Jaguar Manufacturer

Explain the advantages and disadvantages for puma of using just in time carrefourion rather than the to a owing(p)er extent traditional just in case stock system. Just in time is a manufacturing method based on appeal system which means the unrefined physicals are only delivered only when needed which reduces waste due to overrun and lowers the storage rent e. g. warehouse storage. Advantages * Reducing set up times * Goods from warehouse to the production bank bill flow much smoother which saves time. * Increases supplier timbre * Consistently supplying the plant with the primitive material for production * Workers are used more efficiently Scheduling and planning is changed * Reduces space requirements for raw materials Disadvantages * Relying on a limited amount of stock so there is a chance of track out and interrupting production * Change in the last of production locoweed take time to foreshorten used to so it could be less control in the beginning * Need trustfu l and safe suppliers who can deliver on time * The suppliers have to be real flexible because the demand for raw material could come up at any time. * The machinery is at risk to breaking down and slow down the production.Using appropriate motivation theory, analyse how jaguar has managed to attach the pride and commitment of its employees. Jaguar has managed to increase the pride and commitment of its employees by implying continuous remedyment. This type of motivation required entrustment and empowerment from the make believeforce. The fresh place to this new implication meant that the deviseforce had to be trained in order to perform and improve. Team work has to be implemented because this way everyone is involved and the ideas can be shared for enhancement of the production.Also because the work is in teams no one is left out and each member feels more valuable in the piece of work which then moves them further. Once more the team functional take ups the workforce to a new level on Maslows hierarchy where the employees are social and esteemed. Being valued and cared for is a great motivator especi bothy in a big workforce such as Jaguar. Targets and objectives are set for the employees and it is some(a)thing to strive for, this testament give them a some sort of a bonus or a pay rise.Once there is a invest and a bonus at the end it leave alone motivate the worker to cause that target as Taylor said money is a motivator in a workplace. The bonuses dont just have to be set for individual employees they could be set for the whole team and if a target is met the whole team go away enjoy a reward at the end, again this will motivate non only individuals but the whole group of workers. Evaluate methods for achieving a total graphic symbol culture in large organisations like Jaguar.Total quality culture is based on the involvement of all employees in the organization in improving processes, products, services and the mores in which they work a nd it is also based on meeting the customers requirements with the right standard of quality. It is essential to work in teams to share ideas and to sullener the quality by setting objectives such as zero defects. Every member of the organisation can take action if a certain product is non up to a set standard. calibre circles or kaizen can be a part of team work where employees can share their skills and ideas to improve the quality of their products.If the skills are not at a fine quality then certain teaching regimes can be set also in the training the employees can be taught to have legal community rather than cure which would aim at zero defects. Kaizen cannot be relied up one because it doesnt suppress all aspects of improving so things like identifying the consumer needs and having cell production will certainly be covering more of the objective such as the zero defects. If the manager takes up the total quality management and seeks the best quality not only out of th e products but the employees who make these products.The workforce has to of all time be committed to what the manager has set as an aim or an objective and be flying to reach and fulfil that aim. The high motivational skills of the manager will definitely make reaching the target much easier than if the employees are not motivated. Describe the organisational culture of Microsoft as identified by Steve Ballmer. The recent culture in the Microsoft organisation can be described as an innovative culture where Microsoft are nerve-racking to develop something brand new and something that no other organisation has.Explain the meaning of business aims, and use in managing large organisations such as Microsoft. An aim in an organisation can be seen as a acception in which the business can move on this path certain objectives and targets can be set to further improve the organisations mental synthesis. The objective and targets that may be set can aspire and motivate the workforce. Aims could look at the companionships weaknesses and strengths, the weaknesses can be reduced in the future by choosing appropriate objectives and the strengths can be further strengthened by setting targets which once again will motivate the workers.Having an aim will set order in the work place which will lead to sharing among staff and more accountability cooperation. An aim is like a mission which the business is tenor to achieve and complete as many objectives along the way as possible. Microsoft has four aims and they are construct industry trust, building customer loyalty, altering structure of the company and devolving power from the top. Analyse four hard-nosed strategies Microsoft could implement to help it achieve its aims. First of all Microsoft needs to build its trust with the industries based somewhat them.One way could be to merge or to have joint ventures with other computing companies but this is not the best way to recover trust because Microsoft are very competit ive and they will prefer to be a single organisation with control. Other ways can be to bequeath employment in the company because Microsoft is a large organisation and it needs skilled workers to continue improving. It can also provide income for local communities for example universities where better ICT training courses can be implemented. Another strategy is to build customer loyalty which will give strong ideas on what the customers want.Primary research methods such as tenseness groups where direct opinions can be gained from the customers even though it is only a very limited number of lot surveyed. Secondary data can definitely give more of a bigger picture of what the customer wants even though sometimes it may not be as honest as having focus groups. This way of researching will show new trends in the customers taste and choice. This can be improved by creating departments which will concentrate only on the customer relationships this way online help can be more support ive towards the customers.Changing or altering the way the organisation is structured is another aim for Microsoft. Team working is very grievous in this type of organisation and the teams in the company should often be rewarded for their efforts. Individuals shall not be rewarded because this will tend to break the team up into individuals and this means there would be some sort of competition between the workers. Matrix structure is very appropriate for Microsoft especially when a company tends to have many different departments.This would team working on another level, the teams will be very flexible and will cooperate with workers from other departments. This way a culture of team working and quislingism is created in the organization and the ability to work on different projects gives a huge variety to the work which will increase staff motivation. Microsoft are always looking to find the best way to improve their products by keeping up to date from the customer surveys but w hen you have the experts from each department the product will tend to be much more improved and up to date.Making decisions is often very trying especially when you are in control of a huge organisation such Microsoft. Devolving the power or decision making from the top will certainly take a lot of pressure off the top management team. Creating another layer in between of the hierarchical orders of companys structure will involve and motivate other workers who will be motivated because they get to make important decision in certain areas of the organisation. Another motivator in this is that whoever makes the decision a team or an individual will always think that the top managerial team is relying on his/hers or their decisions.This not only motivates workers but it makes them communicate and improve communication skills in the procedure of this. This would be a great way of splitting important decisions in the company because the pressure is taken off the managers and shared wit h the wait of the workforce, of course the more important decisions like putting the company as stake or some sort of risk will always be down to the highest ranked stack but this is an hard-hitting way to motivate and at the same time take pressure off the main people in the company.