Management Styles at Ford and Nissan

worry Styles at traverse and NissanIn this assignment I realise highlighted several(predicate) anxiety styles of Automobile industries by considering their motivational and organisational Theory of counsel. I acquit explained virtually neighborly factors and a give c ar the Impact of engine room on focusing and leadership sort.The start part of the assignment discuss the introduction of some(prenominal) companies .i.e. crossbreeding and Nissan, their focus behavior and impact of such behavior on business coiffureance. Than motivational theories how it transplants the behavior of political party and last impact of technology on the execution of instrument, structure and lay come on of the companies.INTRODUCTIONIn todays competitive pitet managers have to perform miscellaneous places in the validation. Their handling of diametric situation depends on their way styles. In the motivational supposition the top leadership and the executive steering understands the active ineluctably active for employees motivation and give the dis exercise for being traveld. Organizational surmise, for a successful administration, focus on the disposal of coordination that how focus and employees by streng then(prenominal)ing themselves cease accomplish the common brass instrumental goalsPURPOSE OF ASSIGNMENTEverything is d ace for some definite motive here(predicate)(predicate) we be reservation our assignment for a definite purpose. The completion and obligingness of this assignment is an integral part of Advance Diploma in melodic phrase Management from London Essex College.Through assignment students al scummy for familiarize with anxiety practices and behavior role that they have to play during their professional motorcargoners The students not totally acclimatize themselves to the corpo yard environment but in summing up learn to fasten on responsibility, co-operation and team carry the hallmarks of modern management and the most alpha we have to pass our module as well.APPROACHAs for as procession is concerned here we applied the management thoughts and theories of our noteive companies. We applied different academic models, academic research, class room notes, our personal experience, industry publication, means both autochthonic and secondary research on automobile industry as s well as re public opinion and analysis of it.INTRODUCTION OF hybridization AND NISSAN MOTORSFORD MOTORThe hybridizing tug guild is an American multinational mint found in Dearborn, Michigan, a suburb of Detroit. It is the third largest auto gain groundr based on worldwide vehicle sale in US after(prenominal) General Motors and Toyota. The automaker was founded by Henry crossover and incorporated on June 16, 1903. In addition to the Ford, Lincoln, and Mercury brands, Ford to a fault owns a tenuous stake in Mazda in Japan and Aston Martin in the UK. Fords former UK subsidiaries cougar and Land Rover were sold to T ata Motors of India in March 2008. In 2010 Ford sold Volvo to Geely Automobile. Ford lead discontinue the Mercury brand at the end of 2010.Ford introduced methods for large-scale manufacturing of cars and large-scale management of an industrial men using elaborately unionizeed manufacturing sequences typified by moving host lines. Henry Fords methods came to be known around the world as Fordism by 1914, he is also father of modern assembly line used in troop outputNISSANNissan is a Japanese Car Company whose trade mark is Datsun. The head offices are in Japan. Nissan was used to be Japans second-Largest car bon ton. It is an automotive, fiscal services and engineering industry. It produced automobile, out board motors and forklift trucks. About 176,000 employees are structural at Nissan. In 1986, Nissan become the first Japanese automobile attach to which set the production plant in Europe at Sunderland. It is weighty to know the caller-outs management philosophy, set, vision, goals, and accessible environment. The refinement depicts the type of leadership . conference and groups kinetics within the organisatiion.Impact of Management Behavior and Organizational Culture of FordUnder the unfermented management of Alan Mulally CEO of Ford motor federation enhance overall partnerships performance . His management can be summed up in these pointsLearn whats going on and how things name.Set goals based on bang-up information.Communicate these goals to eitherone involved.Create a process for communicating occur and results.Successful leadership hinges on such crucial skills as communication, collaboration and judgment. The CEO Alan Mulally endorsed these skills in an extraordinarily high-pressure environment. He changed Fords culture since he joined Ford and has fostered cooperation among divisions and regions that used to compete with each opposite for resources. Hes also modeled transparency, meeting regularly with employees and instituting a dashboard transcription that makes tell apart metrics about sales and market share more(prenominal) visual and precise to the giving medication.Ford created a culture in which telling the truth, still painful it may be, gets rewarded. Every week Ford review their wrinkle Plan with the higher management just top gather say on how well Ford meeting their targets and organisation goal.Impact on BusinessIn 2010, Ford forecast a 2010 operating pull in and posted $2.7 one million million million in net income for last division Ford recovered the benefits ,after three annual losses the full-year put on was Ford first after 2006.More bigly, Ford gained U.S. market share for the first year since 1995, with new models such as the revamped Taurus. The likes of GM and Chrysler, meanwhile, reorganized with federal aid. Fords profit and cash from operations have been improving with better pricing and cost savings.6- MANAGEMENT APPROACH OF FORD MOTOR COMPANYFord Motor Company requ ires all its employees to be an