The Effects Of Foster Care On Children Essay - 1390 Words

Everywhere across the world, more and more children are being placed into foster care or a welfare type system. Foster care can benefit children or harm them; the effects of foster care differ for every individual. These types of systems often have a major effect on young children’s physiological state. Children entering in foster care are often malnourished and have untreated health problems. A high percentage of children who are placed in these types of systems have mental health, physical health, and/or developmental issue which often originates while the individuals are still in the custody of the biological parents. Children in foster care should be provided with a healthy and nurturing environment which often provides positive long term results. The age of children in a foster care varies across the world, but it is often seen that majority of these children are young (George para. 1). There are more young children in the system because younger children require more ade quate care than older children that are already in the system. Placing these children in welfare systems is supposed to be a healing process for them. Although this is supposed to be a healing process, statistics say these children have a negative experience while being in these systems, but this is not always the case. A number of children in foster care fall sucker to continuous neglect and recurrent abuse with the lack of nurturing and an unstable environment. These same children often have unmetShow MoreRelatedThe Effects Of Children On Foster Care1286 Words   |  6 PagesImproving Foster Care Homes: The Effects of Children in Foster Care In America it is stated that 1 in every 84 children live in foster care circumstances via Statistics on Foster Care. There is a numerous amount of contrasting children from various backgrounds and ages living within these special housing homes, and many are repeatedly in and out from unstable circumstances. As children grow and mature into the new faces of the world, they face many obstacles and tribulations that will alter theirRead MoreEssay on Effect of Foster Care on Children2422 Words   |  10 PagesEffect of Foster Care on Children Human Development March 30, 2011 Introduction/ Problem Statement Each year 542,000 children nationwide live temporarily with foster parents, while their own parents struggle to overcome an addiction to alcohol, drugs, illness, financial hardship or other difficulties (Mennen, Brensilver, Trickett, 2010.) The maltreatment they experienced at home, the shock of being separated from their birth parents, and the uncertainty they face as they enter the fosterRead MoreEffects Of Being A Foster Care On Children And Adolescents1219 Words   |  5 PagesKom Kunyosing Cause and Effect Essay November 16, 2015 Effects of being in foster care on children and adolescents Being in foster care can either have a positive effect on someone or it could have a very negative effect on someone. In my case, it not only had a positive effect but it also had some downfalls. Most often times children/adolescents are placed in foster care because it is a safer environment for them to live in. Foster care is positive in many waysRead MoreThe Effects Of Foster Care And The Abuse Children And Teens Face While Moving Through The Broken System Essay1652 Words   |  7 Pagessiblings into DHS custody. Since you have no other relatives to take care of you, you and your siblings are placed into the foster care system—in separate homes—without the ones you love most to comfort you. Unfortunately, this is the cold, sad reality of many children and teens who have been thrown into the system like a piece of meat for the wolves to devour. I have decided to write about the issues of foster care and the abuse children and teens face while moving through this broken system. Over theRead MoreEffects Of Being A Foster Child1155 Words   |  5 PagesEffects of Being a Foster Child 1 Effects of Being a Foster Child Ashleigh Martinez Arapahoe Community College â€Æ' Effects of Being a Foster Child 2 Abstract Foster care is designed to be a temporary living situation until a permanent home is available. Although there are positives of foster care, there can be negatives as well. It is important to be cognizant of both in order to prevent the potential harmful outcomes of foster care, and to make it a more beneficial experienceRead MoreFoster Care Literature Review882 Words   |  4 PagesIntroduction Foster care is a growing epidemic in the United States. Youth who are involved in foster care are more likely to have contact with the criminal justice system, become addicts, and not be able to find employment. As a society we try to care for the child as best as we can. The average cost to help provide for a child is roughly $11,000 per year. The rate of a child being neglected in foster care is much higher than a child living with biological parents that’s being neglected. A childRead MoreCommon Examples Of Child Protective Service1687 Words   |  7 Pages(McWey Mullis, 2004). Children who are living in environments that put them in harms way, depending on the situation are generally removed from their home and placed into a foster home in attempts to keep them safe (Carlson, Egeland Lawrence, 2006). Common examples of Child Protective Service (CPS) referrals include physical abuse, sexual abuse, and psychological maltreatment (McWey Mullis, 2004). In 2001 it was estimated that nearly 542,000 children were in foster care in the United States andRead MoreProblems Within The Foster Care System1641 Words   |  7 PagesProblems within the Foster Care System The foster care system has been stretched too thin as the turn of the 21st century rolled around. Higher entrance into the system with new policies and lower staff has given way to a new problem-the highly