Toyota Motor Corporation’s Readiness for Change

Human Resources (HR) Diagnosing Change
TOPIC: Diagnosing Change
I want the paper and not the video.

Using the organization that your professor has preapproved, synthesize the organizations readiness for change. Evaluate whether or not to implement your new program, policy, practice, or procedure. Use a tablet, smartphone, laptop, desktop, or traditional video recorder to record a maximum of a five to seven (5-7) minute dynamic video on the topics detailed below. Alternatively, you may submit a (3-5) three to five page paper instead of the video submission.

Note: If you are using a tablet or smartphone, you will need to email the video file to yourself, then save it to a computer in order to upload to Blackboard. You may want to upload your video to a file sharing service, such as Dropbox, if your email will not let you send a large video file. Dropbox is accessible from all smartphones and tablets from the Dropbox app.
Once you are ready to upload your video to Blackboard, click here to view the “Student Video Assignment Submission” video tutorial in the “Creating a Presentation for Your Course” playlist.
Please use the following naming convention in the popup window for your video once it is finished uploading:
Title: Your First Name, Your Last Name Managing Organizational Change
Tags: HRM560, Organizational Change
Description: First Name, Last Name HRM560 Assignment 2 (Date Uploaded ex. 11-14-2014)
Prepare and present a video that is a maximum of five to seven (5-7) minutes OR write a (3-5) three to five page paper in which you:
1.Describe the company in terms of industry, size, number of employees, and history.
2.Analyze in detail the current HR practice, policy, process, or procedure that you believe should be changed.
3.Formulate three (3) valid reasons for the proposed change based on current change management theories.
4.Appraise the diagnostic tools that you can use to determine an organizations readiness for change. Propose two (2) diagnostic tools which you can utilize to determine if the organization is ready for change. Defend why you believe the diagnostic tools selected are the best choice for diagnosing change in the organization.
5.Using one (1) of the diagnostic tools you selected, assess the organizations readiness for change.
a.Provide results of the diagnostic analysis
b.Explain the results
6.Interpret whether or not the organization is ready for change. Substantiate your conclusion by referencing current change management theories.
Note: If you choose to submit a video presentation, please also submit a one (1) page summary of your presentation.
If you choose the written paper, your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the students name, the professors name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are:
Evaluate an organizations readiness for change.
Analyze diagnostic models relevant to various aspects of the change management process.
Use technology and information resources to research issues in managing organizational change.
Write clearly and concisely about managing organizational change using proper writing mechanics.

Toyota Motor Corporation’s Readiness for Change
Toyota Motor Corporation is a Japan-based organization predominantly concerned with the manufacture of automobiles and financial businesses. Its head office, 1 Toyota-Cho is located in Toyota City. The Company accomplishes its activities through three business segments. The Automobile portion is tasked with the design, assembling and sale of automobiles including traveler autos, minivans and trucks, and additionally the spare parts and accessories. The Finance sector is partisan in the procurement of monetary administrations identified with the sale of the Company’s items, and in addition the leasing of vehicles and gear and lastly the Others portion is included in the design, production and sale of lodgings in addition to data and correspondence business. The management of the three departments is however, centralized.
Toyoda (2014) further explains that Toyota Company Corporation was established in 1926 by Sakichi Toyoda to manufacture and sell the programmed looms which he had invented and idealized. Since that time, Toyota Motors has advanced its diversification and broadened the scope of its business areas to incorporate material hardware, autos (vehicles, motors, auto ventilating compressors, and so on.), and materials for protecting the gear, gadgets, and logistics arrangements. With production bases in North America, Europe, and Asia (China and India), and in addition an overall deals system, based on their Materials Handling Equipment and Textile Machinery branches, the operations of the Toyota Industries Group traverse the globe.
Toyota is Japan’s greatest auto organization and the second biggest on the planet after General Motors. It creates an expected eight million vehicles for each year, around a million less than the number delivered by General Motors. The organization rules its home business sector, with around 40% of every new auto enlisted in 2004 being Toyotas. Toyota also has a vast piece of the market pie in both the United States and Europe. It has critical pieces of the overall industry in a few quickly developing south East Asian nations. The – 1 – organization delivers an extensive scope of vehicles which are exceptionally respected for their quality, building, and esteem; the company has plans set worldwide as guidelines for wellbeing, unwavering quality and simplicity of upkeep (Toyoda, 2014).
The recalls and manufacturing defects at Toyota can be blamed on overall corporate culture at Toyota because the lower managers and employees had been complaining the about the deteriorating quality prior to the occurrence of recalls to no avail. The upper level management should find reasons to take complaints from their juniors more seriously to help eliminate the dangerous corporate culture in which the upper level management ignore meaningful calls by their juniors. The inadequacy of proper training and supervision of personnel at the Toyota motor corporation is also another area that requires consideration by its management (Ghemawat, 2005). The Corporation’s effort to keep training and supervision at per failed after it witnessed a large growth in the number of employees recently. The workforce are therefore allegedly not performing their jobs optimally because of this weakness in the management. The Toyota Motor Corporation management bonus structure should also be changed so that it becomes quality orientated rather than the current one that rewards managers for cost containment. Currently, the corporation continues to reward managers because of their ability to contain costs within the Corporation and not based on their ability to maintain high quality.
The two models a propose to be use in the analysis of Toyota Motor Corporation’s readiness for change are the level of willingness to be evaluated and another model based on the effectiveness of the management and personnel. The successful change of perspective depends upon the managements and personnel knowledge and skills, collaborative efforts, accommodativeness and willingness to accept new ideas. If the employees are ready for change, then the organization is virtually ready for change.
The company’s philosophy of contributing to society is one indication that the company is ready for change. It has, since its birth, been committed to identifying and supplying the cultural and social needs of the local people by producing products that are tailored to meet their specifications. The company has managed to produce products that are mixes the local and global market needs (Ahlstrom & Bruton, 2010). It has managed to spot the differences and similarities in taste and preferences of host countries of which is of great impact in design of their automobile products. The corporation’s likely readiness for change is indicated by its successful business plan that has been implemented both locally and overseas and with its revolutionary change that has enabled it to maintain its management strategy up to date. It developed Toyota production system that helps in the management of people engaged in work for frequent problem solving and redesign. This helped set a global model for successful performance and productivity (Ghemawat, 2005). The model which was originally developed in 1970s, is a great tool in improving production and production speed. The reason behind the Toyotas adoption of Toyota Production System is its commitment to constant change through application of new concepts to the ones that are already in existence. Toyota Motor Corporation is, therefore, ready for change.

References
AHLSTROM, D., & BRUTON, G. D. 2010. International management: strategy and culture in the emerging world. Australia, South-Western Cengage Learning.
Ghemawat, P., 2005. Regional strategies for global leadership. Harvard business review, 83(12), p.98.
Toyoda, A., 2014. Toyota Motor Corporation.

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