...the Toyota’s management principles and systems been so widely copied by American companies? List five reasons and explain why you think they are important. Reasons: 1. Toyota principles pushed its employees to strive for perfection. Employees’ energetic attitudes of working are very important for a company’s development. Employees are company’s core competitive strength, only if employees strive for their work, the company can get success. 2. Toyota production system designed to eliminate waste and improve quality. Eliminate waste and improve the quality means reduce the cost. It absolute very important for any kind of companies, so other US companies need to learn from Toyota’s management system. 3. Toyota’s management principles can applied in many diverse ranges of industries and companies and help them to be the world largest company. 4. Toyota systems encourage the teamwork with colleagues and suppliers. Teamwork is very important for a company. It is difficult to coordinate the relationship with the employees in a big company, so Toyota’s success experience of communication can be learned by other companies. 5. Toyota always focuses on improving the company’s critical culture and make innovation. Only keep innovation, a company can keep its standing in keen competition. 2. Why does the phase the Toyota Way really mean? List the elements of this system of management. Why are these principles important to follow? I think...
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...Lisa Benton Case Analysis Introduction Effective leadership creates successful teamwork; it’s the formula that every leader must understand in order to win in the 21st century. The relationship between the effectiveness of an individual as a leader and the creation of successful teamwork becomes the secret of a successful business. Effective leaders understand more than ever the importance of teamwork in the corporate organization and how the concept can impact every winning element of the organization. The relationships between team members and how leadership competencies can harmonize these people toward a specific goal become the foundation of all leadership development and people management programs. The Chattanooga Ice Cream Division has been faced with a decline in sales for five consecutive years, leading the family-controlled business to a financial crisis. The team at Chattanooga is very dysfunctional; they exhibit a lack of candor, they are high in conflict and disrespectful of each other, and they exhibit avoidance issues with accountability. Team members seem to always lay blame on other members. Leadership needs to convey that teamwork is a must, and this should be a sustainable teamwork approach to help ensure no further loss in the business. Team Dysfunctions The Chattanooga Ice Cream Team is dysfunctional for several reasons. Some of those reasons are related to the team members themselves, and others are related to the leadership. The team is suffering...
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...San Diego area. The goals will be set from the statement above to keep Eleven Boutique true to their mission. Goals: • To expand store front from one to three in the next three years • To expand the stylist services to 50 regular clients within the second year Guiding Principles Eleven Boutique had established 3 guiding principles that all employees of the boutique is expected to follow and will be evaluated yearly on their ability to uphold the guiding principles. The guiding principles are as follows: • Commitment • Integrity • Teamwork Commitment: Commitment to the boutique’s success and reputation; commitment to the client’s happiness; and commitment to the community in which Eleven Boutique resides in. Integrity: To uphold the highest level of integrity to the boutique and the clients. Teamwork: To work as a team inside the boutique and outside the boutique to bring harmony amongst the partners (co-workers) and the clients. The Eleven Boutique will live by these guiding principles. The company will be built on the guiding principles and become successful because of them. Each employee will be expected to understand the principles and follow them. If they struggle with the principles and are unable to find a way to be successful in them, they will find that Eleven Boutique is not the best fit for them. Eleven Boutique will be committed to their clients...
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...Humility Entrepreneurship Teamwork 3 Idiots- Life’s Learning Idiots Life s by Ramki Deliver The Promise Learning Social Responsibility Respect for Individual Humility Entrepreneurship Teamwork 1. Never t t be successful , pursue excellence 1 N try to b f l ll Success is the bye product & the result Excellence always creates Success & it is a process of continual improvement Never run after success Let it happen automatically in life Deliver The Promise Learning Social Responsibility Respect for Individual Humility Entrepreneurship Teamwork 2. Freedom t Lif Lif is b 2 F d to Life- Life i beautiful tif l Don’t die before the actual death Live every moment to the fullest as if today is the last day Life is gifted to humankind to live Live & Live happily towards happiness Deliver The Promise Learning Social Responsibility Respect for Individual Humility Entrepreneurship Teamwork 3. Passion l d t E 3 P i leads to Excellence ll When your hobby becomes your profession , the passion becomes your profession You will be able to lead up to excellence in life Satisfaction, Joy, Pleasure & love will be the outcome of the passion Following your passion for years , you will surely become somebody one day Deliver The Promise Learning Social Responsibility Respect for Individual Humility Entrepreneurship Teamwork 4. Learning i very simple- N 4 L i is i l Never stop t Be...
