...General Motors and Ford Motor Company Contemporary Business General Motors Company and Ford Motor Company are both one of the largest automobile manufactures in the world. General Motors is among the leaders in the number of automobiles sold whereas Ford is among the leaders in global automobile revenue sales. A culture of a company is defined as the foundation in which the company will operate in order to make money. Culture includes the attitude, behavior, beliefs and values that the organization have and are expected to use in order have to reach their goals and be successful. Diversity and empowerment within the company has been the main focus of General Motors and Ford Motors but the cultures of General Motors and Ford Motors are very different. General Motors focus always has been concentrated on using US resources and doing the things that brought them success in the past. General Motors has held on to its US based workforces, suppliers and dealers. “General Motors focus is one of inclusiveness. The cultural trends to be all inclusive no matter whether it is by a person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability. One of the main goals is the complete diversify itself to be able to understand and compete more globally. Yet, the global outreach has been little to none” (Corporate Culture & Performance, n.d.). In order to achieve these goals, General Motors has dedicated its company to follow the...
Words: 1355 - Pages: 6
...either quoted directly or paraphrased. I also certify that this paper was prepared by me specifically for this course. Student's Signature ***************************************************************** Instructor's Grade on Assignment: Instructor's Comments: Ford Motor Company Balanced Scorecard and Strategy Map Contents Executive Summary: 3 Background: 4 Financial Strategy: 7 Customer Strategy: 8 Internal Processes Strategy: 9 Learning and Growth Strategy: 10 Conclusion: 11 References 12 Ford Motor Company Balanced Scorecard and Strategy Map Executive Summary: Ford Motor Company was incorporated June 16, 1903 by Mr. Henry Ford with only $28,000 in capital. Ford Motor Company drew quick success and gained a clear advantage over future competitors with the ability to produce an affordable, efficient and reliable automobile for everyone (scope). In pursuit of efficiency and lowering costs, Ford in 1913 introduced the moving assembly line into his plants, a revolutionary idea that would change the automobile industry because of its ability to increase its production. Two other American made automobile manufactures’, known as, Chrysler and General Motors moved into Ford’s Detroit neighborhood wanting to share the profits of this new innovation. Together, they would be called Detroit’s “Big Three” and all three equally responsible for the industrialization and progression of Detroit, Michigan....
Words: 2079 - Pages: 9
...business strategy. Ford Motor Company is the second largest is the auto maker company in America and the fifth largest auto maker company in the world. It was founded by Henry Ford and was established in the year 1903. The company produces heavy trucks, luxury car and various commercial vehicles under its own name. The company sales various automobiles and vehicles by the use of “Ford” brand and luxury car under the “Lincoln” brand. The company has employed around213000 employees in its ninety plants so that it can give its best result to its customers and to the society at large. Ford Motor Company provides a golden as well as incredible opportunity for most of the Human Resource professionals which they have never experienced in terms of cultural and global considerations. The company provides many opportunities to experience the expertise and technical knowledge for the manufacturing and design facilities. The company provides various training to the employees to deal with the complex business issues. The company does not leave any chance of their employees’ motivation and promotion. The company provides various opportunities in Labor relations, Business Operations, Work force planning and recruiting them, in Personnel Relations and learning and Development. Question 2. Describe the HR position and the responsibilities listed for that HR department. The Human Resource Department of the company is very strong and ambitious in whole of the world because the company stresses upon...
