Managing Organizational Change

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Managing Organizational Change

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Managing Organizational Change HRM 587

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Managing Organizational Change Proposal For my topic, I will examine cultural changes within Ford Motors and Toyota from their inception to current day and their impact on company performance. Ford Motors was

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established earlier than Toyota and was a driving force for innovation in the automotive industry. Post World War II Toyota built on Fords early concepts and took innovation and efficiency to new levels in the decades that followed. Henry Ford founded Ford Motors; early on they focused on process and developed the Ford System. “They took all the elements of a manufacturing system - - people, machines, tooling, and products - - and arranged them in a continuous system for manufacturing the Model T automobile.” (Strategos, 2012.) The Ford system focused on improving systems and processes to drive greater productivity and reduce errors. With the advent of labor unions and prosperity, conditions changed, but Ford failed to compensate for these changes. (Strategos, 2012.) Toyota later embraced Fords concepts and built upon them to create the Toyota Production System. Early on Ford focused on systems and process, the Toyota Production System expanded on those concepts by also focusing on people as a key resource. Taiichi Ohno was a key architect of the Toyota Production System and studied the Ford Production System early on. (Mann, D. 2005) I personally find this topic to be extremely interesting. One of my greatest weaknesses is that I often focus on technology, process and systems and leave out the human component. Before I started my research I was aware that the two companies (Toyota and Ford) both used quality frameworks and achieved different results. When I read that the human component was a key factor in Toyotas success, it struck a chord in me and has already begun…...

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