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...“Ethics are the principles and values an individual uses to govern his activities and decisions. In an organization, a code of ethics is a set of principles that guide the organization in its programs, policies and decisions for the business. The ethical philosophy an organization uses to conduct business can affect the reputation, productivity and bottom line of the business.” (Kelchner, 2014) Having morals and ethics are based on the importance of ethical values. Senior Lifestyle is an organization that based their core values on CHART (caring, honesty, appreciation, respect, and teamwork). The ethical values of this organization based on the aspect of empowering their employees to deliver excellent services and care for their residence and families. Their aim is to work together, looking out for one another, and treating everyone how we want to be treated. It is easy for people in the community to work with a company that has the same type of ethical values and ideas. Everyone one values and wants respect, honesty, be cared for and appreciated, and it all can be accomplished with good teamwork. Caring: to have an inclination, liking, fondness, or affection, which I value in showing people every day to show how much you care for them. Honesty: “refers to a facet of moral character and connotes positive and virtuous attributes such as integrity, truthfulness, straight forwardness, trustworthy, loyal and fair.” (Wikipedia.org). Honesty is the best policy, is what I go by, or...
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...NAME: IHEKANANDU KINGSLEY N. COURSE: MGMT 292 / F12 N01 TITLE: INDIVIDUAL CASE STUDY (LAFARGE S.A.) SUBMITTED: October 5, 2012 TABLE OF CONTENTS 2. INTRODUCTION 3 3. DESCRIPTION OF CASE 4 4. VALUES 4 4.1. Types of values 4 5. TEAMWORK 7 6. MOTIVATION 8 7. CREATIVITY 9 7.1. Components of creativity 9 8. CONCLUSION 12 9. BIBLIOGRAPHY 13 INTRODUCTION This report aims to provide an in-depth analysis of initiatives pursued by Lafarge as presented in the case study. The analysis is centered on four Organizational behaviour concepts which include Values, Teamwork, Motivation and Creativity. The initiatives entail different strategies deployed by Lafarge in handling challenges encountered in either cases of business expansion or continuity at different plant locations. Care is taken to outline the activities and results associated with these initiatives and to show how these align with the OB concepts listed above. Also, a research of the Lafarge’s website including the organization’s principles, values, codes of conduct and mission statement are also utilized in providing clarity of concepts in this report. DESCRIPTION OF CASE The case-study discusses Lafarge, a global leader in the manufacturing of building materials. Due to its global network and the need to break new grounds, their activities involves setting up plants in different parts of the world which means interacting with different cultures and dealing with challenges peculiar to these cultures. Different initiatives...
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...TEAMWORK Teamwork is one of the most important concepts of everyday life. A team is a group of individuals who strive to work together in order to achieve a common group goal. I believe that our team effectiveness can be measured by looking at how we approached assignments and course objectives. Our effectiveness as a team can be broken down into the following: Unity, being self-conscience, being goal oriented, having a positive atmosphere, having frequent discussions, freedom to express opinions, having few disagreements, quick decision making, being well balanced, having constructive criticism, and shifting leadership roles. One of the first principles that made our team effective was a clear unity of purpose. Each objective presented to us was broken down and discussed freely and openly within the group, until each team member had a clear commitment for a component of the objective. As an effective team we also were able to be self-conscience about our work. Being self-conscience allowed us to be aware of any mistakes fellow team members were making when completing an objective. We also were able to see future issues when working a problem, this allowed us to re-strategize when needed. Everyone in the team had clear and demanding performance goals. This was key when doing our final project due to it having such a large impact on our final grade. I believe everyone in my group is a successful student, which allowed them to focus on the performance of each group member. We...