abusive environment that surrounds the whole system. The mistreatment of the children and their foster families within in the system is now a prevalent issue in the Child Welfare Organization. The long-term effects of the abusive foster care system comes fromRead MoreFoster Care: Protecting Bodies but Killing Minds Essays964 Words   |  4 PagesThroughout America there are hundreds of thousands of children in foster care. These children in foster care have disproportionately high rates of physical, developmental, and mental health problems (Issues). Most of these troubles are caused by the lack of attachment to the foster parents. With the shortage of time at a new house, these children do not bond with the foster parents. Some foster parents are willing to keep the children a s long as necessary, but others are selfish and are in the programRead MoreFoster Care Essay1698 Words   |  7 PagesFoster care is care for children outside the home that substitutes for parental care. The child may be placed with a family, relatives or strangers, in a group home (where up to a dozen foster children live under the continuous supervision of a parental figure), or in an institution (McDonald). No matter the form of placement, this type of upheaval in a young child’s life is bound to cause the need for many adjustments. Aside from having to adjust to a different family, peers, schooling and possibly

History And Perceptions Of American Sign Language Essay

History and Perceptions of American Sign Language Sign language is one most common ways for deaf individuals to communicate without using of their voices. Different cultures and languages will typically have their own version of sign language so signs are not always universal, just like gestures are not universal. Signs are culturally bound in communication just like verbal languages and gestures are culturally bound. I will examine the history of American Sign Language, as well as how it has been viewed culturally with positive and negative social implications in the U.S. History of American Sign Language In order to fully understand the creation of American Sign Language (ASL), it must be understood that it is a form of communication. That means every sign has a meaning that is culturally bound just like languages in oral communication. That also means that the language has a distinctive origin. In fact, ASL carries â€Å"several linguistic features that are similar to spoken languages† (Rosen, 2008) such as the presence of homonyms and its constant evolution (Shaw Delaporte, 2011). The unique concept about ASL, though, is that it actually has very strong ties and connections with the French Sign Language, also known as LFS. This connection is explained by Delaporte Shaw (2009) and Shaw Delaporte (2011) as being due to how ASL was formalized in the U.S. by Thomas Hopkins Gallaudet with the help of a deaf French professor named Laurent Clerc who used LSF. Because â€Å"LFSShow MoreRelatedDeaf Perceptions Of The Deaf1510 Words   |  7 PagesDeaf Perceptions of Animacy Deaf culture has long been misunderstood and misrepresented within America, in part due to the significant language barrier between the American Deaf and their hearing counterparts. Though it is often thought to be nothing more than an elevated form of charades, American Sign Language (ASL) is a language like any other- not only with its own grammatical syntax, phonology, and morphology, but also in its compliance to the Sapir-Whorf hypothesis. Created by Edward SapirRead MoreThe Effects Of Deafness On Deaf Children1669 Words   |  7 Pagescollectivism, identity, transnationalism, community, and Deaf Space. American Sign Language is a visual-based language that is the primary language used by Deaf individuals. American Sign Language benefits our society due to the language’s visual nature, which produces a creative expression that is otherwise not experienced in oral languages. Research done by Bauman and Murray has shown that â€Å"Deaf individuals who use American Sign Language have more well-developed peripheral vision, a greater ability toRead More Deaf Culture Essay1564 Words   |  7 PagesDeaf Culture In mainstream American society, we tend to approach deafness as a defect. Helen Keller is alleged to have said, Blindness cuts people off from things; deafness cuts people off from people. (rnib.org) This seems a very accurate description of what Kellers world must have been. We as hearing people tend to pity deaf people, or, if they succeed in the hearing world, admire them for overcoming a severe handicap. We tend to look at signing as an inferior substitute for real communicationRead MoreDeaf Culture1589 Words   |  7 PagesDeaf Culture In mainstream American society, we tend to approach deafness as a defect. Helen Keller is alleged to have said, Blindness cuts people off from things; deafness cuts people off from people. (rnib.org) This seems a very accurate description of what Kellers world must have been. We as hearing people tend to pity deaf people, or, if they succeed in the hearing world, admire them for overcoming a severe handicap. We tend to look at signing as an inferior substitute for real communicationRead MoreThe science of signs suggets that we read off meanings from the structured symbols represented to us, is this true?1261 Words   |  6 Pagessuggesting that meaning is consumed from symbols and signs that can be presented to us through many methods. It is clear from Peirce and Saussure’s models of signification that we do understand the signs that are presented to us and we use these signs to create a meaning and to communicate. This essay will focus on the fundamentals of Peirce and Sauss ure’s models and how the models created a correlation behind the indication that humans do read off signs. It will also endeavor to outline the importanceRead MoreChildren With Disabilities