Manager’s Behavior: Impact on Employees


For production purposes, an organization requires both human and physical capital. Managers are given the responsibility of ensuring that employees and physical resources are efficiently utilized in the production. The success of an organization is based on these principles. InterClean, Inc. and EnviroTech would like to merge with the aim of developing more efficiency. In a merger situation, the participation of managers is more required as they need to manage and lead a larger volume of people who might have a negative attitude towards the merger. On the other hand, there will be a portion of employees that line managers do not know their efforts and thus integrating them in the system becomes a problem. This memo describes how a manager’s behavior can affect the productivity of his or her workers, the types of management action that align with employment laws and those that do not and finally best practices for working within a diverse work environment

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How a Manager’s Behavior can affect the Productivity of his or her Workers

Managers are leaders; their employees follow their steps in their operations. The kind, attitude, and mood that they form towards their employees will affect the level of performance that will be attained. When something needs to be done, an organizations management should lead the organization to the direction that it requires the organization to go. A well defined direction and code of doing work lead to a workforce that realizes the expectations that their companies have and their career path. In motivational theories, for well motivated employees, managers should lead from the front by example (Swamson, 2009).

Organization and team combinations are a responsibility of the management. The management should understand different potentials, strong points, and weak points that its work force have and aim at combining the efforts well enough to attain efficiency.

Different economic systems require different strategic management. It is the work of the management to interpolate the prevailing conditions and make decisions that are responsive to the general trend in the economy. For example in recent world financial crisis it was the work of managers to ensure that their individual companies have embarked measures that will see them through the recession. These included online marketing, strategic management, and human and physical resources management among others.

When the merger had been effected, the management will need to understand the potential brought about by the move and weaknesses that would have been brought about. From this understanding measures to tap the advantages brought about should be put in place as well as mitigation measures. This will see the merger a success (Anthony, Kalmar & Perrewé, 2002).

The types of management action that align with employment laws and those that do not

The merger will definitely have an effect on the employees. This is because some employees will be required to be laid off since the merger may not be able to accommodate all of them. The decision on who to retain and who to let go can be made either by individual company’s management or by the merged company; whichever the case, the employees rights must be respected. The rights include

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  • Right to lawful dismissal
  • Right to compensation according to contract signed
  • Right to free demonstration if they feel oppressed by decision made by the two companies
  • Right for equal participation and consideration in the merged organization and
  • The right to have a representation body after and before the merger.

Before the merger is effected it is important for Envirotech and InterClean, Inc managers to let their employees understand the move they are looking forward to undertake and explain to them the benefits and injuries that the new system is likely to cause on them. They should encourage their employees to participate in seminars and trainings conducted. Finally, they should be given equal considerations in positions created by the merger.

There should be no discrimination of people with disability or those from either company on certain basis (Williams, 2001).

Best Practices for Working within a Diverse Work Environment

A best practice is an undertaking that management set their organization to assist sail through the changing economic and social settings. Each setting dictates a certain style of approach. It is the most effective method of accomplishing a certain task in a business. The tasks may be small departmental level that leads to a change in the entire company. In these practice there is elimination of deficits and creation of efficiency paths.

It takes the angle of total quality management. In the case of a merger, and sales business, best practice will focus on;


This will ensure that the people moved understand the reason for the move and after they are absorbed they know the expectations that the new company have upon them

Incremental and iterative development

Managers and leaders should play a close role to ensure that the people absorbed in the system develop a positive organizational culture. They should ensure that the people have a common goal of seeing the company succeed.

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Quality assurance

One reason why the merger was necessary is to have an efficient way of doing things after the combined effort. This only comes with quality assurance from the production team.

Performance engineering

Periodical feedback and reviews of targets should be done to ensure that the company develops a business reengineering processes.


Any risk brought about by the changed structure in the organization should be interpolated and mitigation measures put in place (Wheelen & Hunger, 1998).


Managers are the driving force in an organization. The decisions they make and the examples they give to their employees determine whether a business is going to succeed or not. The case of a merger requires special intervention of management as they need to understand how to blend the increased employees for their betterment. They should adopt measures in line with employment laws and develop a good practice approach.


Anthony, W. P., Kalmar, K. M., & Perrewé, P. L. (2002). Human Resource Management, A Strategic Approach, (4th ed). South-Western, Thomson Learning. U.S.A

Swamson, R. (2009). Foundations of Human Resource Development: Easy read Large Edition. San Francisco:

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Wheelen, L., & Hunger, J. (1998). Strategic Management and Business Policy: Entering 21st Century Global Society. Massachusetts: Addison Wesley

Williams, S. (2001). Making better business decisions: understanding and improving critical thinking and problem-solving skills. London: Sage

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