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Running head: WHAT MAKES THE BEST PLACE TO WORK AND WHY 0

Toyota Company as the Best Place to Work

Name Christy white

Course: BUS322

Instructor’s name: William Stieber

Date: April 23, 2017

Introduction

In essence, Toyota Motor Corporation is one of the leading car producers on the planet. The Japanese-based organization has branches literally in each continent on the globe which is owed to the fact that the mass majority of the nations on the planet utilize Toyota vehicles. The organization had 344,109 employees. The significant activities of the workers incorporate engine production and also the sales (Wilhelm, & Kohlbacher, 2011). It is through appropriate management that has seen the organization control its productions and sales all through the world. It can be remembered that the company has had many difficulties such as the natural disasters including the earthquake that struck the headquarters a while back and saw the destruction of some merchandises owned by the company, however, appropriate management practices have essentially seen the organization rise again even after such issues. This paper will assess the crucial impetuses that shape the organizational environment in this organization that makes it the best place to work. This paper will thus focus on issues such as workforce diversity, ethics, and morality, technological innovation, and competition in the larger global market. The work attitudes identified with U.S companies and that are emphatically influenced by diversity will be highlighted and also the strategy to address the impacts. Lastly, the paper will also talk about the work policies and how they affect the company and the workforce.

Fundamental Driving Forces that shape the Organizational Environment of Toyota Corporation

The successes of Toyota Corporation throughout the years have been inspired by various elements. The components can be named as the key impetuses that shape the organizational condition of the organization (Ehinlanwo, and Zairi, 1996). They include the following:

Competing in a Global Market Place

As a strategy, Toyota Corporation has built up strong markets in several nations on the planet. Through the creation of innovative and exceptional merchandises, the organization has had the capacity to make a brand and a name for itself in the global market. The affordability and quality of Toyota automobiles in many markets have been the source of strength for the organization. The organization has amassed the aptitude to produce an assortment of vehicles with distinctive features and diverse market prices making it feasible for most of the general population to be able to afford one. In doing that, the organization has guaranteed quality and efficiency (Ehinlanwo, and Zairi, 1996). This has helped the organization to counter competition in many markets hence acquiring a place in the global market.

Technology

By far, technology has assumed a noteworthy part in ensuring that Toyota Company can expand its sales volumes throughout the years. Through research, the organization has been capable of identifying the diverse needs of the customers in various markets throughout the world. The organization has continually been enhancing its technology to guarantee that the products it creates to the market are exciting and institutionalized. For instance, utilizing the new technology, the organization has had the capacity to produce automobiles with exceptional components that show direction using GPRS which increased Toyota sales volume. Such technology and innovation have been grasped by many individuals who utilize cars frequently as means for transport to be a cutting age innovation. Such features have helped the user of automobiles by making it easy following directions and finding a destination and thus saving money on fuel and time (Ehinlanwo, and Zairi, 1996). Many individuals have obtained vehicles with such innovation in this manner leading to an expansion in sales volume and consequently increasing profit for Toyota Corporation.

Workforce Diversity

This is one of the main elements making Toyota a better place to work. In essence, Japanese are not the only employees working in various chains of the organizations as it were (Ehinlanwo, and Zairi, 1996). The organization has resorted to incorporating a diversity of workforce as part and parcel of its human resource management policy that has seen it develop in tremendous ways. The incorporation of employees from diverse communities, nations, races and cultural backgrounds has made it feasible for the company to deal with the different number of clients who likewise originate from diverse backgrounds and nationalities. Workforce diversity has assumed a noteworthy part in making sure that distinctive markets are dealt with proficiently and that the organization still stays on top regarding production and sales.

Ethics and Morality

As a company competing in the global market, Toyota Corporation can state morality and ethics as one of the real factors behind its success in the market. In all its branches and affiliates in various countries, the organization has set it clear principles that ought to be followed in the undertaking of company tasks (Ehinlanwo, and Zairi, 1996). One of the principles is the appropriate compensation for its workers. Employees working in the organization are assured of good pay rates monthly. Employees in the Corporation in this manner have been guaranteed that their needs and those of their families have been appropriately dealt with. Additionally, advancement and promotions opportunities have also been equitably established by the corporation. The management of the company has also ensured that the employees are working in a sound and healthy environment as an integral part of their ethics. In any case, aside from each one of those advantages, the workers are forewarned of corruption and negligence in work. As categorically expressed by the management, the two indecencies can not only lead to dismissal but also sue of employees in serious cases. The organization likewise assumes an incredible responsibility in whatever it supplies to the market (Ehinlanwo, and Zairi, 1996). Before being released to the market, each product needs to undergo various tests to determine safety, environmental friendliness, and efficiency.

Policies and Practice of Toyota and their Effects on Individuals and the Organization

There is a good number of polices that can be found on the Website of the company. As indicated by the management, safety and health are imperative to the corporation. In the safety and health policy, the organization shows that it is in charge of identifying working environment risks and dealing with all of those identified risks. Also, the organization ensures that loss and damage are decreased. Compliance with the legal responsibilities set by authorities is likewise imperative. The management additionally perceived the significance of training and giving suitable information to its workers. As such, it guarantees that efficiency and quality are accomplished (Lincoln, Ahmadjian, and Mason, 1998). The policy enables the company to ensure that its production activities are esteemed in every one of the business sectors.

Communication is likewise an essential piece of the practices created by the organization that guarantees that all matters of management, production, and sales are dealt with in the correct way that could be available. CSR is another strategy embraced by the company. In the previous years, the organization has been declaring its commitments towards Sustainable development by safeguarding the environment (Nonaka, Kodama, Hirose, and Kohlbacher, 2014). The organization has been delivering automobiles that are environmentally friendly to make sure that it meets its CSR practices and policy.

Different practices revolve around clients where the organization put the client first in all its operation. Regard to employees is another practice that is in its management principles number 5. Its management principles number 7 concerns business partners where it calls for regard and support of decency in business exchanges. Guiding principle number 2 concerns the local community where the organization guarantees that norms and culture of the communities to which it operates are regarded over the span of the work (Lincoln, Ahmadjian, and Mason, 1998). Shareholders are additionally incorporated into guiding principle number 6 that calls for steady and long haul benefits for the members. It likewise calls for appropriate disclosure of all facts about the company’s issues to the partners. Such strategies and practice have guaranteed that the organization covers every one of the components of the market. It has likewise enabled the organization to ensure that the requirements surprisingly included in the production and sales are efficiently tended to. Every one of these variables has guaranteed that there is smooth running of the organizational activities. Separately, the policies have an impact on employee's performance. It is through the approaches that workers have clung to codes and norms and maintained proficient production within and outside the company.

Practices related to work attitudes in U.S organizations

It is without a doubt that employee diversity is a practice identified with employment attitudes in U.S Corporations that for the most part influences diversity. Compensation and promotion practice is likewise an attitude in U.S organization. To begin with, the vast majority of the U.S companies are managed by United States residents (Lincoln, Ahmadjian, and Mason, 1998). The corporations do not have confidence in outsiders in dealing with their undertakings, and thus those employees from different communities are given junior positions in many cases. It is difficult to see the employees from different communities or nationalities move to the top position of the management of these companies. The practices and entrenched attitudes that non-Americans are not suitably equipped is the primary factor that impacts diversity. The corporations don't serve Americans as it were. This is the motivation behind the reasons why individuals support other multinational corporations that hold diversity with high regards. This practice can be remedied by making sure that workers with various aptitudes from diverse communities are employed in the American organizations. Therefore, establishing diversity will expand market share, and it will assume a greater part in improving the sales volumes for companies.

Conclusion

As can be seen above, in conclusion, Toyota Corporation has realized its success by making sure that it covers every one of the essential needs of the stakeholders required in its production and sales process. I have a strong belief that working in the organization will help me acquire a broad range of aptitudes and build up and develop my career. The working conditions are impeccable, pay rates are good, and the opportunities for progression and advancement are guaranteed which make Toyota Corporation the best place for any ambitious individual like me to work in.

References

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study of Ford, Toyota, Nissan and Fiat in Germany-Part 1. Business Process Management Journal, 2(2), 39-56.

Wilhelm, M. M., & Kohlbacher, F. (2011). Co-opetition and knowledge co-creation in Japanese

supplier-networks: The case of Toyota. Asian Business & Management, 10(1), 66-86.

Nonaka, I., Kodama, M., Hirose, A., & Kohlbacher, F. (2014). Dynamic fractal organizations for

promoting knowledge-based transformation–A new paradigm for organizational

theory. European Management Journal, 32(1), 137-146.

Lincoln, J. R., Ahmadjian, C. L., & Mason, E. (1998). Organizational learning and purchase-

Supply relations in Japan: Hitachi, Matsushita, and Toyota compared. California

Management Review, 40(3), 241-264.