Act ( Ada )1222 Words   |  5 PagesBefore 1990 the United States did not systematically have tools or laws in place for Deaf individuals. In 1991, the Americans with Disabilities Act (ADA) – a civil rights law was implemented across the U.S [with four sections] that prohibit discrimination against people with disabilities including deaf and hearing impaired people. The purpose of the ADA is to make sure that people with disabilities have the same rights and opportunities as everyone else. Each section of the ADA – employment, governmentRead MoreHearing The Differences Of The Deaf Culture1617 Words   |  7 Pageshave a very unique story, but they are not a minority group but rather a culture. Carol Paden author of Inside Deaf Culture defines a culture as a group of people that share language, values, rules of behavior, and traditions. The Deaf culture is unlike any other culture seen before and it differentiates from the typical American culture in many ways. The difference of this culture that makes them special is that they are a culture that has not been passed by residence, nationality, or percentage. TheyRead MoreDeafness : What It Is?1083 Words   |  5 Pagesdifferent to people’s general perception of what it actually is. The most common view is that it is a complete loss of hearing however deafness is defined as the lack or loss of the ability to hear. You can either be born deaf or gradually lose the ability to hear later on in life (Presbycusis). Pre natal or congenital causes of deafness may be due to a specific X chromosome being passed on through generations of families even though there may be no previous history of deafness in the family. DeafnessRead MoreColonial Mentality: Its Roots1271 Words   |  6 PagesOutline: I. Colonial Mentality A. Definition B. Symptoms of colonial mentality C. History 1. Cultures and practices shared by foreign countries a. America b. Spain c. Japan II. How colonial mentality is inherited by Filipino individuals A. Denigration of the Filipino self B. Denigration of the Filipino culture and body C. Discrimination against less acculturated Filipinos D. Tolerance and acceptance of historical and contemporary oppression of Filipinos III. Effects of Having ColonialRead MoreColonial Mentality: Its Roots1271 Words   |  6 PagesOutline: I. Colonial Mentality A. Definition B. Symptoms of colonial mentality C. History 1. Cultures and practices shared by foreign countries a. America b. Spain c. Japan II. How colonial mentality is inherited by Filipino individuals A. Denigration of the Filipino self B. Denigration of the Filipino culture and body C. Discrimination against less acculturated Filipinos D. Tolerance and acceptance of historical and contemporary oppression of Filipinos III. Effects of Having Colonial

Toyota Free Essays

Assignment One Country : Sri Lanka Module name and Module code : 6FBS1059 – Contemporary Issues In Business (Sri Lanka On Line) (February – May 2012/13) Group name : Born Leaders Student names and student numbers: – Mafaz Mohideen[12236368] – Piumi De Alwis [12236369] – Rixon Soris [12237405] – Lasitha De Silva [13038814] – Vidusha Silva [12236367] Topic : For a company of your choice and looking at the next 5 to 10 years, discuss. Which do you think will become more important, the management of human element of the organisation or the management of technology? Which management perspective might best suit your chosen company? Justify why Company : Toyota Motor Corporation Accurate Word Count : 1976 words Which do you think will become more important, the management of human element of the orgnisation or the management of technology? This report gives out a brief outlook on the Management of Human and Technological elements of Toyota, while justifying the most important element when considering the next five to ten years. Introduction Toyota Motor Corporation abbreviated as TMC, is  a  Japanese   We will write a custom essay sample on Toyota or any similar topic only for you Order Now com/strategic-management-and-competitive-advantage/"multinational organization headquartered in Toyota, Aichi, Japan. TMC was first established in 1937 as a separated company from Toyoda Automobile Loom works. Toyota has employed 300,734 consolidated employees and 69,148 non-consolidated employees worldwide, as of 31/03/2012. ( Toyota-global ,2013a) . TMC reclaimed the lead in global car sales over General Motors Co and Volkswagen Group in the first half of 2012 accounting for sales worth ? 18583. 6 million (Rall. P, 2013). Today, Toyota has 7 factories in the United States, 15 in Japan and in 13 more countries around the world. Toyota is well known for its small cars and SUVs, but it is an industry leader in manufacturing techniques and has been a pioneer since its inception (Toyota ,2011). The Toyota Production System (TPS) is a benchmark for all manufacturing companies. Yet, it is questionable how a renowned company like Toyota could experience the type of quality problems that created numerous media headlines during year 2009 -2010. (Cusumano. M: 2013,p-33). This report further looks into Toyota’s unique production system and its philosophy, and will go along inspecting the significance of human element and technology while considering the causes of the recent quality issues and thereafter suggesting the most important element that need to be managed in view of its future. Furthermore the report will suggest the most suitable management perspective whilst justifying. Toyota’s production system Toyota has been shaped by a distinctive set of principles and values that have their ancestry in the company’s developmental years in Japan. The Toyota way, a management philosophy used by TMC consist 14 key principles including Toyota production system ( TPS ). The Toyota Way has four  components: Long-term thinking as a basis for management decisions, a  process  