Management and Organisations in Global Environment: An Analysis

This essay examines management and organisations within a global environment, focusing on Fredrick Taylor's theories and Toyota's corporate culture. It critiques Taylor's view that extended working hours increase workforce production and employee satisfaction, highlighting potential worker dissatisfaction. The essay also analyses Toyota's organisational culture through seven dimensions, including attention to detail, innovation, result orientation, people orientation, teamwork, aggressiveness, and stability. It further explores how these dimensions impact Toyota's global operations and decision-making processes, particularly in challenging situations like product recalls. Desklib provides access to similar solved assignments and study tools for students.

Running head: MANAGEMENT AND ORGANISATIONS IN A GLOBAL
ENVIRONMENT
Management and Organisations in a Global Environment
Name of the Student:
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1MANAGEMENT AND ORGANISATIONS IN A GLOBAL ENVIRONMENT
Executive Summary
Fredrick Taylor has stated that the workforce production of a firm is increased when
the working hours of the employees are extended. According to Taylor the improvement in
organisational production will led to hike in the satisfaction level of the employees. He has
completely ignored the fact that doing this could also disappoint the workers as many of the
workers would not like to work for longer period of time on a daily basis. On the other hand,
this paper has also shed light on corporate culture within Toyota. It is going to discuss the
answers in relation to the questions under two of these issues.

2MANAGEMENT AND ORGANISATIONS IN A GLOBAL ENVIRONMENT
Table of Contents
Executive Summary...................................................................................................................1
E-learning activities...................................................................................................................3
Week 1.......................................................................................................................................3
Activity 1: Ford and Taylorism..............................................................................................3
Week 3.......................................................................................................................................5
Activity 4: Toyota’s corporate culture and the problem of spreading its culture...................5
References..................................................................................................................................7

3MANAGEMENT AND ORGANISATIONS IN A GLOBAL ENVIRONMENT
E-learning activities
Week 1
Activity 1: Ford and Taylorism
1. Would workers in Australia, America or Europe accept the Taylorism in this form today?
It is seen from the video that theory of taylorism has made a great contribution in the
overall change of machine functioning process as well as it has also contributed to enhance
the work productivity of the workers. The main aim of taylorism is boosting up the economic
efficiency, with a specific focus on the productivity of the workers (Arena 2014). It was
introduced by Fredrick Taylor in the early twentieth century, with an aim to achieve
paramount job fragmentation so as to minimize the time of job learning and that of the skill
requirements. It establishes the motion study and time so that the workers could more
productively perform in the business scenario. It has also introduced work station design and
cost accounting. However, it is also to be noted that in modern days, the workers in Australia,
America or Europe would not accept the concept of Taylorism, in its original form. This is
due to the fact that time has changed with the change in technology and automation and
hence, there is no wisdom in applying the established theory of taylorism in the current
business for sure. There would be many consequences that are required to make the theory of
Taylorism a success in the current era.
2. Consider the design of scripts for use in Call Centres, can you see Taylorism in that?
Explain.
To consider, the design of the scripts used in call centres, yes, there is present of
Taylorism in that but not completely. The job and operations in call centres are usually
divided into different sectors according to the functions (Shire, Holtgrewe and Kerst 2017).

4MANAGEMENT AND ORGANISATIONS IN A GLOBAL ENVIRONMENT
The works and job roles in the call centres depending on the field of employee expertise and
divides and the hence, job roles are assigned to each of the workers/employees working there
as accordingly. Also, there are times when the work duration of the workers gets extended
according to the work pressure. They have to spend more time working in the office and this
makes them feel disappointed. Such a management favours the theory of Taylorism.
3. This ‘clip’ is showing history from 100 years ago. Some would say that ‘the world has
moved on’ and these ideas are out of date. However, could there be parts of the world
today for which these ideas might be just what they need? Explain.
Yes, there could be parts of the world today for which these ideas might be just what they
need. The clip has presented a clear insight view of the history from hundred years ago, but
still the ideas that it has shown the viewers cannot be termed as entirely out of that, as the
ideas shown in the video are still prevailing in the world today. Apparently, yes, there would
be parts of the world today for which these ideas might be just what they need. Though it was
introduced a decade ago, but the principles that were been devised into the foundation theory
have really a long lasting impact on the world. Introduction of simple techniques for the
production purpose, the concepts of rewarding and gifting the workers for their additional
efforts and hard works are two of the golden rules for the start up ventures in today’s date
(Brynjolfsson and McAfee 2014). Right use of principles of the foundation theory in current
days has high chance of bringing in success into the business.

