Organizational Behaviour

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Question 1

Yes, I think Toyota has succeeded because of its team-oriented culture. First, when hiring, Toyota will test candidates to ensure they are not only competent and technically skilled but also oriented toward teamwork, they are able to trust their team, be comfortable solving problems collaboratively. This is called Climate of trust. Trusting is very important in this stage. Interpersonal trust among team members facilitates cooperation, reduces the need to monitor each other’s’ behavior, and bonds members around the belief that others on the team won’t take advantage of them. Trusting can also allow a team to accept and commit to its leader’s goals and decisions. (Organizational Behavior p.314, 15th ed.)

Moreover, based on the adage from Toyota, “All of us are smarter than any of us.” It shows that they have confidence in themselves, they believe they can succeed. This is called Team efficacy. When they believe that they can succeed in future, they will motivates themselves to work harder. (Organizational Behavior p.321, 15th ed.)

Also, Toyota gave a clear value statement to all of the workers. It gave a common plan and purpose to all of the employee. This plan and purpose are also encourage workers to work as a team instead of individual. Effective teams begin by analyzing the team’s mission, developing goals to achieve that mission, and creating strategies for achieving the goals. (Organizational Behavior p.319, 15th ed.)

Question 2

I think if there are some companies that having the same culture as Toyota, I would be comfortable in working there. Firstly, the culture of team-trust established in Toyota makes me have a feeling that I am really the part of the team, everyone is not individual, but as a team. Because when working, working as a team is very important things that enhance your working ability. If all the workers are trusting between each of them, everything will be yield twice the result with half the effort. I am not...
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