for  problem-solving, Adding value to the organization by developing its people and recognizing that continuously solving root problems drives organizational learning. (1000advices ,2001) The â€Å"Toyota production system† (TPS) is the basis of Toyota’s global competitive advantage. It is not a solitary process but a cultural mindset that involve every element to work together ,in other words the system depends in part on human resources management policy that encourage employee creativity and loyalty but also on a highly efficient network of suppliers and components manufacturers. The critical components of the TPS house are the just-in-time (even workflow) and jidoka (quality through human-controlled automation), Kaizen – Continu ous Improvement, they are the pillars that create the structural integrity and protect continuous learning. (Toyota ,2013) (Source: Toyota ,2013). Toyota Production System. ) Human element vs. Technology The human element and technology are two critical aspects in any organisation in today’s context, when considering Toyota it is no exception. Liker (2004), states that the incredible consistency of Toyota’s performance is a direct result of operational excellence and is based in part on tools and quality improvement methods made famous by Toyota. He further mentions that tools and techniques are no secret weapon for transforming a business, but Toyota’s continued success at implementing these tools stems from a deeper business philosophy based on its understanding of people and human motivation ( Liker . J: 2004a, p-14). Toyota, the world’s largest automobile manufacturer carries out advanced research and practical application of technologies. According to The Toyota way, the company uses â€Å"only reliable, thoroughly tested technology that serves their people and processes† . Yet again, â€Å"testing† entails both existing technology and new / revolutionary technology that Toyota has systematically evaluated and conducted to confirm that it works. ( Liker . J: 2004b, p-165) However justifying the J. K Liker’s(2004) statement honorary advisor Eiji Toyoda states â€Å"Because people make our automobiles, nothing gets started until we train and educate our people†, as seen in these words , it is understood that the human element as well plays a critical role . Toyota believes that lean management call for highly developed people and deeper trust in comparative to a mass production system, also that its becomes the critical element and their willingness to recognize and solve problems is what drives continuous improvement (Liker. J. and Hoseus. M: 2010a, p34-50). TMC’s basic theory is that cautiously chosen and developed people over extended periods of time will constantly improve processes and eventually direct to competitive advantage and mutual prosperity. Nevertheless , the mechanical failures in Toyota automobiles during 2009-2010 which caused Toyota to recall nearly nine million cars worldwide ( Bunkley. N and Maynard. M, 2010) questioned the above mentioned philosophies and strategies. These incidents were shown as a mechanical failure and not as a result of human resource professionals assuming product design roles and producing faulty accelerator pedals and onboard computers ,but as we know breaking point of a product or service is hardly ever the underlying or root cause of the failure. Toyota leaders had identified the mechanical failures long before corrective action was taken. Many close to the issue are indicating that the company took significant action to hide the facts and distort the scope of the problem. When the organization disproportionately rewarded managers for cost-containment versus sustaining product quality, it created the incentive for everyone involved to ignore the facts and to deny that a problem existed. (Sullivan. J, 2010). The HR processes that must at least be considered as suspect include rewards processes, training processes, performance management processes, and the hiring process. Equally, Eiji Toyoda pointed to the failure of Toyota’s commitment to â€Å"genchi genbutsu†, meaning go see for yourself to thoroughly understand the situation . He stated that Toyota should have required upper management to go to the source of problems to ensure that they did not base decisions on superficial understanding. (B. Chung and H. Kleine ,2012) Therefore these incidents that caused a negative impact on Toyota’s brand name for providing trusted and quality products shows the importance of the management of the human element in its coming years to gain its customers trusts back. The 2020 Vision of Toyota (Source: Toyota. u (2010a) Vision 2020 :Four key pillars. ) The plan for year 2020, known as â€Å"Toyota global vision 2020†,drafts the automobile giant’s new management direction and vision for the future . The Vision itself explains that it has prioritized the management of its human element in â€Å" Becoming a Leading Player †. The 2020 Vision focuses on four key pillars shown above in exibit1. 