Words: 894 - Pages: 4
...Mulally, CEO, Ford Motor Company” Chiquetta Silver BUS 520 Dr. Amine Ayad May 15, 2011 Discuss the role of leadership and how it can impact organizational performance. Leadership is the process of developing ideas and a vision, living by values that support those ideas and that vision, influencing others to embrace them in their own behaviors, and making hard decisions about human and other resources (Hellriegel & Slocum, 2011, p.4). Leadership is guiding people toward productive results to achieve the goals of the organization. It involves influencing people to move from where they are to some new place. An effective leader has the ability to motivate and influence others. Leadership influences organizational performance depending on the level to which the leader enables managers and team leaders to plan, organize, control, and act effectively. By accepting authority, responsibility, and accountability, managers can confidently face though situations that require decisions made. Both the manager and the subordinate must know how to distinguish right from wrong by using sound judgment. Likewise, the leader must to learn his own strengths and weaknesses at work as well as his personal life and seek new professional skills. Everybody has different opinions and attitudes towards values, lifestyles, and behaviors. Thus, an effective leader will use diversity at the workplace to combat the fierce competition in the market place. Cultural diversity within the organization...
Words: 1305 - Pages: 6
...Mark Hardee Organizing Paper The Ford Motor Company is an organization that is a Fortune 500 company and a staple of the American auto industry ever since the company was formed in 1903. Like any company that has many different functions of management there are also organizational resources that relate to how those functions come together and help ensure the success of a company. Monetary assets, human resources, and technology are some of the organizational resources that I will explain in the following paragraphs. Monetary assets are important to every company and Ford is no different. When Ford establishes their goals and the strategies associated with the different functions of management, funds will then be set aside for resources and labor that will ensure that the tasks and goals that were introduced can be achieved. When the money is spent, there are financial statements that change to show the reflection of what was spent. Analyzing these statements is the common method to monitor the progress of the plans and the progress that was set into motion by the management. The organization of monetary assets is one of the most important aspects of any company. It becomes a crucial part of planning in the function of management that Ford has the best people in position to make sure a proper system is set to maintain the high standards necessary for a successful company. Effective bookkeeping allows reports to be viewed by the employees that are held accountable to make decisions...
Words: 1001 - Pages: 5
...from wrong by using sound judgment. Also, the leader must to learn his own strengths and weaknesses at work as well as his personal life and seek to better himself with new professional knowledge. Everybody has different opinions and attitudes towards values, lifestyles, and behaviors. An effective leader will use diversity at the workplace to combat the fierce competition in the market place. Likewise, cultural diversity within the organization will only add to the company’s growth and good leadership values and respect in the differences in cultures and employees do not create negative stereotypes that could affect the company’s success. Leaders need to address the importance of open communications within the organization. Active listening, questioning, and placing emphasis on verbal and written communications between management and subordinates ensures the company stays on track with the organization’s goal. Recognizing individuals and emphasizing team differences will help the leader achieve a successful career with the organization. To increase managerial effectiveness and efficiency, leaders should opt to improve operations and technologies within the company. New trainings and job techniques are encouraged. 2. Discuss Mulally’s...
Words: 2082 - Pages: 9
...The content of this paper is to outline the roles of leadership and how it affects organizational performance. It then discusses the role of Allan Mulally’s, CEO of Ford Motor Company, leadership style. The paper also presents how Mulally’s decision to set a goal increased the company’s performance and mentioning how Allan Mulally’s openness has gained him trust and helped him to reach his goal. Finally, my point of view on the impact of Mulally’s leadership style and how it effects the organization. Leadership is guiding people toward productive results to achieve the goals of the organization. An effective leader has the ability to motivate and influence others. Leadership influences organizational performance depending on the level to which the leader enables managers and team leaders to plan, organize, control, and act effectively. By accepting authority, responsibility, and accountability, managers can confidently face though situations that require decisions made. Faced with an overwhelmingly complex situation, Alan Mulally has been brought in as Ford Motor Company's new president and CEO. As diverse global dynamics confront the company and competitive pressures continue to build, he has the challenging task of improving Ford's brand image and returning the company to profitability. Mulally has invited your consulting firm to advise his management team on restoring the company's reputation and viability. Leaders significantly influence organization’s success...
