Management and Organization Report: Ford, Taylorism, Toyota

This report delves into the management and organizational strategies of Ford and Taylorism, examining their impact on production and worker management, including the implementation of assembly lines and scientific management principles. It further analyzes Toyota's corporate culture, highlighting its innovative approach, emphasis on employee involvement, and its challenges in spreading its culture. The report addresses questions related to the applicability of Taylorism in modern contexts, particularly in industries like call centers, and identifies key principles relevant for new business ventures. It also explores the seven dimensions of Toyota's organizational culture, such as risk-taking, attention to detail, and people-oriented values, providing a comprehensive overview of these management approaches.

Running head: MANAGEMENT AND ORGANIZATION
Management and Organization
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Table of Contents
Ford and Taylorism..........................................................................................................................2
Answer to question one...............................................................................................................3
Answer to question two...............................................................................................................3
Answer to question three.............................................................................................................3
Toyota’s corporate culture and the problem of spreading its culture..............................................4
Answer to question one...............................................................................................................5
Reference List..................................................................................................................................7

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Ford and Taylorism
Henry ford in the year 1908 established a motor car company so that it could provide the
customers a cheap and simple car to travel in. he adopted the principles of Taylor so that the
workers can be managed in an efficient manner so that the production of the cars in a cheaper
way and supplied at a cheaper rate to the customers.
The video gives a proper idea on the principles established by Taylor that the work of the
employees can be increased if they are assigned a particular task according to their capability and
strength. This introduction of the assembly line will help the workers in transporting the bodies
of the car in an easy manner, which will provide the other workers in the line to be ready with its
products. This will help in consuming lesser amount of time, as the time will get reduced for
assembling a single car. This will further result in producing more number of cars, which will
help the company in achieving better profits (Vidal 2015).
The employees who have gathered experience in this field will be retained within the
organization by attractive packages so that the employees can be motivated within the work
place. This will result in better productivity of the organization and the employees will be
committed towards the goals and objectives of the company. Another significant portion in the
video was the lack of trade union, which often hampers the line of production. Due to the
discipline that was maintained within the production line, the employees did not found any
encouragement in forming the trade unions. This further resulted in the lack of job security for
the employees, as those with low rate of productivity were made to quit from the organization
(Waring 2016).

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Answer to question one
In the modern era, it can be seen that the workers who are based in Australia, Europe or
America will not be accepting the truest form of Taylorism that was in operation during the
previous period. The changes in times have led to the development of the technology, which has
further led to automation in the production process. Therefore, the use of old methods will not be
acceptable by the workers. The theory needs to be modified based on the basic foundation, which
will help the workers in the modern world to be more efficient and productive within the work
place (Witzel and Warner 2015).
Answer to question two
The theory that has been suggested by Taylor can be applied in the call centres to some
extent and not the entire theory as a whole. The operations that take place within the call centre
have been divided in to various sectors, which specialize in its functions. The expertise of the
employees help in dividing the work within the call centre and the jobs are assigned by studying
the capability of the employees within the work place (Sinha and Gabriel 2016).
Answer to question three
There are many industries that are present across the globe, which may require the
application of the insights that has been mentioned in the video. The scientific management is the
basic theory that has been identified by Taylor in the previous century, although this theory has
an effect that can be felt in the modern times as well. The principles with respect to the division
of work and the employees who work hard needs to be rewarded along with the implication of
the production techniques that are simple in nature are some of the golden rules for starting up a
new business venture. The use of the principles in an effective manner can help in guaranteeing
success to the business enterprises (Witzel and Warner 2015).

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Toyota’s corporate culture and the problem of spreading its culture
The Toyota Company is one of the best companies in the world with respect to its line of
production. The company does not follow a stereotypical approach within its production unlike
the other motor companies and the management keeps on constantly changing its principles. It
has adopted an innovative style approach, which has led to innovation within its organizational
culture. The employees receive motivation in coming up with better insights if any problems are
identified within the organization. This helps the company in gaining a competitive advantage
over the rival motor company (Cummings and Worley 2014).
The company has shown humility in all the stages, as it can be seen that the employees
who are working in various levels are important for the success and the growth of the company.
the management has also taken the initiative of driving the cars themselves before launching it in
the market shows that they are committed to deliver the best products to the customers.
The company has also managed to seize the opportunity by recalling a large amount of
vehicles in the United States. This helps in demonstrating the fact that they are committed
towards excellence and sell the products at a right price to the customers. The management
considers the challenges as opportunities, which helps them in diminishing the level of
competition in the market (Deresky 2017).
The employees of the company are made to undergo training so that their skills can be
developed in a better manner, which will help the company in developing the products at a faster
rate. It also helps the employees in innovating the products on a constant manner, which helps
them in aligning themselves with the mission statement and values of the company.

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Answer to question one
The culture within the organization has a shared perception between the employees and the
management and can be understood through the 7 dimensions that are present in the culture of
organization. They are as follows:
 Risk takers and innovation- The Company is innovative in its production line and
constantly encourages innovation among the employees at every stage of the design
process. This has led to the decision of calling back more than 8 million vehicles, which
had a faulty acceleration (Henson 2016).
 Detailed attention- The employees of the company pay lot of attention to the details of
the vehicles and are disciplined in their action while carrying out their responsibilities.
This has made the company to meet its organizational culture in an efficient manner.
 Oriented towards results- The primary aim of the company is to deliver premium
products to its customers and shows no hesitation when recalling the products fromn the
market if the required standards are not met in a proper manner (Mann 2014).
 Oriented towards people- The Company is keen on giving priority to its employees. This
helps them in showing a humble approach towards the employees so that the success
their success can be shared with the employees as well.
 Team work- The employees of the company are provided better facilities so that they
work in collaboration. This helps the company in producing more number of vehicles
and efficiently communicating with the employees across the different levels (Henson
2016).
 Aggressive- The Company shows aggression towards the products that are being
delivered by them, which helps them in maintaining a better position in the market than

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its competitors and the employees of the company can aim for higher results within the
organization.
 Stability- The Company is stable enough with respect to the investment of capital, which
can be seen after it recalled its vehicles due to a fault in their production activities. This
shows that the company can make better strategic decisions that would help in ensuring
that the stability of the firm can be restored again in the market (Mann 2014).

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Reference List
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
learning.
Deresky, H., 2017. International management: Managing across borders and cultures. Pearson
Education India.
Henson, R., 2016. Building an Organizational Global Mindset Culture: Implications for Practice.
In Successful Global Leadership (pp. 261-283). Palgrave Macmillan US.
Mann, D., 2014. Creating a lean culture: tools to sustain lean conversions. CRC Press.
Sinha, S. and Gabriel, Y., 2016. 5 Call Centre Work: Taylorism with a Facelift. Re-Tayloring
Management: Scientific Management a Century On, p.87.
Vidal, M., 2015. Fordism and the Golden Age of Atlantic Capitalism. The SAGE Handbook of
the Sociology of Work and Employment, p.283.
Waring, S.P., 2016. Taylorism transformed: Scientific management theory since 1945. UNC
Press Books.
Witzel, M. and Warner, M., 2015. Taylorism revisited: culture, management theory and
paradigm-shift. Journal of General Management, 40(3), pp.55-70.