Organization Development And Change Essay


1.Would workers in Australia, America or Europe accept the Taylorism in this form today?

2.Consider the design of scripts for use in Call Centres, can you see Taylorism in that? Explain.

3.This ‘clip’ is showing history from 100 years ago. Some would say that ‘the world has moved on’ and these ideas are out of date. However, could there be parts of the world today for which these ideas might be just what they need? Explain.

4.How would you describe Toyota's Culture using the seven dimensions of Organisational Culture and/ or the Cultural Web?


Ford and Taylorism

Henry ford in the year 1908 established a motor car company so that it could provide the customers a cheap and simple car to travel in. he adopted the principles of Taylor so that the workers can be managed in an efficient manner so that the production of the cars in a cheaper way and supplied at a cheaper rate to the customers.

The video gives a proper idea on the principles established by Taylor that the work of the employees can be increased if they are assigned a particular task according to their capability and strength. This introduction of the assembly line will help the workers in transporting the bodies of the car in an easy manner, which will provide the other workers in the line to be ready with its products. This will help in consuming lesser amount of time, as the time will get reduced for assembling a single car. This will further result in producing more number of cars, which will help the company in achieving better profits (Vidal 2015).

The employees who have gathered experience in this field will be retained within the organization by attractive packages so that the employees can be motivated within the work place. This will result in better productivity of the organization and the employees will be committed towards the goals and objectives of the company. Another significant portion in the video was the lack of trade union, which often hampers the line of production. Due to the discipline that was maintained within the production line, the employees did not found any encouragement in forming the trade unions. This further resulted in the lack of job security for the employees, as those with low rate of productivity were made to quit from the organization (Waring 2016).

1.In the modern era, it can be seen that the workers who are based in Australia, Europe or America will not be accepting the truest form of Taylorism that was in operation during the previous period. The changes in times have led to the development of the technology, which has further led to automation in the production process. Therefore, the use of old methods will not be acceptable by the workers. The theory needs to be modified based on the basic foundation, which will help the workers in the modern world to be more efficient and productive within the work place (Witzel and Warner 2015).

2.The theory that has been suggested by Taylor can be applied in the call centres to some extent and not the entire theory as a whole. The operations that take place within the call centre have been divided in to various sectors, which specialize in its functions. The expertise of the employees help in dividing the work within the call centre and the jobs are assigned by studying the capability of the employees within the work place (Sinha and Gabriel 2016).

3.There are many industries that are present across the globe, which may require the application of the insights that has been mentioned in the video. The scientific management is the basic theory that has been identified by Taylor in the previous century, although this theory has an effect that can be felt in the modern times as well. The principles with respect to the division of work and the employees who work hard needs to be rewarded along with the implication of the production techniques that are simple in nature are some of the golden rules for starting up a new business venture. The use of the principles in an effective manner can help in guaranteeing success to the business enterprises (Witzel and Warner 2015).

Toyota’s corporate culture and the problem of spreading its culture

The Toyota Company is one of the best companies in the world with respect to its line of production. The company does not follow a stereotypical approach within its production unlike the other motor companies and the management keeps on constantly changing its principles. It has adopted an innovative style approach, which has led to innovation within its organizational culture. The employees receive motivation in coming up with better insights if any problems are identified within the organization. This helps the company in gaining a competitive advantage over the rival motor company (Cummings and Worley 2014).

The company has shown humility in all the stages, as it can be seen that the employees who are working in various levels are important for the success and the growth of the company. the management has also taken the initiative of driving the cars themselves before launching it in the market shows that they are committed to deliver the best products to the customers.

The company has also managed to seize the opportunity by recalling a large amount of vehicles in the United States. This helps in demonstrating the fact that they are committed towards excellence and sell the products at a right price to the customers. The management considers the challenges as opportunities, which helps them in diminishing the level of competition in the market (Deresky 2017).

The employees of the company are made to undergo training so that their skills can be developed in a better manner, which will help the company in developing the products at a faster rate. It also helps the employees in innovating the products on a constant manner, which helps them in aligning themselves with the mission statement and values of the company.

4.The culture within the organization has a shared perception between the employees and the management and can be understood through the 7 dimensions that are present in the culture of organization. They are as follows:

Risk takers and innovation- The Company is innovative in its production line and constantly encourages innovation among the employees at every stage of the design process. This has led to the decision of calling back more than 8 million vehicles, which had a faulty acceleration (Henson 2016).

Detailed attention- The employees of the company pay lot of attention to the details of the vehicles and are disciplined in their action while carrying out their responsibilities. This has made the company to meet its organizational culture in an efficient manner.

Oriented towards results- The primary aim of the company is to deliver premium products to its customers and shows no hesitation when recalling the products fromn the market if the required standards are not met in a proper manner (Mann 2014).

Oriented towards people- The Company is keen on giving priority to its employees. This helps them in showing a humble approach towards the employees so that the success their success can be shared with the employees as well.

Team work- The employees of the company are provided better facilities so that they work in collaboration. This helps the company in producing more number of vehicles and efficiently communicating with the employees across the different levels (Henson 2016).

Aggressive- The Company shows aggression towards the products that are being delivered by them, which helps them in maintaining a better position in the market than its competitors and the employees of the company can aim for higher results within the organization.

Stability- The Company is stable enough with respect to the investment of capital, which can be seen after it recalled its vehicles due to a fault in their production activities. This shows that the company can make better strategic decisions that would help in ensuring that the stability of the firm can be restored again in the market (Mann 2014).

Reference List

Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning.

Deresky, H., 2017. International management: Managing across borders and cultures. Pearson Education India.

Henson, R., 2016. Building an Organizational Global Mindset Culture: Implications for Practice. In Successful Global Leadership (pp. 261-283). Palgrave Macmillan US.

Mann, D., 2014. Creating a lean culture: tools to sustain lean conversions. CRC Press.

Sinha, S. and Gabriel, Y., 2016. 5 Call Centre Work: Taylorism with a Facelift. Re-Tayloring Management: Scientific Management a Century On, p.87.

Vidal, M., 2015. Fordism and the Golden Age of Atlantic Capitalism. The SAGE Handbook of the Sociology of Work and Employment, p.283.

Waring, S.P., 2016. Taylorism transformed: Scientific management theory since 1945. UNC Press Books.

Witzel, M. and Warner, M., 2015. Taylorism revisited: culture, management theory and paradigm-shift. Journal of General Management, 40(3), pp.55-70.

How to cite this essay: