Discussion on Toyota Motor Corporation-Free-Samples-Myassignment

Question: Who is the CEO of the TMC ? How long has he/she been CEO? Answer: Akio Toyoda (CEO of TMC) (Source: Toyota, 2017) Introduction Toyota Motor Corporation (TMC) is the listed Japanese Company (TM: NYSE) engaged in production and sales of motor vehicles, accessories and spare parts. TMC was founded in August 28, 1937. CEO of TMC Akio Toyoda was born in May 3, 1956. He is 61 years old. He joined the company in April 1984 (Toyota, 2017). Initially he has posted in every automotive operation both in and outside Japan and in June 2000 he became the member of the Board of directors. After that in June 2002, he became the Managing Director and June 2003 he positioned as a senior Managing Director. Further in January 2005, he became the chief officer of both China operations Group and Asia, Oceania and Middle East operations group. Then in June 2005, he became the Executive Vice President where he has the responsibility for maintaining quality, purchase, sales and operations department both for Japan and Overseas. Then since June 2009, Akio Toyoda is the CEO/President of TMC. Family Run Company Toyota Motor Corporation is the Family run company because Akio Toyoda is the grandson of the founder of TMC. He is the part of the Organization from the date of foundation of TMC (Bloomberg, 2017). Total Communication Total calculated remuneration earned by Akio Toyoda during Fiscal year 2016 was 351 million (Form 20-F, 2016) which included 102 million in base compensation and 248 million in bonus. Equity Owned by CEO Akio Toyoda also owned 4, 650, 275 common shares during fiscal year 2016. References Toyota, 2017, Akio Toyoda, viewed on 6 August 2017 from https://toyotanews.pressroom.toyota.com/article_display.cfm?article_id=2280. Bloomberg, 2017, Toyota Motor Corp (7203: Tokyo), viewed on 6 August 2017 from https://www.bloomberg.com/research/stocks/people/person.asp?personId=1828739privcapId=319676. Toyota Global Newsroom, 2017, Akio Toyoda, viewed on 6 August 2017 from https://newsroom.toyota.co.jp/en/detail/1438260/. Form 20-F, 2016, Toyota Motor Corporation, viewed on 6 August 2017 from https://www.toyota-global.com/pages/contents/investors/ir_library/sec/pdf/20-F_201603_final.pdf.