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...Moral Development in Management Hai Dao MGMT-8010-1: Management in Human and Societal Development Dr. Donna Brown Walden University June 29th 2014 Moral Development in Management Today organizations face great challenges in managing their workforces effectively. With the trend of globalization in business, managers are required to update their knowledge and education on how to make the most use of organizational resources, including human and materials. However, humans are probably the most important resources of any organization. They are the ones to operate equipments; handle materials; and produce output. They are also the ones to provide customer service and receive feedback that can be useful for the organization. With that said, management has evolved over the years to adapt to the human development within organizations. Many theories have been applied to help managers manage their workforce more effectively. One of the theories that will be addressed in this paper is Lawrence Kohlberg’s theory of moral development, because one believes that moral development of people is related the success of the organization. Kohlberg’s Theory of Moral Development The main concept of Kohlberg’s theory of moral development is that it “extended Piaget’s theory, proposing that moral development is a continual process that occurs throughout the lifespan” (Cherry, n.d.). Indeed, learning never ends, especially when people are trying to adapt to the changing environment of the workforce...
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...The following are the 11 Principles of Leadership developed by the United States Army Principle #1 – Know Yourself and Seek Self Improvement Develop a plan to keep your strengths and improve on your weaknesses. Principle #2 – Be Technically Proficient Not only do we know our duties and responsibilities, we know all those of our team members, and we look to our leaders and concern ourselves with learning their duties and responsibilities. Principle #3 – Seek Responsibility and Take Responsibility for Your Actions We are not satisfied with performing just our duties to the best of our abilities, we look to grow and seek further challenges, and always, when in charge, accept the consequences of our decisions, absorb the negative and pass on the praises. Principle #4 – Make Sound and Timely Decisions Leaders must be able to reason under the most critical condition and decide quickly what action to take. Principle #5 – Set the Example No aspect of leadership is more powerful. Our personal example affects people more than any amount of instruction or form of discipline. We are the role model. Principle #6 – Know Your Personnel and Look Out for Their Well Being Leaders must know and understand those being led. When individuals trust you, they will willingly work to help accomplish any mission. Principle #7 – Keep Your Followers Informed Our team members expect us to keep them informed, and where and when possible, to explain the reasons behind requirements and decisions. Information...
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...The “Respect for People” principle is one of the two pillars of The Toyota Way; the other being “Continuous Improvement.” Toyota claims that respect for people is the foundation for continuous improvement. Many managers seem to think they know what this “Respect for People” principle implies, and they believe that they follow it. The reality is that most do not understand this concept outside of the Toyota management system. Toyota states, “Respect for people is the attitude that regards people’s ability to think most.” Most managers have a poor idea of what it actually means to demonstrate “Respect for People.” Many would claim that showing respect for people would include things such as treating employees fairly, giving them clear goals, trusting them to achieve goals set, and listening to employees. Managers believe respect is easy to understand and apply these misguided ideas. This is a huge part of lean that has been missing. “Respect for People” is an aspect of excellence at Toyota that needs to be understood and implemented. It is a mindset that can be difficult to understand without experiencing day to day. This is why it was looked over for so long, with instead the focus being on the surface of the Toyota way. Emphasis is put on the high importance of workers capabilities to begin to describe what it means to truly demonstrate “Respect for People. The workers are allowed to display their capabilities through active participation in running and improving...
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...1. Which of Fayol’s 14 universal principles of management in Table 2.1 are evident in the C.F. Martin case? Explain your reasoning for each principle selected. Principles of management that are evident in C.F. Martin case are: • Unity of Command – Chris found a very hierarchical situation where the boss tells the workers and the workers does it and goes home. • Initiative – Chris Martin took the initiative of formulating and carrying out a plan to improve the company by taking a course and learning the value of teamwork. He was able to get the workers involved which resulted in $15 million in profit sharing for the employees. • Stability and Tenure of Personnel – Chris involved the workers in a lot of formal training to learn their job. • Remuneration – In the process of training employees on the job, the company was able to profit $15 million in shares. • Esprit de corps – Chris was able to prove that teamwork is successful. The workers took what was learned from the trainings, worked as a team and the company was a success resulting in $15 million in profit sharing. 2. What would Mary Parker Follett probably say about Chris Martin’s management style? Explain. I think Mary Parker Follett would say job well done to Chris Martin’s management styles. She would also say to keep up the good work. He was able to motivate his employee’s performance through training and getting them to work harder instead of demanding it out of them. This is a style that Mary Parker Follett...