Words: 963 - Pages: 4
...situations which require decisions made. Both the manager and subordinate understand how to distinguish right from wrong by using sound judgment. Also, the leader must to learn his own strengths and weaknesses at work as well as his personal life and seek to better himself with new professional knowledge. Everybody has different opinions and attitudes towards values, lifestyles, and behaviors. An effective leader will use diversity at the workplace to combat the fierce competition in the market place. Likewise, cultural diversity within the organization will only add to the company’s growth and good leadership values and respect in the differences in cultures and employees do not create negative stereotypes that could affect the company’s success. Leaders need to address the importance of open communications within the organization. Active listening, questioning, and placing emphasis on verbal and written communications between management and subordinates ensures the company stays on track with the organization’s goal. Discuss Mulally”s leadership style at Ford Motor Company and provide examples of how his actions fit his style. His leadership style is participating style. The visionary style of leadership is, probably, one of the most effective ones, as it implies strategic vision and other important values. The visionary leader takes a long view, as...
Words: 528 - Pages: 3
...can impact organizational performance. • Setting the Tone Small business owners usually set the leadership tone for their organization. Owners accomplish this by developing a mission or set of values by which they operate their company. This creates a minimum level of acceptance for employee behavior. Business owners often create company policies or guidelines from the company's mission or values. Policies and guidelines also give business owners the ability to remove under-performing employees from the company. • Types Three types of leadership are common in business: authoritarian, democratic and laissez-faire. Each type of leadership impacts organizational performance differently. Authoritarian leadership is commanding and sets clear expectations for employees in the organizational. Democratic leadership encourages feedback and input from managers or employees regarding organizational performance. Laissez-faire is a hands-off approach, where managers and employees work according to their own preference and schedule. This leadership style can lead to poor motivation and work practices. • Features Successful organizational performance relies on the proper behavior from managers and employees. Leadership can be an evolutionary process in companies. Business owners who provide leadership can...
Words: 1168 - Pages: 5
...吉利-沃尔沃并购后的企业文化融合与发展 The Fusion and Development of Enterprise Culture After Geely-Volvo M&A BIT IMBA 2011 Oct. 2011 Abstract： This article is focusing on the cultural fusion after the M&A between Gelly and Volvo. Culture fusion is not so difficult as people think, as long as we can be truly understand and be good to respect people from different party. Not only the culture differences, but also the differences in humanity behavior, would be well treated and accepted by each party. The human understanding, respect, dare and be good from Geely and Volvo both sides, make all the negative factors to be transformed into a positive force. Workers union in Western countries, is useful in helping the enterprises to improve competitiveness and maintain the vitality of the enterprises. Benevolent invincible is the highest integration way. Keywords： Cultural diversity，Fusion，core values, benevolent, invincible 1. Skepticism On Geely's Volvo Ambitions Before the merge, some reporters and market analyst said that China's Geely Automobile may well find that its resources cannot accommodate such a takeover. It is just a despite of the Chinese automaker's ambitions. Geely, an only 11 years old company, which is the youngest and the most aggressive of China's carmakers, is undertaking a feasibility study on acquiring Volvo. Management has yet to submit a proposal to the relevant authorities. ...
Words: 3033 - Pages: 13
...How International Business Affected HRM Terry Conry Human Resource Management 12 August 2014 How International Business Affected HRM Introduction Changing trends within globalization, technology, and e-business has caused for diversity to have an impactful effect on each & every aspect of business involving human resource management. Furthermore, there has been the enhancing demand for organizational flexibility. Human resource management has been very challenging within international regard. This has been the discipline, which trusts totally on the people, and its behavior has been decided through shared values. As values change from one generation to the next, from one country to another, and from one culture to the next, rules of human resource management have been regularly altered ("Going Global: Managing the HR Function across Countries and Cultures.," 2009). The effect of globalization combined with internationalization within increasingly competitive business arenas is required to be evaluated. This particular paper will give insight to how human resource management fits in along with contributes towards companies international business strategy, as well as discussing important factors that influence international human resource management with regards to globalization. • How has the growth in international business affected human resource management? A major outcome to internationalization...