2 , namely Customer Delight ,Environmental leadership, Good Corporate citizen and Self reliance with focus o n locally produced models . Three of these key pillars has a direct link to human elements relevant TMC ,most importantly the customer delight . In addition Didler Leroy, President Toyota Motor Europe , too stated that the â€Å"utmost priorities were, regaining customers’ trust, people’s respect and customer confidence in Toyota’s commitment to superior quality† while ensuring that each member in their team aims to deliver the best (Toyota. eu : 2010b,p 11-15) Conclusion When having to decide if the Management of technology or Human element would be more important for Toyota when looking ahead at the next 5 to 10 years, based on the above research and after understanding about the Toyota way of doing things where it calls out for continuous improvement and With solid controls on TPS which is a Human resource management policy and with the 2020 vision of Toyota giving more emphasis on the Improvement in managing the human element, We could conclude in stating that the management of the Human element would play a more important role during the next 5 to 10 years. Which management perspective might best suit Toyota? Management practices and perspectives vary in response to these social, political and economic forces in the larger society. During difficult times, managers look for ideas to help them cope with environmental turbulence and keep their organizations vital. A management tools survey conducted revealed a dramatic increase over the past dozen or so years in the variety of management ideas and techniques used by managers. (Daft, R. et al : 2010a,p-43) Behavioral management perspective Management principles developed during the classical period were simply not useful in dealing with many management situations and could not explain the behavior of individual employees. In other words, classical theory ignored employee motivation and behavior. As a result, the behavioral school was a natural outgrowth of this revolutionary management experiment. Hence  behavioral management perspective  emphasizes individual attitudes and behaviors and group processes. It addresses the human dimension of work. Behavioral theorists believe that a better understanding of human behavior at work, such as motivation, conflict, expectations, and group dynamics, improve productivity. Mary Parker Follett (1868-1933) recognized the importance of the role of Human behavior in the work place and that lead to Human relation school of thought. (Daft, R. et al :2010b,p 49-51) A major tip for being a well-known car manufacturer since its inauguration has been one of the management perspectives which Toyota has considered when managing the organization. It could be stated that the best or most suited management perspective would be The Behavioral Management perspective or in other words Human relation school of thought for Toyota . Accordingly the below paragraphs make understand the significance of this management perspective to Toyota and while justifying it as the most suitable The ‘respect for humans’ system Toyota builds their future planning around the people they employ as it is the base of their success. The main drive of the argument is that, under the TPS, workers’ dignity is respected because the system makes full use of their capabilities and entrusts them with the running and improvement of the plant. There is discussion of ‘respect for humanity’ and ‘treating workers as human beings and with consideration’ but there is no element of the discussion which relates to relieving the monotony of factory work or reducing the pace of work, or of worker autonomy. Indeed, with the emphasis on standardized work, worker autonomy as far as the core processes are concerned is explicitly ruled out. ( Weerasombat. T and Hampson. I ,2012) Human Resources Development of Toyota Toyota seeks to develop human resources through the activity of making things. Toyota believes that the development of human resources requires the handing down of values and perspectives. In conjunction with the geographic expansion of business and the growth of business areas, undertaking global actions for the development of human resources has become a priority issue. Toyota is building both tangible (a new learning facility) and intangible (course content) structures relating to team member development that ensures a secure and steady flow of qualified human resources to conduct Toyota’s global business in the 21st century. ( Liker, J. and Hoseus, M: 2010b,p 34-50) This process of development goes on for two years, at which point the temporary employee is either hired or not. Newly hired will continue on- the- job development for another three years, which means the development lasts five years total. Overall, the Toyota invests substantial amounts of money acquiring and developing their employees because they understand that the employee is the only appreciating asset that they have and therefore, it is worth investing in employees. (Toyota-global: 2005b,p53-57) The Toyota Company works on a scale and has an influence so vast that it is often difficult to envision as a whole. The level and diversity of technologies that it must deploy are increasing, which imposes both new investment burdens and new uncertainties and risks. Roughly a million new cars and trucks are built around the world each week, and they are easily the most complex products of their kind to be mass-produced in such volumes. Conclusion In conclusion, it is certain through the acquiring and development process performed by Toyota, that they value employees and spend many resources on these two aspects for good reasons. The result is a competent work force within a strong culture which is the main reason for Toyota’s success. And based on all of the mentioned areas and research we could justify that Behavioral Management perspective would be the most suited Management perspective . REFRENCES 1000advices (2001). Toyota Culture and Management Philosophy. Available at: http://www. 1000advices. com/guru/processes_lean_toyota_way_14principles. html . [Accessed 10 March 2013]. B. Chung and H. Kleine (2012). Dissecting Toyota’s woes. Available at: http://www. iienet2. org/details. aspx? id=29416 . [Last Accessed 05 March 2013]. Bunkley, N. and Maynard, M. (2010) With Recall Expanding, Toyota Gives an Apology. New York Times, [online] January 30. Available at: http://www. nytimes. com/2010/01/30/business/30toyota. html [Accessed: 09 March 2013]. Cusumano, M. 2013) Technology Strategy and Management Reflections on the Toyota Debacle. Communications ACM, 54 (1), p. 33. Available at: http://mags. acm. org/communications/201101/? pg=35#pg35 [Accessed: 10 March 2013]. Daft, R. et al. (2010a) Management. [e-book] Cengage . p. 43. Available through: lib. myilibrary. com http://lib. myilibrary. com/Open. aspx? id=258423 [Accessed: 07 March 2013]. Daft, R. et al. (2010b) Management. [e-book] Cengage . pp. 49-51. Available through: lib. myilibrary. com http://lib. myilibrary. com/Open. aspx? id=258423 [Accessed: 07 March 2013]. Liker , J. (2004a) The Toyota Way: 14 Management Principles from the World’s Greatest Manufacturer. [e-book] McGraw-Hill. p. 14 . Available through: www. ziddu. com . http://downloads. ziddu. com/downloadfile/5743842/TheToyotaWay14ManagementPrinciples. rar. html. [Accessed: 04 March 2013]. Liker , J. (2004b) The Toyota Way: 14 Management Principles from the World’s Greatest Manufacturer. [e-book] McGraw-Hill. p. 165. Available through: www. ziddu. com . http://downloads. ziddu. com/downloadfile/5743842/TheToyotaWay14ManagementPrinciples. rar. html. Accessed: 04 March 2013]. Liker, J. and Hoseus, M. (2010a) Human Resource development in Toyota culture. Int. J. of Human Resources Development and Management, vol 10 (No. 1), p. pp. 34 – 50. Available at: http://www. hreonline. com/HRE/view/story. jhtml? id=142379047 [Accessed: 10 March 2013]. Liker, J. and Hoseus, M. (2010b) Human Resource development in Toyota culture. Int. J. of Human Resources Development and Mana gement, vol 10 (No. 1), pp. 34 – 50. Available at: http://www. hreonline. com/HRE/view/story. jhtml? id=142379047 [Accessed: 10 March 2013]. Rall. P (2013). Toyota outsells GM, Volkswagen to claim 2012 global sales title . Available at: http://www. torquenews. com/106/toyota-outsells-gm-volkswagen-claim-2012-global-sales-title. [Accessed 09 March 2013]. Sullivan . J (2010) A Think Piece: How HR Caused Toyota to Crash – ERE. net. [online] Available at: http://www. ere. net/2010/02/15/a-think-piece-how-hr-caused-toyota-to-crash [Accessed: 09 March 2013]. Toyota (2011). Toyota Motor Co p . 2. Available at: http://www. trinity. edu/smf/inc/reports/fl2011/TM. pdf . [Accessed 10 March 2013]. Toyota (2013). Toyota Production System. [ONLINE] Available at: http://www. toyota. com. au/toyota/company/operations/toyota-production-system . [Accessed 09 March 2013]. Toyota. eu (2010a) Vision 2020 :Four key pillars. [image online] Available at: http://www. toyota. eu/sustainability/vision_strategy/vision_strategy/Pages/default. aspx [Accessed: 04 March 2013]. Toyota. eu. (2010b) Vision Strategy 2020. [e-book] Toyota. p. 11-15. Available through: www. toyota. eu http://www. toyota. eu/sustainability/vision_strategy/vision_strategy/Pages/default. spx [Accessed: 07 March 2013]. Toyota-global (2013a). Overview. Available at: http://www. toyota-global. com/company/profile/overview/. [Accessed 10 March 2013]. Toyota-global. (2005b) Relations with Employees. [e-book] Toyota. p. 53-57. Available through: www. toyota-global. com http://www. toyota-global. com/sustainability/report/sr/05/pdf/so_02. pdf [Accessed: 07 March 2013]. Weerasombat. T and Hampson. I (2012). Between ‘Leanâ €™ and ‘Reflective’ Production: The Case of Toyota Motors . [ONLINE] Available at: http://www. google. lk/url? a=trct=jq=esrc=ssource=webcd=1ved=0CC0QFjAAurl=http%3A%2F%2Fwww. ilpc. org. uk%2FPortals%2F56%2Filpc2012-paperupload%2FILPC2012paper-ILPC_2012_BetweenLeanandReflectiveProduction_Fin_20120321_065534. docxei=Z0Y_UYGrIMSNrgfJ7oG4Dwusg=AFQjCNHRaXVZC9gm-p8GT1wkMOeDLZts2gsig2=Rw6vP_GPfGP36cp_zrLBuAbvm=bv. 43287494,d. bmk . [Accessed 05 March 2013]. 1000ventures (2001) Toyota production system . [image online] Available at: http://www. 1000ventures. com/business_guide/cs_efficiency_toyota_ps. html How to cite Toyota, Papers Toyota Free Essays Company Objectives World domination with regard to car supply. Toyota seeks to achieve market leadership by delivering value to customers and providing high quality vehicles. Ill. We will write a custom essay sample on Toyota or any similar topic only for you Order Now Analysis Of Related Case Facts A. Porters Five Forces Analysis 1. Threat of New Entrants – Low New entrants can’t enter the market easily as it requires huge capital investment, cutting-edge technology and the industry have already reached economics of scale. Brand loyalty among the buyers. They won’t easily switched to new brand as purchasing a vehicle incurred high cost. 2. Bargaining Power of Supplier – Moderately Low Various types of suppliers in automobile industry such as cooling, electrical, fuel supply systems distributed across the globe. They own many interchangeable supplier and produced many components in the short time. Suppliers don’t own the power to determine the price. 3. Bargaining Power of Buyer – High Can easily switch to other brands if they’re cheaper and better specifications such as Hand’s new Hybrid models which are more lucrative Toyota Pries. 4. Threat of Substitute – Moderately High There are a lot of substitutes in automobile industry. When the price or the specifications of the vehicle is lack of favor, the substitutes will emerge. Besides from vehicles, buyer can opt for other substitutes such as bicycle, bus, train or even walking to reach their destination with petrol price hiking. However, it depends greatly on the consumers geographical location. 