Organizational Behavior and Internal Communication

Question: Write an essay onOrganizational behavior and internal communication. Answer: Introduction The main aim of this assignment is to highlight the organization culture and communication related to organization behavior issue with the recall of Toyota. The assignment also highlights leadership quality of the management of the Toyota. And lastly, the assignment highlights the organizational behavior of Toyota on an individual level. Discussion Communication is a vital strategic application and core part of the organizational culture. It is important for the organization to communicate the aims and vision of the company to the entire employees of the firm. The whole organization is structured upon the vision and ethics, choice of words, the tone and the message. If the organization fail to communicate their ideas and plan, then it may lead to inefficiency in the function of the organization and may erode trust from the higher authority. The main issue faced by the organization is to communicate their values to the individuals of the company. It is also necessary for the organization to communicate their ideas to the shareholders and should also listen to the needs and requirements of the shareholders ("A failure to communicate | Training Journal", 2014). This assignment also highlights the Toyota recall issue, which resulted because the company forgot the need for transparency and it was a major communication disaster for the entire firm. This disaster took place in late 2009 when the Toyota Motor Corporation called back 4.3 million vehicles because of the concern related to the unintentional acceleration and the gas paddle. In accordance with the National Highway Traffic Administration, Toyota tried to solve this problem by calling back the defected vehicles and informed the owners of the vehicles to replace the floor mats that are fitted improperly. But the company tried to hide the true problem and have changed the story which has adversely affected the image of the company. As stated by the company, due to the communication disaster the company might lose 2 billion dollars. If the company has maintained the transparency and have communicated properly then they would not have faced this situation ("A failure to communicate | Train ing Journal", 2014). So, from the above discussion, it is clear that improper communication may adversely affect the profitability and the reputation of the organization. Leadership plays an important role in the effective functioning of a business. It is the responsibility of the team leader to communicate, but the leader should also take care of his communication style and preferences. It is important to select the right procedure according to the situation. The Wall Street Journal highlighted the prolonged conflict between the Toyota's non-family leadership clan and the founder Toyoda family. The cooperate leadership of Toyota has fluctuated from one to the other from the past generations. The prolonged conflicts between the two have reached a new point, they started attacking each other personally. Akio Toyoda lead the family faction, he is the CEO of the company and he is also the grandson of the founder of the company("Inside Toyota: Leadership Conflict Turns Destructive", 2016). Mr. Toyoda and his associates openly claimed that the when he inherited the company which was controlled by the non-family predecessors, who in order to gain more profit compromises with the quality. He inherited the company after an interval of 15 years. He also stated that the problem started increasing when some people of the company started focussing on the profit more("Inside Toyota: Leadership Conflict Turns Destructive", 2016). Whereas the former presidents of the company Hiroshi Okuda and Katsuaki Watanabe was of the view that the current crisis of the company is not a result of the quality issue, but was due to the crisis of public relation management. They also stated that the CEO neglected the prolonged warnings from the customers("Inside Toyota: Leadership Conflict Turns Destructive", 2016). According to Steve Tobak both the parties were unable to identify the main reason for the crisis. He stated that many companies in their fierce drive to become the best in the automobile company, start neglecting the cultural and operational necessities that help the company to grow. Same is the case with Toyota, to be in the top they also started neglecting their core objectives. Akio Toyoda took over the company after 15 years and he was the grandson of the founder of the company. The way he handled the crisis reflected that he was not ready for the for the authority. Moreover, instead of solving the problem together, the leadership trait of the Toyota was conflicting and they pointed the finger at each other. And if the leadership trait of such a big company is not working collaboratively than it will be very tough for the company to grow("Inside Toyota: Leadership Conflict Turns Destructive", 2016). This part of the assignment highlights the organizational structure of the Toyota Motor Company. The organizational structure of a company highlights how the company achieves its goals also decides which task should be performed first and also highlights the one who makes the decision. Toyota's main motto was Customer first, quality first. The production system of the Toyota Motor Company was considered most effective and efficient, which help the company in creating a culture of excellence. They used a system which they call Just-in-Time production system, which indicated that the raw materials are sent to the production unit just the way they are required. The company achieved this level of production only because of its organizational structure and the organizational structure of the company has undergone some powerful changes in 2013("Business Case Study: Toyota's Organizational Structure | Study.com", 2016). The organizational structure of the Toyota Motor Company followed the traditional business hierarchy of Japan, where the entire decision of the firm is taken by the senior-most executive of the firm and the flow of information process is one way, information travels from top authority to the bottom. The Japanese Counterpart monitor the executives in the U.S. to make sure whether they are following the proper protocols. This type of decision making is known as centralizes decision making. The centralized decision making helps the business to achieve their goals and it also implies that the whole organization should react calmly and slowly to the internal and external threats ("Business Case Study: Toyota's Organizational Structure | Study.com", 2016). Conclusion So, the above assignment has clearly highlighted the organization culture and communication related to organization behavior issue with the recall of Toyota. The assignment has also enlightened us on leadership quality of the management of the Toyota. And lastly, the assignment has highlighted the organizational behavior of Toyota on an individual level. References A failure to communicate | Training Journal. (2014). Trainingjournal.com. Retrieved 22 May 2016, from Alvesson, M. (2016). Organizational Culture. Sage Publications Incorporated. Business Case Study: Toyota's Organizational Structure | Study.com. (2016). Study.com. Retrieved 22 May 2016, Inside Toyota: Leadership Conflict Turns Destructive. (2016). Cbsnews.com. Retrieved 22 May 2016, from Miller, K. (2014). Organizational communication: Approaches and processes. Nelson Education. Robbins, S. P., Judge, T. (2013). Essentials of organizational behavior. Pearson Higher Ed. Toyota About The Company. (2016). Toyota Australia. Retrieved 22 May 2016, from Toyota Recalls More Than 6 Million Vehicles Worldwide. (2016). Bloomberg.com. Retrieved 22 May 2016, from