Motivation and Performance Management

User Generated

fbypuvyq27

Business Finance

Description

For this assignment, use the same company you researched in Assignment 1.

Write a two to three (2-3) page paper in which you:

  1. Compare the difference between job satisfaction and organizational commitment. Determine which is more strongly related to performance for your selected company.
  2. Apply motivational theory and performance management principles to evaluate the company as a potential employer.
  3. Use at least three (3) quality references. Note: Wikipedia and other Websites do not quality as academic resources.

Unformatted Attachment Preview

What Makes Toyota? 1 What makes Toyota the best place and why? Eric T Smith Organizational Behavior: Bus 322 Professor Valerie Shumate October 22,2017 What Makes Toyota? 2 Toyota has won many categories on being the best company to work besides being a leading global car manufacturer. The recognition is based on its working conditions, salary, the opportunity for advancement and nature of work involved. Toyota embraces workforce being a multinational company, as it is a significant determinant of global success in its operations. As an employee of the company, job satisfaction levels are high, and one would not bother looking for other opportunities with Toyota giving them some of the best experience (Besser,n.d.). The company has adopted specific policies and practices that influence individual and organizational outcomes. Toyota, as compared to other global companies, has triumphed even in times of economic slowdown. The driving forces in Toyota are workforce diversity, ethics and morality, technological innovation, and competing in the global marketplace. The company operates under certain standards and principles that impact the society, employees, and customers positively. Such regulations and policies have helped the company remain successful over an extended period, given that we are living in a dynamic world. The company is well known to practice transparency in employment, ensuring safety and human rights observance of all employees and fair remuneration based on performance (Lippert, 2017). The working environment motivates the employees to work hard towards the attainment of set goals. The company has a set of Code of Conduct aimed at fulfilling duties with honesty. Toyota has invested in specific policies that have attracted global attention, such as the Toyota Traffic Safety which draws corporate members. The employees enjoy stability and sustainability since their job security is guaranteed as the company experiences reputable revenue and performance at large. An employee will be proud of working in an organization that competes in the global marketplace. Toyota plays a major role in the economy as it has an average market What Makes Toyota? share of 11.8 percent, selling an approximate of 10 million cars annually and having revenue of $246 million. The company is the market leader when it comes to competitive advantage and earnings that translates to motivating wages and benefits to employees. The shareholders are also able to get value for their invested money through positive returns. The company assesses market geography before investing to avoid unit collapse and loss of jobs to talented employees. It enjoys a popular image globally with employees having an opportunity to showcase their talents depending on their expertise and skills. As technology advances, the company adopts such strategies and incorporates them into their operations to ensure that they do not remain obsolete in the highly competitive industry. Technological innovation at Toyota has taken a twist given that the company recently adopted the concept of driverless cars and cars that steer away from pedestrians. The idea has been well embraced because it will lead to a reduction of road accidents globally. Employees working in such a company would, of course, take pride in it and strive to ensure that the company performance is reputable. Creativity towards innovation has been the company’s culture, meaning that the employees are tuned towards personal development and new opportunities for career growth. Such an organization would be a good avenue for career progression from entry-level jobs to management level. Being a multinational entity, Toyota values workforce diversity as it promotes productivity and inclusivity. It is not only employee diversity but also supplier diversity that Toyota maintains. African Americans and other minority groups have been considered in total employment and board of directors’ positions. Maintenance of a talented workforce and 3 What Makes Toyota? 4 inclusive environment has been the company's top priority in all its regional branches. Employees will have a feeling of recognition and identity to such a group and commit towards growth and sustainability goals. The company will even be able to recruit the best talent in the market to aid in attainment and realization of its goals. The company has adopted a particular human resources practice culture such that a lean work environment is maintained. Higher levels of energy, collaboration, continuous improvement, problem-solving, and high performance is therefore required. During the hiring process, the human resource management conducts an intensive recruitment program to identify candidates who meet those requirements. Training them will be cost-effective as the company is particular that they will deliver upon induction. Toyota’s success does not come on a silver platter because a considerable investment is made in developing such a lean culture. Those candidate that do not meet the requirements of teamwork, attention to quality, work ethic, communication, job fit motivation, and integrity are quickly replaced. There are also specific practices that ensure the company maintains a continued growth as it adopts innovative strategies in the competitive industry. The company utilizes a combination of cost leadership and broad differentiation to meet its targets in the market segments (Thompson, 2017). This way the middle-class individuals are catered for due to affordability in addition to having to choose to form a variety of products. Therefore, clients are mostly satisfied which increases customer base and referral cases to the company products and services. Toyota’s intensive strategies are aimed at achieving continued growth which in turn triggers organizational performance. The company has a relatively low selling price of its products as compared to its rivals achieved important market penetration levels. The company What Makes Toyota? gains maximum sales volume which determines its revenue levels and market share. Product development is also a major growth strategy at Toyota as it identifies market needs and gaps to manufacture innovative automobiles that meet individual demands (Klinvex, 2016). Market development is achieved by entering new segments as it utilizes workforce diversity, although it has a global presence. With Toyota being a multinational corporation, the need for workforce diversity and inclusion is a major work attitude. The most senior officers in the company encourage other employees by implementing successful work diversity programs which increase the momentum and tone of other related practices. The CEO and top management should be the face of the organization towards advocating work diversity followed by the human resource through hiring and promotions. The employees will be then motivated to work in unison regardless of color, race, religion or social status towards a common goal. Employees with varying ethical backgrounds and religious setting present complex issues. 5 What Makes Toyota? 6 References Besser, T. Team Toyota: Transplanting the Toyota Culture to the Camry Plant in Kentucky. State University of New York Press. Klinvex, K. (2016). 4 HR Practices of Toyota Culture. Retrieved from http://www.selectinternational.com/blog/bid/112229/4-HR-practices-of-toyota-culture Lippert, J. (2017, January). Toyota Adding 400 Indiana Jobs in $600 Million Answer to Trump.Bloomberg Business. Retrieved from http://www.google.com/amp/s/www.bloomberg.com/amp/news/articles/2017-0124/Toyota-adding-400-Indiana-jobs-in-$600-million-answer-to-trump Thompson, A. (2017 February). Toyota’s Generic Strategy & Intensive Growth Strategies. Retrieved from http://panmore.com/toyota-generic-strategy-intensive-growth-strategies
Purchase answer to see full attachment
User generated content is uploaded by users for the purposes of learning and should be used following Studypool's honor code & terms of service.

Explanation & Answer

Attached.

Running head: MOTIVATION AND PERFORMANCE MANAGEMENT

Motivation and Performance Management
Institution Affiliation
Date

1

MOTIVATION AND PERFORMANCE MANAGEMENT

2

Introduction
Job satisfaction is the extent to which an employee likes their work on the basis of
supervision, promotion, and pay, satisfaction with coworkers and interactions with the boss
among other facets of the job. Organizational commitment, on the other hand, is an employee's
psychological commitment to the organization. Both of this conditions are related to
performance in a business but have some differences.
Organizational Commitment versus Job Satisfaction
From their respective descriptions, we get the first difference. While organizational
commitment is an employee’s psychological attachment to their job, job satisfaction is simply
the extent to which an employee likes the conditions provided at work and how well they meet
his expectations to create a comfortable environment to work in (Anitha & Begum, 2016)...


Anonymous
Just what I needed…Fantastic!

Studypool
4.7
Trustpilot
4.5
Sitejabber
4.4

Similar Content

Related Tags