Tim Hertach free essay sample

Tim Hertach exemplifies many of the qualities and traits needed to be a good leader and influence others. He shows integrity and confidence, is forward-thinking and competent. In addition, he seems to be an effective manager, receiving an overall positive evaluation and reinforcement from his senior partners. Though this would suggest he holds some personal power with upper management, he is unable to influence the two recent issues described in the case. Hertach needed to focus on two general ways in which he could have better influenced his senior partners: through his personal leader development and tactical approach. The first would have taken time prior to the introduction of either issue: evaluate and improve his EQ (emotional intelligence). He needed to evaluate his strengths and weaknesses, and in-turn work to gain personal power and empowerment from his senior managers. In truth, he needed to have focused on this from the point that he became partner. We will write a custom essay sample on Tim Hertach or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The second again involves his EQ but focuses on his immediate reaction and approach in the moment. Hertach needed to better evaluate his tactical approach in influencing upward before responding in the revaluation meeting or sending the initial email questioning past practices. Regarding his personal power development at GLC, Hertach needed to improve his relationship management and social awareness. Understanding the GLC culture and his superiors (the senior partners), should have been something Hertach did from the moment he was promoted. With a stronger EQ he may have done this and would have realized that not all styles of leadership are successful in every situation. He also would have realized that he would need to adapt his own style when dealing with the senior partners. New principal, Joe Clark in Lean on Me experiences this same phenomenon. Though in Clark’s case he is managing downward, he also takes a Theory X, assertive leading approach. Like Hertach, Clark’s staff does not react well to this style of leading. However by the end of the film Clark changes his approach to group cooperation and is much more successful. Understanding his staff helped him realize he needed to adapt his style of leading. This could also work in leading and influencing upward for Hertach. Hertach is described as a strong-willed leader who takes pride in his â€Å"blunt† approach with clients. His honesty, filled with rationality and logic, seems to be generally appreciated by clients. However, he attempts these same tactics with his senior partners and is ignored. The difference between his clients and his senior partners is trust. Expertise presented in the correct way, can be an avenue for influencing upward as is seen in the film Erin Brockovich, especially if the person presenting seems to care deeply about the cause. Brockovich, though brash in her approach is able to show her knowledge and affection for her clients and gains credibility that way. Hertach was not communicating to the senior partners in the most efficient way for his audience. Understanding the management and communication styles of superiors is important. Not to mention that, like Tom Green in Challenge The Boss or Stand Down, a subordinate should never challenge upper management in a public forum. Even with the evidence to support his opinions, Hertach’s ideas would not have been considered. He caused humiliation and anxiety in a public situation, effectively losing any trust he may have had with the senior partners presenting and those present in the meeting. Likewise, Hertach should not have included the CEO on the email to the two senior partners regarding the unethical billing practices. Building trust requires building relationships. Hertach needed to manage and develop relationships with the senior partners. In an environment such as GLC, where a large amount of hires occur internally and the culture emphasizes â€Å"friendly† communication, internal relationships are key to gaining personal power. To effectively influence, it would also benefit him to be â€Å"liked† by the senior partners. He did focus on one relationship with Morton, however Morton’s lack of history at the firm (as he was an outside hire) could suggest that he does not hold as much power as other senior partners. Though Hertach gets along well with him and they develop some loyalty towards each other, he should have focused on gaining support from other senior partners as well. Another facet of this audience includes his peers, the other partners. Many partners and managers beneath him had agreed privately with his concerns. He should have organized support within this group. Perhaps a coalition could have more effectively presented a united front and opinion to the senior partners. Had Hertach improved his EQ, chosen a different forum and approach, he would still have needed to employ better influencing and persuasive tactics to succeed in managing up. He did employ rationality, which gave him a certain level of credibility. As described in the Managing Up article reasoning and logic are valued highly in our society and researchers indeed found that managers who use reason more than other managers tend to be regarded as higher performing. Perhaps if Hertach had combined this with the ingratiation tactic, he would have been more successful. Because he did not have existing relationships, he should have focused on influencing tactics that could engender trust with his senior partners in short period of time. Hertach should have made himself seem less threatening and avoided assertiveness. He could have tried to speak with any of the senior partners after hours in a non-work related atmosphere and tried to find commonalities on a more personal level. In Challenge the Boss or Stand Down, Tom Green makes this type of connection with a VP at a training session which eventually leads to a job opportunity. Finding common ground and making a connection with Shannon prompts a conversation where he impresses her. This idea is further confirmed by the theory in The Science of Persuasion which outlines tendencies of human behavior that can affect a positive response in influencing or persuading. One of the tendencies described that also applies to this idea is Liking. Hertach should have kept this in mind when trying to influence his senior partners. The Science of Persuasion article explains that people prefer to say yes to those they like. Creating connections or relationships with his senior partners and finding similarities as explained above, leads to liking. Directness or assertiveness can have the opposite effect, placing people on the defensive and essentially distancing oneself from them. Hertach should have chosen more positive routes to be perceived as likeable. Compliments and cooperation, for example, could have helped in influencing, or they may not have. Either way, Hertach did not have good impression management which affected the senior partners’ response to his concerns. At the present point, Hertach would need to evaluate how his actions have affected his potential within GLC and whether they could help dictate his future success. His interactions with the senior partners and approach in these two situations may have resulted in permanent resentment and distrust. Likely the senior partners, as a group, are loyal to one another. It is also fair to assume that they are not leaving any time soon. The forecasted 6 senior  partners expected to leave the firm after the revaluation plan was put into effect, did not. Creating a poor rapport with those persons that hold positional power in the company, is not the way to gain personal power or succeed, and Hertach may have caused irreparable damage. Next, Hertach needs to think about his fit within the company and office culture. His concerns are valid. The company could suffer financially under the new revaluation program and the billing practices are unethical. Unfortunately, it does not look like GLC is the type of culture that embraces change. While investigating the billing practices, there are many people who knew about the practices and said nothing, or did not see a problem with them. As the reinforcement theory suggests, when accepted behavior is rewarded that same behavior will continue. Perhaps if he held greater positional power, Hertach would be more successful in changing GLC, but it seems this behavior has been widely accepted and taught within GLC. He has two options: he can apologize and try to gain back trust; or he can go into a line of work that seems to fit his style better. I would suggest the latter. Dorel Juvenile Group is a consumer products company and I’ve learned a great deal from my experience over the past three years. Tim Hertach’s honest, ethical and expert leading style is exactly what a company looks for in someone who runs their own operation and as a consultant. He would create his own schedule, terms, and continue to advise clients. Hertach’s client relationships are a strength. If he employs the same tactics on an individual consulting level, he would be able to self-manage and his clients would continue to be the ones who would empower him.