expert , which elevates specialization. Thus, Ford is a functional physical composition. Each employee reports to a functional manager. At the equal snip, they understand the greatness of a focus on the final product. As a result, a matrix organization is created where each employee also reports to a chief engineer who represents the interests of the customer. Meetings are conducted every two days to coordinate the coincidences mingled with chief engineers and functional managers. Fords structure also has other(a) formal mechanisms facilitating communication among functions, such as module development teams, which are cross-functional teams that suffer in concert product and production engineers. Through this structure, Ford strikes a balance among being exceedingly tralatitious and bureaucratic while at the same time agile and innovative.Ford culture and structure constantly idiom on learning and continuous improvement .All employees fro m different levels are anticipate to analyse the actual and standard performance and if there is any fuss there, than understand the cause of all problems. A theoretical framework is make in respect with cause and effect relationship, means what factors causes that problems, how this problem can be solved, when this problem depart solved and how long it take to solve that problem.Without such understanding, they confide, improvements are not likely. Their culture emphasizes rethinking of how things are done, and sayings such as never be satisfied and theres gotta be a better mood are part of their daily life. For example, if a car comes down the assembly line with a defect, fixing the defect is not the priority. Instead, the emphasis is on understanding the cause of the defect so it is not repeated.In addition to facilitating learning at the individual and team levels, they take steps to make sure that what is learned is shared with the rest of the organization. This is achieve d by putting implied intimacy into writing. Traditionally management structure was vertical where chain of command and last decisions made by top management.Ford Company started the mass production with automotive tools in late1920 with standard products, special purpose machine, and standards task and competent division of labour. The moving assembly line is the symbol of Fordism at Ford Company.Motivation techniques at Ford Motor CompanyNew management of in 2006, turnaround plan that called for closing plants, cutting jobs and dropping some of its models. The said management removed obstacles, put new managers in show up and forced feuding parts of the company to work together. Moreover the new management introduced cards printed out for every employee exhorting wad to work together and zip development of new products Ford Motor Company uses a imperative Reinforcement Technique i.e. the ford employees are rewarded for the favorable behavior they perform according to the w ishes of their manager.Impact of Management Behavior and Organizational Culture of NISSANNissan Company is very clear about its goals and objectives. The management of company does not believe on traditional but have their own knowledge and expertise and powerful advert of information that runs through divisions of business areas. Their strategy is ingenuous, barrack effective performance and create value for the customers. The management regards individual vision, employee performance, point action plans and same management practices are entrenched at every level of company.Workforce diversity is also important element, when people from different regions, cultures worked together definitely they share different thoughts but on the other way often healthy conflicts also aroused but the businesslike management practice resolved that conflicts, results in operation within Nissan making the process active and direct so diverse custody brings stems and leads company towards new direction.Employees of Nissan share their thoughts and relationship with the employees based on mutual respect and trust. A new communication channel keep ups the employees to express the ideas in more effective manner. This is to somewhat the true culture of any progress company.Management Approach of NissanManagement climb up of company is very good, employees are interact like the assets of the company, good hail-fellow environment, and worker participation in decision making is the proof of that company is also practicing the impact of different management theories like Hawthorne studies where workers productivity tends upon human behavior. There is equal employment opportunity, workforce diversity, Global code of conduct within the organization,ANALYSIS OF FORD NISSAN organiseCompanys StructureCompany structure arrange people and job so that work can be performed for the success of any company as many writers pointed about the importance of organization structure and its relationship with company strategy, technology, environment and culture.Burns and Stalker (1961) concluded that if an organization is to achieve upper limit performance than its structure must fit with or match the rate of change in its environments. Handy (1990-1993) has discussed the importance of culture in relation to organization design and structure.Organizations structure of NissanNissan Company has announced to introduce new organizational structure to guide Nissan.Employees and the top management understand the company structure and express their opinions easily.Traditional car company (FORD) has traditional class-conscious organizational structure that means each employees role within the organization and relationship of employees. Traditional company has narrow spans of control most important decision will be made by senior management. In the 20th century, company grows bigger and they have command and control of the organization due to the sphericization and technolog y.Advantages of hierarchical structuresAll