5. Competitive Rivalry -? High Competition between existing players is high. There is not much differentiation between players and their products. Other automobile companies are moving aggressively with their strategy to own higher market share with Hybrid models. B. Soot Analysis Strengths Us period productivity and efficiency of Toyota Production System Toyota is the world’s largest vehicle manufacturer by production and sales Global strong brand awareness Strong distribution and market efforts focused on high quality, sales and close involvement with customers It has initiated new technologies Weaknesses Recalls caused quite severe financial impact It is criticized as a foreign importer by Japanese local car producers In May 2009, they reported a record yearly net loss of $ 4. Billion In 2005 faced criticism because of a large scale recall and quality issues Opportunities Recovery of auto industries Positive growth trend in hybrid vehicle segment Growing demand from major emerging markets India and China Demand for fuel efficient, compact vehicles In 2009 Bank of India decreased the interests on automotive bank loans Product innovation The retreats Competition in the global automotive market Uncertainty in global economic condition W eakening demand, increasing cost Tightening emission standards C. PEST Analysis Political Factors Laws and regulations mandated by the government/state/local assembles may put in measures to ensure that safe and ethical practices are being allowed to promote fairness within the company. On the other hand, these laws, especially those foreign to Japanese customs create policies that imposes more profit loss for TM because it is a foreign car company. Economic and Social Factors The first that may impact Tm’s profit is that the social status of the world economy as a whole. If the world market is suffering due to a world-wide recession. Customers may be forced to buy domestic cars due to their lower cost, rather than buying foreign cars. However, if consumers are earning a higher income, this may prove beneficial to Toyota thereby increasing many profit and accountability. Stability of the upcoming market is highly projected. Technological Factors Technological advancements may also be a factor in determining Tm’s overall production. The world relies heavily on technology to plan out the details and executions of company plans and goals. It would be wise for TM to continue its research developments to improve the company’s value and reputation. IV. Relevant Strategic Management Lean Production System Lean Production System is the system designed and evolved in Toyota. It is modified form of Henry Ford’s Mass Production System. In some areas its philosophy seem exactly opposite to the fundamental principles of Mass Production System. Mass Production System Mass production is a method of producing goods in large quantities at low cost per unit. This system of production is also known as Push System or Just- in-Case System . With precision equipment, large numbers of identical parts could be produced at low cost and with a small work force. Diversification At the time of establishment of Toyota Motor Company was in the business of making handloom. This can be seen as a Conglomerate Diversification as Toyota expanded its scope from Handloom Industry to Automobile Industry. Joint Venture ANNUM was established at the site Of a former GM Fremont Assembly site that had been closed two years earlier in 1982. GM and Toyota reopened the factory as a joint venture in 1 984 to manufacture vehicles to be sold under both brands. A joint venture was viewed as an approach that would lower the risk while providing help in overcoming difficult potential problems. Market Segmentation Toast’s most significant business segment is its automotive operations. Toyota carries out its automotive operations as a global competitor in the relied automotive market. Toast’s uses both differentiation and low cost as generic strategies to try and gain a competitive advantage over their competitors in the automotive industry. The market scope that Toyota uses is a broad one that encompasses nearly every type of customer that is in the market to purchase an automobile. Toyota is able to target such a large market because they have something for everyone. V. Alternative Courses and Action Toyota Motors Corporation, one of the largest automakers in the world. Due to growing number of recalls that it faced, sales plummeted thereby effecting the company’s position in the global automotive industry. The company recalled million of vehicles in 2009 that does not only hurt the company financially but significantly damaged the company’s brand. Toyota must ensure that the cars produced are faultless and of good quality. Toyota must focus on differentiating the company by concentrating on the atmosphere and design of the vehicles . It must enhance customers service as full-service provider. Excellent customer service should be observed since it would be able to make the company boost their reputation and consistency in terms of customer satisfaction. There should be a unique offering of amenities and facilities which would give them a stand out compared to other competitors, something like a trademark item or facility in which it couldn’t be copied or duplicated. Toyota has a reputation of manufacturing CEO friendly cars like the Pries based upon advanced technology developed by the organization. Toyota has also sold on its technology to other motor manufacturers. There is a big demand for CEO friendly and fuel efficient cars. Since Toyota already has a first mover advantage in making hybrid CEO friendly cars, it should capitalize n this opportunity and invest more on hybrid R and produce more environment friendly cars. VI. Analysis of Alternatives (Advantages and Disadvantages) VII. Conclusion Toyota has sources of strong competitive advantages in global automotive industry such as value chain, strong brand, wide product offering and hybrid vehicles. Major recalls, economic crisis and intense global competition have posed serious challenge for Toyota. Growing emerging markets and shifting customer demands offer Opportunities for Toyota to attain superior profitability and growth. Toyota must sustain its competitive advantages to attain its position and achieve future success. VIII. Recommendations Toyota motors are famous for their just in time manufacturing. The organization is doing