Words: 1893 - Pages: 8
...lead car manufacturing companies to bring changes in their manufacturing plants at the start of twentieth century? This case study looks at how Jaguar, one of the world's most prestigious car manufacturers, has been involved in a culture change programme to create new ways of working for the twenty-first century. Corporate culture reflects the personality of an organisation. It includes the shared beliefs and the policies and procedures that determine the ways in which the organisation and its people behave and solve business problems. You can quickly get a feel for the culture of an organisation just by looking around and talking to the people who work for it. For example, some organisations are very dynamic and their people are encouraged to take risks. Others are backward looking and rarely take risks. The culture of the organisation provides the meaning, direction and clarity (the human glue) that drives the business to achieve its goals. From time to time it becomes necessary to change the culture of an organisation to make sure that it fits the environment in which the organisation operates. Changes in the car industry The car industry has changed dramatically. At the start of the twentieth century, the industry was dominated by the achievements of Henry Ford who created a manufacturing system that was known as Fordism. In Fordist organisations, the manufacturing system was geared towards creating standardised products such as the Model T Ford The needs of the production...
Words: 1701 - Pages: 7
...[pic] |Leadership and Organizational Behavior – BUS 520 | |Student Course Guide | |Prerequisite: None | |Quarter |Fall 2010 | |Meeting Days/Time |Wednesday 6pm-10pm | |Instructor |Karmetria Burton | |Instructor Phone |678 362 0842 | |Instructor E-mail |Karmetria.burton@strayer.edu | |Instructor Office Hours/Location |5-6 pm Wednesdays or by appointment | |Academic Office Phone Number | | |INSTRUCTIONAL MATERIAL - Required ...
Words: 7940 - Pages: 32
...number of corporations adopting LGBT-related workplace policies. In 1999, 72% of Fortune 500 companies included sexual orientation in their non-discrimination policies, and only a handful included gender identity.1 By 2009, 87% of such companies included sexual orientation and 41% included gender identity in their non-discrimination policies.2 Over the same time period, the percentage of Fortune 500 companies offering domestic partner benefits increased from 14% to 59%.3 This study reviews statements issued when adopting such policies by the top 50 Fortune 500 companies and the top 50 federal government contractors. Since companies began to adopt these policies, and state and local governments began to amend their laws to prohibit sexual orientation and gender identity discrimination, arguments have been made that the requirements are costly and burdensome for private businesses. As recently as May 2011, the Tennessee legislature repealed an ordinance passed by the city of Nashville requiring city contractors to include sexual orientation and gender identity in their non-discrimination policies.4 The Tennessee Chamber of Commerce initially supported the state bill, stating that “employment standards…should not create an additional burden on companies that are endeavoring to become competitive”.5 The Chamber later withdrew its support.6 In contrast to these arguments, many private companies have supported these policies for the opposite reason—because they make good business sense...
Words: 4464 - Pages: 18
...new members.” (Collins English Dictionary, 2012 Digital Edition) Organizational culture has always played a significant role in human resource functions. However, with staff from varying background being hired, organizational cultural sensitivities have come to the forefront of how human resources manage developing issues. The workplace has become a melting pot of diversity on a global scale. Employees from varying backgrounds infuse many companies around the world by bringing different values and customs to the workplace. This infusion has created a utopia for potential issues which may arise for the human resources department throughout many companies whose makeup is extremely diverse. In addition, organizational culture is leading to the outward perception of the companies’ culture. (Tharp, 2009) Strategic human resource management of organizational culture warrants creativity in managing/handling potential and current employees. Human resource management must first be aware of the impacts of the companies’ culture on the employees and clients. Secondly, they must be competent in explaining to the employees, how their values impact and reflect on the company’s performance, “As per organizational development is concerned, employees performance is considered as a back bone for the industry. So organization’s want to get the...
Words: 832 - Pages: 4