I hate my job three signs you need to move on

I hate my job three signs you need to move on Everyone goes into a new job with a sense of optimism. New place, new coworkers, new responsibilities- what’s not to be optimistic about? After that initial buzz, however, you suddenly realize: I hate my job. It’s rarely in your interest to quit on the spot when you have that revelation, so how long should you stay? Let’s look at a couple of different scenarios. When seriously bad things are happeningIf you’ve discovered that there are illegal or harmful things going on at work, or your work is causing you serious physical issues, then you should seriously consider getting out now. It’s a safety issue.When you hate your boss, and your work is starting to sufferIf your work is making you miserable and you just can’t seem to get along with your boss, then it’s time to start thinking hard about your exit strategy. But if you can hold on for a few weeks or months while you start putting out feelers about a new job, then you should delay ha nding in that resignation letter.When you’re bored or mildly unhappyIf your job isn’t challenging you like it should or you have a general diagnosis of Over It-itis, then definitely start thinking about your next steps. Don’t quit just yet. Because this isn’t an emergency, you have some time to do some soul-searching about why you’re unhappy at work and what you can do to fix that. It may be that adjusting your workload or taking on different projects could make you happier and more fulfilled at work.Before you quit, talk with your boss (without issuing any ultimatums) and let him know you’re interested in taking on more opportunities, or changing up your role. If he’s receptive, then give these new responsibilities a try. If he’s not, or you’ve tried out this new regime and you’re still unhappy, then step up your efforts to find another job before you quit this one. Remember that fairly or not, it’s almost always easier to find a job while you already have one.Here’s what you need to consider before you quit, under any of these scenarios:What is my financial situation? Do I have enough savings to cover a potentially months-long job search?Do I have some good potential job leads lined up, or an interim plan (like freelancing or consulting)?Are there any skills I will need to build before I try to get a comparable job (or a step-up job)?Is there anything that I could do or ask of my boss that would make my job bearable again?It’s best to have a plan here; the last thing you want to do is quit your job in a huff, and then realize that you’ve made a mistake. Sometimes leaving is the right thing to do, and quitting can push you to move your career forward. But if you take that step before you’re ready, you could be opening yourself up to a period of stress and career upheaval unnecessarily.