5MANAGEMENT AND ORGANISATIONS IN A GLOBAL ENVIRONMENT
Week 3
Activity 4: Toyota’s corporate culture and the problem of spreading its culture
1. How would you describe Toyota's culture using the seven dimensions of
organisational culture and/ or the Cultural Web?
Organizational culture is a divided perception between employees and their management.
A total of 7 dimensions of organizational culture are there and Toyota’s culture using the
seven dimension of organizational culture or the cultural web is been discussed below-
a) Attention to detail- It refers to the degree in which the workers of a firm are expected
for exhibiting precision, attention and assessment to the details. It is also met at
Toyota. Employees in Toyota are inspired for paying attention to detain and are
guided for maintaining discipline within the workplace when executing their
responsibilities and duties.
b) Innovation and risk takers- Innovation and risk taking is the degree in which the
workers of a firm are encouraged to become innovative and taking risks. The culture
of Toyota is undoubtedly innovative because it inspires innovation at each and every
stage of designing of the product. It has also taken risk by introducing 8 million
vehicles all round the globe for unplanned acceleration.
c) Result oriented- Result oriented refers to the degree in which managers of a firm are
focused on the results rather than on focusing how the desired outcomes should be
achieved (Kerzner and Kerzner 2017). The company is aimed at supplying and
delivering its customers with the best products and it does not think twice for recalling
its products from the market in case if it is not meeting up with the set of standards.
d) People oriented- It refers to the degree to which the decision made by the
management is taken into consideration and its impact on the employee present in the
company. For Toyota, its employee comes at first. Along with that, there is modesty

6MANAGEMENT AND ORGANISATIONS IN A GLOBAL ENVIRONMENT
in its approach of giving credits to its employees working in the company for its
organizational success is seriously noteworthy.
e) Team work- The Company also promotes the team working within the organization.
Management in the company guides the employees by helping them in promoting
team work and by giving recognition to all the employees across the departments and
at all the levels.
f) Aggressive- Toyota is an aggressive company, as it provides optimal products to each
of its customers. Although, being aggressive does not mean that Toyota is a rat race of
competitors. In fact, the company focuses on being above than the other organization.
g) Stability- Stability is the degree in which decisions of the organization and its action
focuses on, by maintaining the status and Toyota indeed is following it (Scott and
Davis 2015). The decision of the management of recalling more than 8 million
vehicles is indeed a great source of challenge because capital investment is much
high. Notwithstanding the fact that the company is implementing strategic decision
makers who would assist in ensuring that the lost out stability is restored as soon as
possible.

7MANAGEMENT AND ORGANISATIONS IN A GLOBAL ENVIRONMENT
References
Arena, L., 2014. The evolution of labour welfare after the birth of scientific management:
economics of Fatigue and Unrest revisited. History of economic ideas, 22(1), pp.85-110.
Brynjolfsson, E. and McAfee, A., 2014. The second machine age: Work, progress, and
prosperity in a time of brilliant technologies. WW Norton & Company.
Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Scott, W.R. and Davis, G.F., 2015. Organizations and organizing: Rational, natural and open
systems perspectives.
Shire, K., Holtgrewe, U. and Kerst, C., 2017. Re-organising customer service work: an
introduction. Re-organising Service Work: Call Centres in Germany and Britain: Call
Centres in Germany and Britain, p.1.