HI6005: Global Management and Organisations E-Learning Activities

This assignment discusses the concepts of Taylorism and corporate culture with a focus on Toyota. It starts by analyzing Taylorism and its applicability in modern contexts like call centers, highlighting its emphasis on efficiency and division of labor. The assignment then examines Toyota's corporate culture through seven dimensions: innovation, detail orientation, result orientation, people orientation, teamwork, aggressiveness, and stability. It concludes that while Taylor's methods may not be fully applicable today, Toyota's strong corporate culture contributes significantly to its success. Desklib provides access to similar solved assignments and resources for students.

Running head: MANAGEMENT AND ORGANISATIONS IN A GLOBAL
ENVIRONMENT
Management and Organisations in a Global Environment
Name of the Student:
Name of the University:
Author note:

1MANAGEMENT AND ORGANISATIONS IN A GLOBAL ENVIRONMENT
Executive Summary
As stated by Fredrick Taylor, workforce production of an organisation gets increased
when their working hours are extended. According to him improvement in the organisational
production could also led to increase in the satisfaction level of the employees. However, he
has neglected the fact that they might not be happy for their increased working hours. On the
other hand, it is also seen that Toyota’s has a very notable corporate culture within its
organisation. This paper is going to discuss the answers related to the question under two of
these issues.

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Table of Contents
E-learning activities...................................................................................................................3
Week 1.......................................................................................................................................3
Activity 1: Ford and Taylorism..............................................................................................3
Week 3.......................................................................................................................................4
Activity 4: Toyota’s corporate culture and the problem of spreading its culture...................4
Conclusion..................................................................................................................................6
References..................................................................................................................................7

3MANAGEMENT AND ORGANISATIONS IN A GLOBAL ENVIRONMENT
E-learning activities
Week 1
Activity 1: Ford and Taylorism
1. From the video, it can be understood that the theory of taylorism has indeed made a
significant contribution in changing the process of machine functioning and in enhancing the
worker’s productivity (YouTube, 2018). The main objective of the theory of taylorism is
improving and enhancing the economic efficiency particularly the productivity of the labor. It
was introduced in the early twentieth century, with the aim of achieving paramount job
fragmentation in order to reduce the time of job learning as well as that of skill requirements.
It introduces the motion study and time for best job performance by the workers, work station
design and cost accounting (Bahrin et al. 2016). However, in present days, the workers in
Australia, America or Europe would not accept the concept of Taylorism, introduced by
Fredrick Taylor, in its original form. This is because the time has changed along with change
in automation and technology and there is no intelligence in applying the established theory
of taylorism for sure. There would several ramification needed in order to make this theory a
success in today’s era.
2. Yes I can see the concept of Taylorism in the call centers today to some extent but not
completely. It is to be noted that the work or operations in the call centers are generally
divided into several different sectors specifying in function (Mele 2013). There are division
of works and job roles in the call centers based on the field of employee expertise and the
hence, there job roles are assigned to each of the employee working here accordingly. Such a
management favors the theory of Taylorism.
3. Yes, there could be parts of the world today for which these ideas might be just what they
need. Although this clip has given a clear view of the history from 100 years ago, yet the

4MANAGEMENT AND ORGANISATIONS IN A GLOBAL ENVIRONMENT
ideas that it contains cannot be termed a completely traditional or out of date. The idea is still
prevailing in the modern world. There would definitely be industries around the world that
requires sensible application of ideas such as that are demanded above in the clip. Although
the foundation theory of the scientific management was introduced hundreds of years before,
still the principles that are devised or invented through the foundation theory of have a long
term impact. Principles of rewarding the employees for their hard work and additional efforts,
introduction of the simple techniques of production and the principle of work division are the
golden rules for the start-up ventures. Right application or utilisation of the principles of the
foundation theory in modern days has a high chance of bringing in success to the business.
Week 3
Activity 4: Toyota’s corporate culture and the problem of spreading its culture
1. The organization culture is a split perception in between the employees and their
management. The culture of Toyota using the seven dimension of the organizational culture
is explained below:
a) Innovation and risk takers- Innovation and risk taking refers to the degree in which
the employees of a company are inspired in order to become innovative and for taking
risks (Garcia-Granero 2015). The culture of Toyota is truly innovative as it
encourages and inspire innovation at every stage of the product designing. Toyota has
also taken high risk by evoking eight million vehicles all round the world for
unplanned acceleration.
b) Attention to detail- It is also the degree in which the employees of a company are
expected for exhibiting precision, assessment and attention to the details. This
dimension is also met at Toyota (YouTube, 2018). The employees here are inspired to

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pay attention to detain and area encouraged in maintaining discipline within the
workplace while executing their duties and responsibilities.
c) Result oriented- Result oriented is also known as outcome and orientation and it is the
degree in which the managers of a company focus on the outcomes instead of
focusing on how the desired outcomes are achieved. Toyota is aimed at delivering and
supplying all its customers with the best products and it does not dither in recalling its
products from the market environment in case if the same is not meeting the set of
standards.
d) People oriented- People oriented are the degree to which the decision made by the
management take into consideration its impact on people in the company (Kerzner
and Kerzner 2017). For Toyota, their employees come first. With the same, there is
humility in its approach of giving the due credits to all the employees working in the
company for its success in really noteworthy.
e) Team work- Toyota also promotes the sense of team work within the organization.
The management in the company advocates the employees in helping them in
promoting team work by giving them due recognition to all the workers across all the
departments and levels.
f) Aggressive- Toyota is a very aggressive company. It believes in itself by providing
the optimal products to all its customers.
g) Stability- Stability refers to the degree in which the decisions of the organization and
its action emphasize on, maintaining the status (Christensen, Morsing and Thyssen
2013). Toyota is the best example of it. The decision of the management of recalling
more than eight million vehicles is definitely a big source of challenge, as capital
investment is at the post. Notwithstanding the fact that the company is possessing

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strategic decision makers that would help in making sure that the lost out stability is
restored as soon as possible.
Conclusion
Hence, to sum up it can be said that the concept introduced by Fredrick Taylor was
though the most used strategy by the organisations in the earlier days, is not the same any
more. With the change in technology and thinking, each and every thing has been changed
and so is the strategy for increasing production in the companies. People have identified that
only increasing the working hours cannot result in a long-term productivity of the
organisation. Also, it is also seen that Toyota has a significant corporate culture in its
organisational functions that is helping it maintain its effective business in the modern era.

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References
Bahrin, M.A.K., Othman, M.F., Azli, N.H.N. and Talib, M.F., 2016. Industry 4.0: a review
on industrial automation and robotic. Jurnal Teknologi, 78(6), pp.137-143..
Christensen, L.T., Morsing, M. and Thyssen, O., 2013. CSR as aspirational
talk. Organization, 20(3), pp.372-393.
García-Granero, A., Llopis, Ó., Fernández-Mesa, A. and Alegre, J., 2015. Unraveling the link
between managerial risk-taking and innovation: The mediating role of a risk-taking
climate. Journal of Business Research, 68(5), pp.1094-1104.
Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Melé, D., 2013. Antecedents and current situation of humanistic management. African
Journal of Business Ethics, 7(2), p.52.
YouTube. (2018). Ford and Taylor Scientific Management (Edited). [online] Available at:
http://www.youtube.com/watch?v=8PdmNbqtDdI [Accessed 17 May 2018].
YouTube. (2018). MIT's Spear Discusses Toyota's Corporate Culture: Video. [online]
Available at: http://www.youtube.com/watch?v=QCaKFPjfG7s [Accessed 17 May 2018].

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