The New Cooperate imperative
Employer of Choice: The New Cooperate Imperative
The term “Employer of Choice” is often used to refer to an employer with whom people will choose to liberally work for as a natural desire within themselves. It then follows that people will dedicate themselves to work for your success at large. In order to acquire this status, the employer must exhibit certain attributes and have a great relationship with the employees. The employees on the other hand will continually desire to work for you even when there are other companies with equally as enticing offers as your own requesting their services. In the recent past, it has been stipulated as the new cooperate imperative. This is because it is one of the strategies that can be put in place to enable a company to achieve its goal and objectives and also grow massively.
The two companies of interest in this case were the Toyota automotive company and the Volkswagen automotive company. Both companies had annual revenues of $237 as of 2015.They do not however have a similar number of employees. The Volkswagen group is an automotive industry whose headquarters are located in Wolfsburg, Germany and was founded in May 1937.It currently boasts of 79 years of service. It is distributed across 27 countries with approximately 100 production facilities. It produces automobiles, commercial vehicles, motorcycles, engines and turbomachinery. The company has a total of 610,076 employees as of 2015.In the same year, it produced a total of 9.93 million motor vehicles, thus coming second after Toyota and ahead of general motors.
Toyota Motor Cooperation is automotive industry based in Toyota, Aichi in Japan. It was founded in August 1937, approximately two months after the inception of VW They mainly produce luxury vehicles, automobiles, commercial vehicles and engines. The company has a total of 346,219 employees as of 2016.In February 2016, it was listed as the 13th largest company in the world by revenue, a spot they held together with VW group.
The Toyota cooperation adopted a management philosophy in 2001 that looked at their values and business models to enable the company to grow. This was known as the “Toyota Way”. This then produced a stipulated guideline that was to be embraced by every single employee in the company. The Toyota Way is mainly divided into two sections, the first entitled respect for people and the second entitled continuous improvement. Thus all employees have to understand the conduct guidelines to foster development within the company. The values also ensure that there is mutual respect between the employees themselves, the employees and the managers and the employees and their customers.
The Toyota way has five main principles including to begin with challenge. The employees are constantly encouraged to challenge themselves to be better than they are presently. Secondly, improvement. They are taught to love improvement, especially self-improvement to enable them to grow individually. Thirdly, “Genchi Genbutsu” which literally means, go and see for yourself. This encourages the employees to often learn new things from other avenues from visual observation. The final principles are respect and teamwork. Respect in this case is a two way traffic occurrence. They have to respect themselves, then respect one another whether at work or away from work. Teamwork is a core component that has propelled the company to great height since it began 79 years ago. This is what in my view has led to Toyota’s constant outstanding performance.
The Toyota Way poses a great advantage for the company and makes it a more desirable employer of choice. The stipulated values aid the employees to work to their very best and even though they are almost half the number of employees in VW, they are able to pose an equal revenue. However this has several confounding factors attached and might not be the only possible cause. All in all, the fact that employees are given a guide and are mainly led by those principles, we find that these guide them towards a better performance than the absence of such an arrangement in the VW. In my opinion, this then facilitates their growth and makes the company more sustainable than the other competitors in the same sector. The disadvantage of such an arrangement is that it may make some employees feel under pressure and always under watch thus preventing them from doing their very best. This also reduces their morale thus making them less productive. Otherwise this is an excellent arrangement for any company.
There are several things that the companies would learn from one another. To begin with, VW group could emulate and form an employee conduct guide to encourage their employees to work under. This would foster certain features and characteristics within the employees which would then make them more productive and thus increase their output. On the other hand, It is very evident that VW provides a source of employment to a great number of people. This then follows that it provides a means of livelihood to several families. This could be attributed to two main reasons, either because they rarely lay off their employees or they recruit in large numbers thus contributing to the support of our economy. They could emulate this and employ several other employees to help in the country’s sustainability program.
If I were to select a potential employer, my choice would be skewed towards Toyota Cooperate group. This is mainly because I am extremely impressed with their conduct guide, The Toyota Way and would like to see how it actually works and instill those values within myself as well. The selection would also be formed by my love and admiration for Toyota automobiles and therefore a in biased in a way.
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