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...Identifying Key Leadership Principles and How They Relate to The Workplace Professional Development MBA-525 Abstract Leadership in the workplace can be the defining factor that determines whether or not a business is successful. This paper serves to identify several different key leadership principles, how they can relate to each other, and how they can properly be utilized in the workplace. Understanding these concepts results in understanding how to lead employees and how to achieve success in business. The skills required to be a successful leader carry over across a multitude of arenas. Included in these arenas is the workplace. In order to be a successful leader at work, individuals must first be well versed in the skills, also known as principles, which make up exceptional leadership. In addition, they must be familiar with the cohesive nature of these principles. Leaders must understand that although each principle is useful in its own right, these principles, when used in conjunction with each other can grow in strength. Research has shown that the individual principles required to be a successful leader are as countless as the stars in the galaxy. However, just like the constellations in a clear night’s sky, patterns emerge when similar principles are grouped together. When these groups of individual principles are identified and applied to the workplace, what emerges is strong leadership that has the potential...
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...Case summary: Bangladesh has achieved a tremendous growth rate in its service sector. Its contribution in nation’s Gross Domestic Product (GDP) is all about 60%. One of the well known private management and business consultant firms is the teamwork limited. They have a long-term vision to become the most successful and leading international business consultancy firm in the management consultancy business. The mission of the firm was to provide superior value to their clients by using their capability, to meet the requirements of the customers, utilize full potential and objective, and make appropriate contribution to the economy. The firm also set their specific objective. For the last eight years they are performing well providing pre-feasibility and feasibility study, Management consultancy, business automation, financial analysis, portfolio management, business investigation, process re-engineering, business integration, taxation and so on. In internal management teamwork follows strong culture of participation approach in its routine management and activities. The management committee consisted of seven members. Teamwork as a service based organization the employees or human resources are the focal point. Top management motivates them over the time. The internal management develops an effective strategy to see what’s going on the firm. So implement a quarterly survey system in order to get all types of information including employee attitudes toward work ,customer attitudes...
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...Teamwork in the kitchen is a basic requirement as it is the main key of successful performance for anyone who is, going to or will join this most important department of hospitality. The purpose of this essay is to explain the concept of teamwork and how it applies to kitchen environment. Also, examples of personal experience of teamwork in class are provided to illustrate its effectiveness as a way to achieve common goals. Dwyer (2013, p. 224) defines teamwork as a cooperative effort by the members of a group or team to achieve common goals and objectives. This means that in a team, all members need to contribute to the common effort communicate and help each other to achieve set goals. The characteristics of effective teams include having clear goals, results- driven structures, competent team members, collaborative climates, unified commitment, good communication, principle leadership, and internal and external support (Kayse, 2012). Teamwork is particularly important in the kitchen environment. In the kitchen, chefs are effectively team leaders who are responsible for organising the team to meet its goal(s), the quality of the team’s output, developing the team and the interface between the team and the organisation (Hardingham, 1995, pp.32-33). Carefully explaining goals to all kitchen staff and setting out all the standard requirements are some of the responsibilities of the chef. In the kitchen where different people are working together, once...
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...Market Based Management® Philosophy and Principles Market Based Management® is a value system and framework for action that encourages employees to think and act like principled entrepreneurs. (The Principled Entrepreneur, 2007) The MBM philosophy was (and continues to be) developed by Charles Koch, chairman and CEO of Koch Industries. It is used by all Koch companies such as STAINMASTER® carpet, LYCRA® spandex, Quilted Northern® tissue, and Dixie® cups. Charles Koch credits the success of Koch Industries, one of the world’s largest privately held companies, to the application of this unique way of doing business. (Koch C. , 2007) MBM is a large set of ever-evolving “mental models” that are organized by, and interpreted through, a framework of five interdependent and mutually reinforcing dimensions: vision, virtue and talents, knowledge processes, decision rights and incentives. The MBM Guiding Principles, which are a model within the virtue and talents dimension, form the MBM culture. (Tapscott, 2007) This material is used by leaders and employees of Koch companies to get results. Market Based Management® (MBM) is rooted in the Science of Human Action (Mises, 1949), and is defined by five dimensions: * Vision – determining where and how the organization can create the greatest long –term value * Virtue and Talents – helping ensure that people with the right values, skills and capabilities are hired, retained and developed * Knowledge Processes – creating, acquiring...
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