

Uniting employees from each organization will be our next step in diversity training. I conducted research for suggestions about getting people to interact. We will begin with the following list of conversation topics (Phegan, 2003):

Past:

• How did you come to be with the company? What did you do before that?

• Childhood, school, where grew up? Parents, where from, occupations?

• Children, spouse, home, hobbies, weekends, vacations?

• What do you like people to know about you?

• What would you like to know...