10 Things You’ll Find Yourself Doing in your Freshman Year

10 Things You’ll Find Yourself Doing in your Freshman Year 10 Things You’ll Find Yourself Doing in Your Freshman Year Your first year at college can be a daunting time. Hopefully you’ll be busy learning all sorts of interesting thing on your chosen course, but you’re bound to get a few life lessons too 1. Unexpected Seminars Colleges are big and confusing places and everyone has gotten lost at some point in the freshman year. Have you turned up in the wrong lecture hall yet? Join the club! 2. Pasta with Pasta Garnish Don’t worry: A lot of your fellow college students will be new to cooking too. The best tip we can give is start with frying an onion and then look around the kitchen to see what else you can add! 3. Creating New Species Even if you aren’t studying biosciences, you might find a few new life-forms growing in your dirty dishes. In time, you’ll get used to using the washing-up as a way to avoid studying! 4. Food Fight! No need to grab your mashed potato catapult just yet. There comes a point in every freshman’s first year when you need to figure out a food sharing system with your roommates. Either share your food or don’t, and be clear. Don’t write angry notes unless you want all your Doritos swiped in the night! 5. Snoozing at the Library Ah†¦ so relaxing, a nice big book to hide your hangover hair. Just try not to snore! 6. Deadlines As Douglas Adams once said: ‘I love deadlines. I love the whooshing noise they make as they go by.’ This sound will get really familiar this year†¦ 7. What am I Doing with my Life? Hey, take it easy. You’ve made some big life decisions. Everyone questions their choices in their first year. But don’t jump ship too soon, ride it out. Talk to some friends and you’ve soon realize that you aren’t the only one worrying. 8. Setting a Trend When you run out of clean clothes, its time to get creative. Whoever thought blue pants would go with a bright orange sweater?! 9. Drunken Mistakes Waking up in the morning with that awful feeling†¦ what have I done? We’ve all been there and whoever you were with last night is probably waking up with a similar feeling†¦ 10. Home Sweet Home You couldn’t wait to get away and now you just can’t stop thinking about Mom’s homemade dinners. Make sure you book in time for regular trips home, since moving out can be pretty hard. If you are really far away from home, write a letter or a postcard. Getting mail back can really brighten up your day.

Public Sector has been hit by the economic downturn and have opted to Dissertation

Public Sector has been hit by the economic downturn and have opted to recruit fixed term or temporary posts rather than recruiti - Dissertation Example Temporary employment is becoming common in Europe and the UK also but its impact on firm performance and productivity has not been studied extensively, state Camerman, Cropanzano, and Vandenberghe. The cost to a company does not merely include the wages and the employee benefits. It should also include the recruitment and selection costs, the costs of training and development, and more importantly the employee contribution towards organizational performance. While it is difficult to measure individual employee contribution towards organizational performance, employee commitment and motivation would, to some extent, impact productivity. The increased use of temporary workers by the public sector has given rise to concerns of employee commitment and consequently the indirect costs associated with temporary or fixed-term workers. 1.2 Rationale for research The public sector employers have a positive outlook on temporary workers, the motivation being that it gives them access to specific skill sets (Woods, 2010). Forty four percent of the public sector employers even site this as essential to the success of their organization. A flexible workforce is essential to allow the businesses to grow. The public sector needs a major transformation and this demands a team of talented professionals to manage change. Skills are required in diverse sectors such as project management, budgetary control, procurement, HR outsourcing and transformation. Flexible workforce appears to be the key to a successful organization. Labour market regulation affects labour productivity growth through its impact on worker motivation and effort. If the wages are below the fair wage perception of the workers, the efforts of employees would be reduced. The higher the wage, the higher will be the effort put in by the employees due to higher cost of job loss (Storm & Naastepad, 2007). A study of 20 OECD countries suggests that regulated labour markets promote long-run labour productivity growth bot h in case of temporary and full-time workers. Regulation raises worker commitment and motivation. Several public sector organizations such as Caerphilly County Borough Council, Cardiff Council, RCT, Torfaen and Merthyr Councils have been employing temporary workers. However, not much of research is available on employee motivation among temporary workers in public sector organizations. It is hence difficult to ascertain to what extent these employees provide competitive advantage. Hence, with the aim to ascertain the strategic decision that public sector organizations should take in staffing and human resources, the research questions for the study are: Are employee commitment and motivation among temporary workers directly related to productivity? To what extent employee motivation and commitment of directly employed temporary workers in public sector organizations differ against the permanent workers? Is it more economical to hire temporary workers against permanent employees taki ng into account the benefits that have to be given to permanent workers in such organizations? 1.3 Definition of terms Temporary workers Temporary workers are employees who are not permanently hired but hired just for limited periods of time (Entrepreneur Media, 2011). They work for a specific purpose for a specified period of time. Motivation Motivation according to Hardre (2003) is an internal process that controls and regulates behavior. It has been defined as a

