Evaluating Organizational Behavior - Research Paper Example

Evaluating Human Resource Policies of Pepsi Company Human resource policies or employee behaviors fall under the broader aspect of organization behavior. Organization behavior refers to studying human behavior within organizational settings by examining the relationship between the structure and the human behavior (Grandori 24). Through observing from both internal and external perspectives, individuals understand why people tend to behave in a particular manner within a team environment. PepsiCo. Inc is a multinational corporation from the United States (USA) that deals with food and beverage with its headquarters sat New York in the USA. The company engages in manufacturing, marketing as well as distribution of beverages, grain-based snack foods, as well as other products. The multinational engages in business operations throughout the continent. A focus on the company’s human resource policies proves essential to understanding its organization behavior. The paper, therefore, examines the employee behavior in relation to the business communication, setting within the company and an overview of the general approach to the Company’s employee behavior from other stakeholders. With distribution channels and manufacturing units all around the globe, the company realized the reason for successful operation is achieved through enhancing effective human resource policies. The code of conduct and Human Rights Work Policy of the company outlines guiding measures that ensure an embodied company’s policy that enhances in dealing fairly and honestly with the company’ s associates regarding wages and benefits as well as other employment conditions (Capparell 67). The company provides equal opportunities for associates without tolerance for discrimination and thereby ensuring compliance with all applicable regulations, laws as well as other employment standards. Consequently, the company maintains a “Speak Up” policy line operational for twenty-four hours and an internet portal to enhance reporting of any alleged or suspected human rights abuses. The company respects workers dignity in the workplace as well as ensuring the associates rights to personal security, clean, safe, as well as healthful workplace. The company also provides associates freedom from harassment and abuse of al manners. Fair treatment and honesty are consequently applied in relation to workers wages, benefits and all conditions of employment. The associates’ right to freedom of association also remains a significant point of consideration within the company. The company’s fight against discrimination within its undertakings ensures all associates attain equal opportunities irrespective of positions held within the organization (Enrico and Jesse 206). Consequently, the company complies with all applicable laws and regulations as well as other employment standards set within their area of operations. The company also requires its partners, contractors vendors and suppliers from different regions to support these policies. Placing a substantial value of working with other businesses and individuals that share the company’s human rights commitment also proves essential. The workplace policy rights and guidelines adopted by the business relates to the following scope: first, PepsiCo assumes a minimum standard requiring all PepsiCo activities to comply with both local and international regulations. The policy is adopted even in situations where there occurs an absence of local laws as well as regulations. Secondly, the company gives definitions to its associates and all those involve in its business line of operation relating to three areas covered by the human rights. The definitions refer to the company’s Values Statement and the Code of Conduct as well as all relevant PepsiCo or its division’s policies that include environment, diversity, labor and health and safety among others. The areas covered are respect, equality and dignity of work (Capparell 93. The company defines freedom of association to mean consistency with the law and the company policy as well as procedures. Through that aspect, the associates possess the right to form, communicate as well as join associations that they choose. Abolition of forced labor disallows coerced labor or any use of physical punishment as well as threats of violence or any form of sexual, physical, psychological and verbal abuse within the organization as means of discipline or control. The last guideline adopted by PepsiCo relates to the abolition of child labor indicating that the company shall never employ any individual under the age of fifteen years for any purpose. The removal refers to either part time or full-time employment and whether paid or unpaid work. In an aim to strengthen its employee behavior, PepsiCo heightened its focus to issues related to human rights in 2012 through the formation of a Human Rights Operations Council. The goal of the council aimed at ensuring that PepsiCo practices, policies and trainings among others meet the high expectations proposed by the Ruggle framework. The Ruggle framework entails a new set of principles to govern business as well as human rights endorsed in 2011 by the United Nations. In addition, PepsiCo retained a third-party reviewer in April 2013 responsible for conducting a pilot human rights audit. The pilot review enhanced the company to start measures of developing and rolling out a plan for human rights audits throughout the enterprise’s operations globally (Washington). The company also ensures sound human resource policies through hiring a qualified individual and providing training to enhance a promotion of values, policies and codes of the organization annually. Apart from the explained factors of supporting employees behavior, the company also recognizes HIV/AIDS as a unique challenge within the global health. PepsiCo considers the diseases as a threat to its sustainability of operations worldwide and is thus committed to ensuring a significant contribution towards the fight against the devastating pandemic. The company guarantees observing to that noble task through assisting associates as well as their family members affected by the disease. Through establishment of an internal task force that deals with HIV/AIDS, the company ensures its actions are guided in addressing that issue within the organization. The effective human resource policies adopted by PepsiCo remain evident with a focus on the proxy list that shows public companies with the highest paid human resource executives. PepsiCo and its subsidiaries rank among these enterprises proving an excellent training ground for top individuals and managers (Enrico and Jesse 213). For example, three officials working for one of its subsidiary in Frito-Lay ranked among the top ten highest paid executives in a proxy report conducted by Aon Consulting’s eComp Database for more than five-thousand companies. Consequently, PepsiCo remains a leading and well-known producer of hard-charging human resource personnel with people developing a brand related to its expertise in that field. Recruiting managers of other firms will at times say, “Get me a Pepsi-type person.” The company recruits individuals from top-ranked schools with individuals possessing master’s degree levels going for administrative top jobs. Besides that, PepsiCo remains a leader in encouraging and supporting innovative practices in the company’s operations. In addition to the measures the company observes to ensure it maintains standard employee behavior, the company remains a top employer around the globe in the recent past. The reason for the increase in employment opportunities within the organization may be attributed to growth and diversification within the organization. For example, in 2013 PepsiCo was recognized as a top employer in the European zone for a third time within three years. The ranking made by CRF institute ranked PepsiCo as number three among the twenty organizations in that area that received that honor (Washington). To qualify for the honor, CRF focuses on a lot of requirements for them the working conditions and employee management within an organization that focuses on five years progress. The benchmark used by CRF refers to training and development, compensation practices, career opportunities and employee benefits within the organization. In conclusion, organization behavior remains a significant part in an organizations success. Human resource policies play an important role in determining the failure or success of an organization. Effective human resource policies lead to the success of an organization and building of an organization culture that goes beyond the organization internal structure to the environment (Grandori 139). PepsiCo adoption of well communicated and effective human resource policies remain an important aspect in the organizations success and recognition by the outside players. Therefore, it remains essential for organizations to adopt the best organization behavior practices that will in return ensure success and sustainability of such organizations. Works Cited Capparell, Stephanie. The Real Pepsi Challenge: How One Pioneering Company Broke Color Barriers in 1940s American Business. New York: Free, 2009. Print. Enrico, Roger, and Jesse Kornbluth. The Other Guy Blinked: How Pepsi Won the Cola Wars. Tononto: Bantam, 2009. Print. Grandori, Anna. Organization and Economic Behaviour. 2nd ed. London: Routledge, 2012. Print. Washington, Julius. "PepsiCo--Taste the Success." PepsiCo--Taste the Success. 17 June 2014. Web. 10 Dec. 2014. . Read More