Organizational Behavior

This article discusses the application of organizational behavior theories in the context of Horvath Foods. The author talks about their role as the Director of Human Resources and the HR policies that need to be addressed. The article also covers the challenges faced by the company and the recommendations to improve organizational performance.

Running Head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student:
Name if the University:
Author Note:

1ORGANIZATIONAL BEHAVIOR
Introduction
After I took the responsibility as the director of the Human Resources in the Horvath
Foods, my main task was to supervise the Canadian Operations. As the Director, I had to make
the representation of the company in each Canadian plant and to supervise their overall efforts
towards the development of the company as a whole (Haider et,al 2019).As a Director of the
Human Resources, my job is to implement the HR policies to enable the company to apply them
on a consistent basis throughout the organizations functioning in Canada in order to insure the
fact the company will properly maintain the nonunion status across the organizations functioning
inn Canada. In this context, as the Director I had to constantly report to the Vice President who
will supervise the operations in across Canada (Gao, & Horvath, 2016).
Discussion
Before my recruitment in the post of the director of the Human Resources of the
company, I was already aware of the brand name of this company and the standard of its high
performance. So my role as the Director will be to constantly motivate my employees in the
context of the success that the company has enjoyed at all its levels. I should appreciate the
significance of the flexible decision making procedure of the company’s operations. Ii should
also ensure that the employees at all the company should always wear their uniform jackets with
the Horvath Food Logo written on them (Zsarnoczky et.al 2019).
As the Human Resources Director, I should also discover most of the HR policies that
needs to be addressed by the employees at all the levels of the organization. The executives
along with the managers will also be hired at the initial point of the salary structure that will be
set on a primary basis on the basis of their ability to negotiate the salary structure rather than

2ORGANIZATIONAL BEHAVIOR
emphasizing on the criteria of the specific salary range. The HR policies regarding the equity in
the Employment or the Pay Equity structure in this situation do not exist (Gekas, 2017). The
company however in this situation has not published the different for their job descriptions and
has also not set the results of the job evaluation processes that will not be contemplated in the
organizational structure. The performance appraisals of the employees of the company will have
a nonexistent nature of performance that is supposed to be totally based on the on the MBO form
of the management style of the company. The results published at the bottom line of the
company will have a paramount effect on the authorities of the executives and the management
authorities of the company in order to derive those particular results (Brandt & Barrangou 2019).
As the Director of the Human resources of the company, I should be aware of the
significant changes brought about by the society so that I can make a difference to a vast extent
to the company’s organizational structure in accordance to the compensation levels in which the
employers can create a huge difference immediately during the handling of the different
operations. The plan for the different benefits of the organization will be executed in such a
manner so that it can maximize the company’s benefits in accordance with the benefits enjoyed
in the same sex in order to make the company conform to the current standards of that particular
geographical area.
Another significant fact that has to be considered is the bonus structure that will remain
nonexistent in this current organizational structure. The bonuses will be however available for
the sales and the marketing improvements of the market share of the organization. In this
situation the succession management will be in the nonexistent nature too in the organizational
context. If any employee possesses the skills which will be suitable for the vacant post will have
a positive impact on the ability of the employees in the hierarchy that is positively dependent on

3ORGANIZATIONAL BEHAVIOR
the ability of the different employees in order to implement and guide that particular employee
for the purpose of the assigned job (Olivry & Mueller 2018). Apart from the pride and the brand
name that will guide the employee for the job the employees are also associated with a certain
extent of that pervasive fear among the employees. The most common cause and the type of the
fear is that of the organizational unions as they are already aware of the fact that the organization
will start with the ceasing of the different operations in place of the organizational drive. At the
head office of this plant that is situated in Brandon, the employees are literally scared of the of
their loss of jobs in the respect of one or the major employees in the organization (Orbán,2016).
In the December , Bob has made a shocking level of announcement which stated that as
is already 75 years old , it is time for him to retire but the problem associated with the fact is that
after his retirement there is practically no one who can take the responsibility of this huge firm.
So as the Director of the Human Resources of the company, it will be my job role to drive the
employees in such a manner so that they will be able to work as self-leaders of the company.
They should drive themselves for their overall performance growth (García-Cáceres et.al 2019).
Recommendations
The different organizational behaviors that I can incorporate as the Director of the
Human Resources of that particular company are the perception of the individual differences
which incorporates the fact that each and every employee in the organization has different
potential and skills which should be applied by the higher authorities accordingly. The second
theory is that of that of perception, which states the performance of the employees will also
depend on their individual overview of the organizational perspective. The third factor is that of
the motivated behavior among the employees that will drive their energy to the work along with

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their degree of desire for the involvement in the company’s overall performance (Mukisa et. al
2019).
Conclusion
Finally, it can be stated that as a Director of the HR with the application of the
organizational behavior theories, I will be able to drive the company towards a higher level of
organizational performance of the company. Finally, the staff at all levels of the organization
should bear a certain mutuality in their interests for working with proper goals.

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