International business Personal Statement Example | Topics and Well Written Essays - 250 words - 1

International business - Personal Statement Example I believe that through the course I can gain sufficient knowledge to be able to handle such issues and other related problems associated with international business. My previous educational background has also motivated me to apply for this course. I am currently a BA student in this institution, which is relevant to my course because it entails business issues. So far, I have learned a lot about business administration and management, and I would like to widen this knowledge further to the international level. My choice to apply for the course in this school is because as a student here I have known the institution to be an excellent place. The culture of the school and its diversity are great opportunities to reckon, and they blend with my philosophy. The school values development of leaders and creation of knowledge in business issues, and that is exactly what I believe in. Business rocks the world; this institution creates knowledge in business; and I choose to be here. I am hoping to get a positive feedback from you soon. Thank you for your

Two Descriptions Essay Example for Free

Two Descriptions Essay Description 1: Positive The new city pool was packed with eager patrons. Some stood in line for the massive water slide they’d been waiting all winter to try. Others took turns jumping from the diving boards. Small children splashed and slapped at the water in the wading pool, their mothers never far from reach. Laughter mingled in the air with the smell of buttery popcorn. Occasionally, a surprised scream would erupt, followed by the telltale splash of someone having been pushed into the pool by a friend. Hot afternoon sunlight glistened on the water. Sunbathers stretched and napped on large beach towels. Off to the side, a father and son sat under the food pavilion sharing an ice cream cone. Description 2: Negative The new city pool was at its maximum capacity with 75 patrons packed inside. Impatient children groaned while they waited in a long, snaking line for the massive water slide. A parade of people jumped from two diving boards. Most of these uncoordinated attempts ended in belly flops. Small children squealed, piercing the air with either excitement or horror at the notion of having to get wet. The stench of fried foods and chlorination permeated the air. Mothers chased their unruly offspring all over the burning concrete just to slather on one more pat of sunscreen. The hot afternoon sun cast a blinding white light over the surface of the pool. Sunbathers in a variety of shapes and sizes lay about on beach towels like lazy farm animals. A few feet away, a father and son sat under the food pavilion sharing an ice cream cone. It dripped a sugary liquid onto the concrete. Ants were already making their way to the fresh mess. Analysis Strategy two can be found in the way the long line for the water slide is mentioned in the second description, but not in the first. In description one, the object for which people were waiting was emphasized. In description two, the long line itself was stated. Strategy two was again used at the end of both descriptions. In the first, the reader is left with the sweet impression of a father and son enjoying a special moment. In the second, the reader is left with the image of bugs invading what would have otherwise been a great family moment. The use of strategy three is evident in the way the smell of the air is revealed. In the first description, it is made to sound delicious (â€Å"the smell of buttery popcorn†). In the second, the smell is referred to as a â€Å"stench†. Strategy four was implemented when describing the sunbathers. Description one emphasizes the large towels, while description two suggests the sizes of the sunbathers themselves are large, like â€Å"lazy farm animals.† Strategy five can be seen in description two when fun and games is suggested through â€Å"a friend† being placed at the end of the lengthy sentence. In description two, the diving board experience is accentuated in a negative way via short sentence structure in the line, â€Å"most of these uncoordinated attempts ended in belly flops†. The most important thing learned while completing this exercise is that attention must be paid to how a writer describes something if he or she is to successfully convey the intended tone.