Unit 7 Assignment: Final Paper(HRM335)
Running head: FORD 1
FORD 2
Unit 6.2 Assignment - Final Paper, Part 4
CeTreiva Whitmore Lockett
HRM335 – Organizational Behavior
Professor Dan Tegolini
February 23, 2020
Unit 6.2 Assignment - Final Paper, Part 4: Ford
Introduction
Ford is an automotive company based in the united states. The company specializes in selling, manufacturing and designing motor vehicles. it is ranked as the fifth largest company access the world. The company focuses of coming up with strategies that would elevate its position within the industry in a positive way. Becoming a global leader in the production of automotive is the goal of the company. It is a factor that the company is keen at achieving. However, the activity takes place through the use of Continuous Quality Improvement approaches that would lead to the creation of a positive change within the management of the company in a beneficial manner. the use of organization learning is the CQI approach that the company is willing to apply in the market. it would lead to the creation of an organizational change that focuses on the company culture. Organizational learning is a CQI practice that would propel a positive organizational change in Ford.
Organizational learning involves transferring retaining and creating knowledge within the company. It facilitates the company to improve as time progresses by in a highly beneficial manner which is an essential issue if concern in this case. The goals of organizational learning is focused on the improvement of manufacturing and designing of the automotive for them to meet up the market demand that is constantly changing (Conte, 2015). It would also lead to the improvement of the rate of effectiveness among employees which leads to increased efficiency. The CQI leads to the creation of an improved working environment that make the company to be highly productive in a beneficial manner. the goals of the CQI plays an integrative part in improving the position of the company within the industry.
Goals
The introduction of organization learning in the company plays an effective part in facilitating the company to meet its goals in an appropriately defined framework. The learning process enables the company to reduce the wastes and errors that are involved in the design and manufacture of automotive. The participation of major players in this case plays an important part in this case (Gnyawali & Stewart, 2016). The CQI leads to the creation of a higher quality and customer services that would enable the company to promote its effectiveness within the country. On the other hand, the goals of the CQI entails the increase of the company increased market share which is a key market aspect that needs to be positively addressed.
Ford has a goals measurement strategy that enables the company to be fully effective in a positive way. Performance appraisal is a key metric that would be applied in this case. It enables the company to evaluate the effectiveness of organizational learning based on the performance of the employees which is a key issue of concern in this perspective. The measurement would be done by assessing the sales of the previous performance year and the current year. The sales is a key indicator that the CQI is fully effective in a positive way (Conte, 2015). A look at the feedbacks that the employees receive from the clients play in this case plays an effective role in this case. It is a performance measure that gives a positive outlook which is a key matter of concern in this perspective.
Goals measurement strategy
The measurement of the strategy is an essential issue of concern that needs to be appropriately addressed in this case. The activity entails assessing the growth analysis of the company. This is a key factor that relies on the ability of the company to clearly implement policies that are not fully effective. The production costs comparison which is an important issue of concern that needs to be appropriately addressed. Ideally, the creation of the concept is a clear concept that needs to be clearly addressed which is an essential issue of concern that needs to be perfectly addressed (Baek-Kyoo & Park, 2017). Ideally, the expert and employee view play an integrative part in the generation of the relevant concepts that leads to the correct communication goals which is an important matter of concern that needs to be addressed.
Organization learning implementation is a process that involves the participation of experts for it to be fully effective for Ford. Apparently, the vision of the program is to train the employees ion the best administrator practices that would enable the company to realize its potential. Important aspects such as innovation and marketing are some of the key issues that would be perfectly outlined in the CQI (Gnyawali & Stewart, 2016). Ideally, the adoption of positive practice would enable the company to be fully effective in the communication of its goals which is an important tool that facilitates the company to perfectly communicate its issues in a positive manner that is fully effective. Coming the change program to the management team is part of the implementation which is an effectual matter of concern that needs to be appropriately addressed as it involves several skeptics that need to be respected.
Program implementation
The implementation of the CQI needs to ensure that a perfect implementation framework is considered based on the importance of the process. Collaborating with the management of Ford is a key activity that CQI needs to apply. Granting the management, the appropriate time to understanding and think about the importance of organizational learning plays an important part in this respective case. It leads to the correct communication of company goals that are aligned with the proposed CQI (Conte, 2015). Ideally, it is a practice that is highly effective based on the positive outcome that is expected from the practice in this respective case based on the fact that issues surrounding the company which is a key matter of concern that needs to be apply through the use of the correct framework.
The engagement of the employees is a key activity that normally takes place in this framework. The activity entails addressing important tools that explains the importance of collaboration. The opinion of the employees in regard to the CQI could be applied to make predictions about its expected outcomes and the practiced that needs to be embraced to promote positive business practices within the company. Additionally, focusing on the concern that the FORD employees give in this respective case plays an important part in the promotion of positive thoughts about the change management initiative that the company wants to implement. The gradual implementation of the CQI plays an effective part in this particular case (Baek-Kyoo & Park, 2017). It leads to the creation of the appropriate training programs that reflects on the interest of the company in a positive way. Therefore, dealing with the issue leads to the correct implementation of the CQI that is likely to benefit the company.
