Comparative Analysis: Leadership and Management at Toyota and Ford

This report provides a comparative analysis of the leadership styles and management approaches employed by Toyota and Ford. It begins by distinguishing between participative leadership at Toyota and autocratic leadership at Ford, highlighting the effectiveness of each style. The report then delves into the different management approaches used, focusing on Total Quality Management at Toyota and the Human Relations approach at Ford. Further, it examines the usefulness of appropriate motivation theory for managers at Toyota, exploring factors like staff improvement, lower employee turnover, and staff efficiency. The report also analyzes the factors that contribute to effective teamwork in Toyota, including group knowledge, skills, and group norms, and the impact of technology on team functioning. Finally, the report concludes by discussing the impact of various technological advancements on team functioning, such as job rotation, team communication, and the challenges posed by global and cross-cultural teams. References from various academic sources are included to support the analysis.

Organisations and
Behaviour

TABLE OF CONTENTS
2.1 Distinguish the effectiveness of different leadership style of Toyota and Ford...................1
2.3 Different management approaches that are assist for the better management in Toyota and
Ford.............................................................................................................................................1
3.3 Usefulness of appropriate motivation theory for manager at Toyota motor corporation.....2
4.2 Various factors that assist to develop effective team work in Toyota..................................2
4.3 Various technological impact that affects on team functioning............................................3

2.1 Distinguish the effectiveness of different leadership style of Toyota and Ford
Participative leadership style for Toyota
In this, management of Toyota motivates their employees to take part in the decision
making process so that they can enhance their level of performance in the entity. When the
entity also know about their employee and its expectation that enable with the help of
participative leadership. In this, way of thinking of an individual becomes more innovative so
that working quality of staff-members at Toyota improve. When employee gets direction from
experts, then management can assist in reducing the level of cost towards the supervision.
Moreover, participative style is considered to be effective for working in the Toyota (Jeon,
Merlyn and Chenoweth, 2010).
Autocratic leadership style for Ford
On the other hand, leaders of Ford use Autocratic leadership style in which every
decision is taken by the top level and in this they use little part of suggestions from its group
members. Ford management uses this style for those who like close supervision so that workers
get proper direction of conducting operations. In this, entity also uses assignment of task that
assist to motivate representative tries to motivate their employees in which they have to reach
their target (Ely, Ibarra and Kolb, 2011).
2.3 Different management approaches that assist for the better way of working in Toyota and
Ford
Total Quality management for Toyota
Manager of Toyota always focuses on high productivity and for this they can use total
quality management approaches. Henceforth, this approach is adopted by the organisation that
assists to manage the quality of working on daily basis. In this various points are discussed here
that assist to manage the TQM in the workplace. In addition to this, manager of Toyota focuses
on the customers and their needs so that selling ratio is automatically increased. Further, the
organization emphasizes on making workers capable of accomplishing business objectives.
When employee able towards the accomplishment so that their engagement with organisation is
automatically develop (Leadership Theories . 2015).
Human relations approach for Ford
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Leaders of Ford focus on the human relationship in workplace so that, this will result in
development of better and effective way of working. Ford manager implement strategies in
which they develop better practises for human relation so that they can enhance their goodwill in
the marketing trend because of less conflicts situation occur in the entity. In this, management
focuses on the staff-members and its needs so that leads to improvement in business
productivity.
3.3 Usefulness of appropriate motivation theory for manager at Toyota Motor Corporation
In this, management of Toyota focuses on various points that evaluate the level of
improvement in the employee with its working behavior. Some of the points are listed below
that shows effectiveness of motivational theory:
Encourages staff improvement:
It is through adoption of motivation theory that the company is able to enhance their staff
potential and positive attitude towards the work.. In this, management of Toyota can adopt
motivation theory so that worker gets satisfaction from job. and this is done when the HR
manager of Toyota adopt training and development section for their workers that required this
(Tymon and Mackay, 2013).
Lower levels of employee turnover
When workers of Toyota feeling satisfied in the organisation so that all they are enhance
their potential with their way of working so that they are capable to stay in entity for long term.
HR also evaluates the employees’ expectation so as to accomplish them (Bush, 2009).
Level of staff efficiency
With the help of workshops, employee assist for improving all that things that create
barrier for workers their attitude towards the performance. In this, management tries to develop
their efficiency level with the help of motivation theory.
4.2 Various factors that assist to develop effective team work in Toyota
Here four factors are listed below that develop the effective team work and ratio of
profitability in the organisation:
Group knowledge
When work is done in the group system so that everyone share their views and ideas with
each other so in that case management can observe that team and its knowledge is increase day
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by day with the help of work share attitude. Every employee is having different potential and
capabilities so that when interaction increases so that knowledge will reflects its working quality.
Skills and ability
The management of Toyota motivates their employees towards the better interaction and
working together so as to make work easier in nature. Staff-members also get positivity with
working behaviour and environment prevailing within the organization.
Group size
Mentors and team leaders must take care for the group size and according to that they can
develop their level of efficiency at the work place. Team organisation is also good part for the
entity so that they can develop work culture according to the number of people that present in
group (McCaffery, 2010).
Group norms
In this, norms can be developed by the company in which various rules must be
maintained by each and every worker so that management can assist to manager Fair practices
among employee. In this company has developed norms so that individual know that how can
they perform in social situation (Mendenhall and Osland, 2012).
4.3 Various technological that affects on team functioningVarious technological points are listed
below that impact on team and its functioning:
 Job Rotation and training both are crucial points that impact the employees in a positive
manner. Training of staff is important for updating their knowledge so that Job
satisfaction level among staff-members will increase in Toyota.
 Team communication is another point which assist for better working within the group.
Interaction level is also assist for reduction the conflict situation in the workplace.
 Various techniques are also not adopted by the management because it is not affordable
because of financial issue one so that this will also impact on the team.
 The company can also use new techniques in which remote team working is also one of
the technical point that impact on the team functional area but this technique will create
problem when communication is not done in appropriate manners
 Global and cross-cultural teams are create negative impact on the working because
everyone is having different level of understanding. In his different work culture will
leads to the frustration and lack of motivation at the workplace (Simkins, 2012).
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Leadership Theories . 2015. [Online]. Available through:
<http://www.leadership-central.com/leadership-theories.html#axzz4U8Zp3q1V>.
[Accessed on 28th December 2016].
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