employees authority and responsibility will be defined.Specific managers and hierarchical environment motivate effectively.Employees will be loyal.Disadvantages of Hierarchical structuresCompany will be bureaucratic and respond tardily to ever-changing customer needs.Horizontal communication will be poor. unremarkably departments make decisions so business decision will be easy implemented.Companys culture of both organizationsCulture is the sum of the beliefs and values that shape norms of demeanour and dictate the ways things get done. There are several continuums that help define an organizations culture. Is the organization driven by results and achievement, or relationships and people? Does the organization have an internal focus, or an orthogonal focus? Is the organization adaptive and flexible, or is it structured and stable?1Role of organizational culture plays in safety issues. It leads to innovation and strategic thinking. Le adership is also important cultures that every company can know that leadership affect culture. Leaders change or create culture. Cultural leadership apparently has some features in the car production companies where ethnical leaders have multiple cultural leaders of the same time.All companies performance shows acceptable trade. These are traditional companies but they are growing business in the world.Organisational theories in management behaviourSystem conjectureI have chosen dust theory to explain two of these companies. It was developed in 1950s and it was a biological system such as human being. It is most simple level and takes inputs.Basic Elements of a SystemInputs Organization or Outputs geological fault systemFeedbackBoundaries and environmentObjectivities and goalsOrganization as a systemSystems theory views an organization as a complex set of dynamically intertwined and merged elements, including inputs, processes, outputs, feedback loops, and the environment. Any c hange in one element causes changes in other elements.2System theory helps to learn the company. Such asMaslows hierarchy needs.Creating doctrines of participation. groundbreaking including of technology.Personal mastery.Mental models.Building shared vision.Team learning.Systems thinkingA modern company as like Nissan should have followings characteristics.System view pointDynamic processMulti-motivatedMulti-disciplinaryAdaptiveProbabilisticDescriptiveThe systems approach views organization as a system composed of interconnected and thence mutually dependent sub-systems. These sub-systems can have their own sub-sub-systems. A system can be perceived as composed of some components, functions and processes (Albrecht, 1983). Thus, the organization consists of the following three staple fibre elements (Bakke, 1959 )3Motivation in practice at two car companiesMotivation is the most important factor which increases the performance and productivity of a company. Company implements many motivational activities such as rewards (salary, commission, and bonuses), treating the employees very well, taking an interest in the employees personal life, giving a chance to everyone at the company, building and teaching new skills and making the work elicit.Motivated workforce in Nissan is the greatest asset of the company really the performance of company reflects the attitudes, beliefs and passion of employees toward work. Company is motivating the employees but different ways both intrinsically and extrinsically. Promotion and empowerment are few examples, when people are empowered, their belongingness with company increased, result in increased in the productivity.Promotion is based on performance based not on seniority based system but in fact on performance based as well as there is hire system for excellent performance of employees, this is good practice of corporate gurus of companyMOTIVATIONAL THEORIESResearch shows how we can motivate employees in a company. many another(prenominal) motivational theories and models could be employed to help to motivate the staff at any companies. Highly motivated people will give good results will in turn help to achieve the organization craving goals. prompt staff in the car manufacturing industry is most important factor of running a business.Abraham Maslow developed a motivation theory of human needs in 1954. He mentioned that humans have a different variety of needs. Firstly, humans satisfy their basic needs then try to satisfy their other needs. A company should consider the needs of all its employees.Maslow noted five basic needs and ordered them in a hierarchy from higher to lower.Self Actualization Needs regard Needs Achievement Challenging crinkleBelongingness Needs Status Job TitleSecurity Needs Friendship Friends in Group physiological Needs Stability Pension PlanSustenance Basic requitalMaslow Need HierarchyOne research study by pack R. Lindner at Ohio University shows that factors which l ure the motivation of employees at a company. These findings are interesting work and good pay are influencing factors on employees at work. pass on influential reward systems include job enlargement, job enrichment, promotions, internal and external stipends, monetary and non monetary compensation. These should all be considered as they have been shown to motivate employees at work.4It means that an employees behavior will change as their needs are satisfied. According to the Maslow theory, an organization should design their system to motivate its people pay will help to satisfy the basic need.5By applying the Taylor approach of scientific management we can apply the higher upmentioned theory, effective hiring, training, and compensation incentives, work achievements accomplish the needs of workers. American Ford company used this technique in assembly line of production for more production and cost-efficient utilization of resources. When worker are provided good working cond itions, fresh air, than their