InterClean, a major sanitation competitor realizes that in today's environmentally friendly atmosphere, customers express increased interest in solutions and services (rather than products) to contour cleaning endeavors. InterClean, through its reorganization, hopes to offer increased turnkey solutions in the form of employee training, regular monitoring, in addition to info-sharing of new regulations (full cleaning contracts in some instances). InterClean's future profitability depends on satisfying this rising demand. Leading companies like InterClean, who rely on customer solutions/service and personalization to court the customer, often seize a greater share of customers through enlarging product offerings and tailored, differentiated services.
In an effort to regroup, InterClean will conduct employee appraisals and after assessing the results, HR may realize the need for internal organizational changes to assist in an easier changeover. Since InterClean acquired EnviroTech--an environmentally-conscious domestic competitor--competitive effective policy development in human resources proves even more instrumental. This paper will explore the green initiatives taken by the following organizations: (1) Wal-mart and Melaleuca; (2) ICS Cleaning and Diversified Natural Products, Inc. (DNP); (3) Dell and Comcast; (4) Bank of America and Delta Air Lines; and (5) Exxon Mobil and SBC Communications/ AT&T. After reviewing the growth and issues derived from these organizations, this paper will assess how their decision to go ‘green' is comparable as well as contrasting to that of InterClean.
[...] CONCLUSION Across-the-board leadership engagement and new value development organizes a company through changes, like InterClean's changing over to a “customer solutions/service model. In the race to bring market share and globalize, InterClean follows companies that have restructured into new channels of business. Based on the findings, the lack of communication and unstructured business tactics illustrated by each of the organization's created issues within their organization. These companies all have similar goals of presenting their organization as environmentally safe and fulfilling to the consumers. [...]
[...] Effective policy development in human resources has enabled environmentally-safe training and skill development of staff to play a paramount role in the organizational success of ICS. train our staff about the responsibility in adhering to good environmental practices” (Living Clean p. 1). The comprehensive training in its organizing for success includes the human resources offering of advanced user friendly software as a training supplement. use independent employment consultants to ensure full regulatory compliance for our staff” (Living Clean p. 1). [...]
[...] Bank of America's 10 -year initiative encourages development of environmentally sustainable business practices through lending, investing, philanthropy and the creation of new products and services (Bank of America Corporation, 2007). This move placed the company in a great place to give back to consumers with products and services geared toward protecting the environment. Under its environmental initiative, Bank of America will emphasize the business opportunities created by "green" economic growth by providing critical financing to encourage the development of environmentally sustainable products and technology; accelerate the deployment of existing technology; and increase energy efficiency (Bank of America Corporation, 2007). [...]
[...] The merger proved fruitful since all principals had worked together for many years and knew each other well. The similar backgrounds and commonalities of the merger allowed a pronounced, positive impact of human resource issues and organizational effectiveness: all aligned organizational structure with strategy (allowing a competitive advantage). This resulted in easy facilitation of cross utilization and training. Compare And Contrast: Outsourcing Outsourcing is a major cost saver in most cases. Dell, for example, typically recruits from colleges and universities. [...]
[...] In the situation in which InterClean is teaming up with EnviroTech, who is more qualified and experienced to help the organization reach their goal, InterClean should be able to accomplish the task and learn new skills that will help the organization continue to grow. Lastly, InterClean is organizing for success by assessing the organization internally and externally. By evaluating employee performance, setting goals and training employees on new services and products, they will be better prepared for their future. Additionally, while going outside of the organization for assistance is not keeping current employees happy, it will help to keep InterClean focused and organized for a successful transition. [...]
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