Company structure
Ford is a company that ensures that it applies the correct management structure that enables it to be fully effective. The company applies the vertical management structure. This is because it facilitates the smooth communication process that facilitates the company to be fully effective in its communication which is an important matter of concern that needs to be appropriately addressed in relation to the issue that is being dealt with (Gnyawali & Stewart, 2016). Coming up with the appropriate company skeptics plays an effectual part as it creates the imitative measures that Ford normally focuses on achieving. The company has three top offices that entails individuals that have a decisive say in the position of the company within the industry.
Ford has respective department that play an important part in the proper communication of the company goals. the departments are arranged with respect to three categories that are important to understand in this case. The corporate hierarchy, regional geographic divisions and global functional units also plays an effectual part in this case. It facilitates the communication of the correct goals that focuses on the interest of the people in a positive way (Conte, 2015). The functional groups of the company play an effective part in the designing, innovation and manufacturing of the company items which are key issues that need to be broadly addressed based on the positive interest that they have in the general operations of the company. The corporate hierarchy is more focused on administration. Ideally, the CQI needs to focus on such factors that gives the company the required outlook which is an essential matter that needs to be perfectly understood in this case.
Gaining employees buy-in
Employees play an integrative role in the success of the CQI. Employing them to the company leads to the promotion of positive practices that needs to be positively embraced in this perspective. The activity leads to the correct communication of company goals that need to be appropriately respected. The contribution that the employees make to the program makes it more success that the anticipated outcome that is welcomed in different stages (Baek-Kyoo & Park, 2017). The employees are the key participants in the change process and their inclusion facilitates the implementation of the correct procedures that enables the company to be fully effective in the communication of its goals. the learning process needs to be appreciated by all the employees that facilitate the company to be fully productive in a positive way. Therefore, the inclusion of the employees is a necessity.
Ford have the responsible of ensuring that they set up finances for the overtime payment and rewarding the employees. This is a positive practice that facilitates the company to communicate its goals without any form of complication. It would enable the employee of Ford to be fully motivated when the CQI is implemented in the company (Gnyawali & Stewart, 2016). This is a practice that leads to the positive development of thought that facilitates the companies to be fully effective in the communication of respective conceits that reflects the positive interest of the employees. Ideally, it promotes the effectiveness of the CQI among the employees as the employees would embrace the practice quickly based on the positive returns that would come from their effective collaboration which is an important matter of concern in this perspective that needs to be respected.
Leadership/management role
Organization training would be successful depending with the leadership role that Ford would apply in this case. The activity entails the inclusion of the correct procedures which are key issue of concern that needs to be positively embraced. Decision making would depend on the top management of the company which is an effectual matter of concern. The decision that the management would make in regard to CQI determines the success of the company (Conte, 2015). Coming up with the appropriate financial program would play an important part in this case. The leadership needs to ensure that program receives the appropriate finances for it to be fully effective. Making sure that the departmental managers addresses the issue which is a key issue of concern that needs to be positively embraced. Ideally, it enables the company to be fully effective in goal communication which is essential matter of concern that needs to be perfectly embraced.
The management would also play an effective part in the management of conflicts which is a key issue of concern. The management of conflicts enables the company to be fully effective in the implementation of the CQI which is an important issue of concern that needs to be perfectly addressed based on the complication involved with the practice. The communication progress is also an effectual matter of concern that promotes positive business practices within the company that needs to be embraced (Baek-Kyoo & Park, 2017). The compensation of employees timely is also a key practice that needs to be observed in this respective. The practice entails the correct application of concepts to ensure that the company goals are perfectly communicated. Updating the shareholders on the program milestones and goals that are attained plays an effectual part in this case as it needs to be achieved.
Organizational culture implication
The organizational learning program is likely to have an implication in the organizational culture of the company. This is a key measure that is widely evident with the manner in which its is applied. Apparently, the program is likely to cases alternation in the company. This is because there would be the introduction of new concepts within the company that are likely to affect the manner in which the company coordinates its activities (Gnyawali & Stewart, 2016). This is an effectual issue that is related to the general nature of the program. The alternation of the culture might create difficulty in the management of the company resources which are key factors that need to be perfectly understood in this case.
Conclusion
Organizational learning is a CQI practice that would propel a positive organizational change in Ford. Organizational learning involves transferring retaining and creating knowledge within the company. It facilitates the company to improve as time progresses by in a highly beneficial manner which is an essential issue if concern in this case. The introduction of organization learning in the company plays an effective part in facilitating the company to meet its goals in an appropriately defined framework. The learning process enables the company to reduce the wastes and errors that are involved in the design and manufacture of automotive. Organization training would be successful depending with the leadership role that Ford would apply in this case. The activity entails the inclusion of the correct procedures which are key issue of concern that needs to be positively embraced. The management would also play an effective part in the management of conflicts which is a key issue of concern. The management of conflicts enables the company to be fully effective in the implementation of the CQI which is an important issue of concern that needs to be perfectly addressed based on the complication involved with the practice.
Conte, L. T. (2015). Trust and organizational learning in service businesses in the united states: A correlational study (Order No. 3688356). Available from ABI/INFORM Collection. (1673895501).
Gnyawali, D. R., & Stewart, A. C. (2016). A contingency perspective on organizational learning: Integrating environmental context, organizational learning processes, and types of learning. Management Learning, 34(1), 63-89.
Baek-Kyoo (Brian) Joo, & Park, S. (2017). Career satisfaction, organizational commitment, and turnover intention: The effects of goal orientation, organizational learning culture and developmental feedback. Leadership & Organization Development Journal, 31(6), 482-500.