basic need is fulfilled, but they cant be motivated until provided by security department need and later on when their primary needs are fulfilled than they shift to other needs.In contrast with company .i.e. is also fulfilling the above mentioned theory as for as concern of employees. it is fulfilling their basic need by offering handsome salary packages, based on performance when estimation is made employee moves to next stage.The X and Y theory was developed by Douglas McGregor in 1960. Theory X suggests that managers want to direct and control their employees. It argues that employees dont like work, so managers or supervisors should punish them for this. On the other hand, according to theory Y, employees are self motivated, like to do their work and wish to achieve the organizations goals.6These are some ideas to motivate people at two companies. (Nissan and Ford) do through work designMotivating through participationMotivating through targetsIf these two companies do not motivate its employees, commonly, some problems will occur.AbsenteeismWasting timeGossipBucking of the systemChallenging of policyBureaucracy.enlisting and selection report of company is analyzed that how can it maintain and carried out the staff. Some factors are including recruiting the followings factorsThe business growthFilling the vacancies by forbearance or termination and retirement.Internal promotionAnalysis of affectionate FactorsAs for as corporate social responsibilities both companies playing an important role in the society of UK. Nissan and Ford will invest 2 billion of worth investment in production and R D of low carbon and electric car across the England and Wales. The motive of Nissan is environmental friendly and enriching people life.When the company analyses the social factors, we should consider the followings factors. In management behavior, Social factors also influence such as the groups to which the team be longs and social st atus. In a group or team, several persons interact to influence the decisions. Ford and Nissan companies should consider the social factors.PESTEL analysis will explain the social factors to make the decisions.They areSales are relationship driven node expectationsRelationship management is industry demand.Life time customersCustomers want solution to the problems.Global /multinational company.Cultural mind setDeveloping countries are different levels.Different levels of service.If Ford and Nissan implement the socialization (Group and team) very well, they will get following possible outcomes, such asJob ecstasyRole clarityHigh work motivationUnderstanding of culture and perceived controlHigh job involvementCommitted to organizationTenureHigh performanceInternationalized values.Actions will be made to gain ethical and social behavior.Be realistic in setting values and goals regarding employee relationshipsEncourage input from organization members regarding appropriate values and practices for implementing the culture select for a strong culture that encourages and rewards diversity and principled dissent result training on adopting and implementing the organizations values7Impact of Technology on management behavior and work forceMany of the impacts of Information Technology are straightforward. But they are not necessarily obvious, nor are they trivial (Jack Nilles, optic for Future Research)8IT impacts on Ford and Nissan companies performance and productivity. IT provides organizational and financial benefits for companies. It is changing to business landscape. All companies cultures and business strategies use IT.Business strategy collapsing time and distance, enabling electronic commerce.Organization Culture encouraging the free flow of information.Organization Structures making networking and virtual corporations a realityManagement Processes providing support for complex decision making processes.Work dramatically changing the spirit of profess ional and now managerial work.The workplace allowing work from home and on the move, as in telework .9With the technological development UK car industry is one the leading car industry as Ford, producing a third of its global engine requirement at two UK locations and Nissans Sunderland plant, which is set to be a European hub for battery and electric vehicle production.The combination of investment in British brands and investment in the countrys personnel and plants by foreign companies also brings significant benefits to the full breadth of the UK automotive industryKEY ISSUESThe get a line issue of Nissan is to build the corporate image and foundation in highly competitive environment and is assuming earthquake (EQ) as the most faultfinding catastrophe. While continuous innovation, customers expectations, changing mix, management of diverse workforce are key issues of Ford CompanySome of the key issues are as follows.Global production and competition.Consumers spending patter nsEmerging MarketsHealth Care and environmental issues.Foreign Exchange ratesConclusionThe management styles can be different in different organization but these management styles should bring great achievement of the organizational goals. By adapting right style of management and leadership in an organization the facilitation of working leadership between various entities of the organization is possible. Thus by comparing the overall management behavior and the structure of the organization for both Ford and Nissan I totally oblige that Ford is better than Nissan in all ways. As for as UK car industry is concerned, it is very different as it perceived in 1970s because majority of British brands are now have by non British motors group of foreign investors, on the other hand, Aston Martin, more recently owned by Ford. Governmental policies are one the reason of decline in the decline of automobile industry in UK, so government should encourage domestic production and reduce the ta riff and taxes.