well in this regard and competes with the world’s top car manufacturing firms . However the quality of the car as compare to other car manufacturing companies is not satisfactory. They should focus on the quality and designs of the car. As compare to Honda, the intense competitor of Toyota in Asia and some other regions, they have elegant designs and quality cars. Apart from that the company should also focus on fuel efficient and hybrid cars to increase its production and to make people aware of these cars. T MAC needs to become more diverse, to allow the integration Of leadership in all sectors of leaderships to create a uniform leadership team. The way the system is set up is not going too well for the company’s goal of being the number one manufacturer in the world. Also, Toyota needs to reanalyze its Research and Developmental Centers. It is through these centers that technologies are observed and tested to bring about the best possible and safe product for the consumer to use. There needs to be a construction of the company as a whole. How to cite Toyota, Papers Toyota Free Essays Toyota, one of the most renowned auto company started having a problem around in 1998 when it failed o store its new brand product Lexus’s data’s ineffectively. Though all it did not happen on purpose, but accidentally the Lexus Company could not fulfil the requirement and satisfaction of its customer in its early trail of database maintenance. Lexus the Toyotas high end luxury system had implemented a Corporate Customer information System in which there were some problems seen regarding the recording of customer information and override of wrong information of the customer data. We will write a custom essay sample on Toyota or any similar topic only for you Order Now Though the company had best tried to save that customer information in a appropriate manner but due to the system deficiency the company was having a massive data quality problem. This problem aroused because the company failed to maintain and implement a central database system where all he customer information would be stored in a central database, which when required would display the multi branches customer information. The company had 15 different databases stored in 15 different parts of the company, where the individual company would only access their local data stored by the local branch. In words of Management we can correlate this problem as lack of centralised authority to data control, storing, maintenance and update of recent transactions. The world of Information Technology as compared to the Management is quite controversial. Controversial in a sense that, in proper management Decentralization and Delegation of authority is required to achieve the best results in efficient management performances while as in terms of Information Technology, it requires the access, storage, support and maintenance of centralised database system in order to keep the up to date records of every activities performed everyday to track down the right solution to the problem. An efficient Information System demands the availability of information and resources however and whenever demanded at any point of request. The database Toyota Lexus ha designed was to store all its customer info which would help when the system was asked to provide the customer details of the owner for organizational purpose. The objective LEXUS had established to serve its customer via maintaining a customer dataset could not be fulfilled as the purpose of developing a database could no be fulfilled as it resulted to various problems in miscommunication of information all around. The ownership of the vehicles ad been transferred to the people who did not even had the ownership license, the cheques were paid to the person who were even not entitled to receive and the legitimate information were passed where there had been frequent problems of fake customer identity. The customer details failed to validate the right owners of the vehicles which as a result led to a problem of data loss. Because of the problem, Toyota would return the owners car fixed, washed filled with fuel. Cheques were made payable to the people whom it did not even belonged to. CASE EXAMPLES Example: 1 http://www. internetautoguide. om/auto-recalls/09-int/1998/lexus/gs400/index. html APR 17, 1998 | Recall ID# 50473 Hide Details |Recall Reason |SUSPENSION:AUTOMATIC STABILITY CONTROL (ASC) | |Recall Date |APR 17, 1998 | |Model Affected |GS400 | |Potential Units Affected |14855 | Recall Summary | |VEHICLE DESCRIPTION: PASSENGER VEHICLES. DUE TO A MANUFACTURING DEFECT OF THE YAW RATE SENSOR FOR THE VEHICLE STABILITY | |CONTROL (VSC), THE VSC CAN OPERATE IMPROPERLY IF THE SENSOR IS AFFECTED BY CERTAIN ELECTROMAGNETIC WAVES, SUCH AS FROM A | |CELLULAR PHONE. | |Consequence | |SHOULD THIS OCCUR, THE BRAKE MAY OPERATE UNEXPECTEDLY, AFFECTING STEERING AND SPEED CONTROL, INCREASING THE RISK OF A | |VEHICLE CRASH. |Remedy | |DEALERS WILL REPLACE THE YAW RATE SENSOR. | |Notes | |TOYOTA MOTOR CO. , LTD. | Example 2: http://www. justanswer. com/questions/35ik7-i-have-a-1998-lexus-es300-i-have-had-problems-with-the-gas Question I have a 1 998 Lexus ES300, I Have had problems with the gas pedals sticking on three occasions but paid no attention to it until I read about this problem on new cars. Have there been other cases reported with this model? What should I do about it? Submitted: 11 days and 23 hours ago. Category:  Lexus Value:  ? 7 Status:  CLOSED + Read  More Optional Information Year: 1998 Make: Lexus Model: ES300 Already Tried: I have a 1998 Lexus ES300, I Have had problems with the gas pedals sticking on three occasions but paid no attention to it until I read about this problem on new cars. Have there been other cases reported with this model? What should I do about it? Accepted Answer Hi, Your particular vehicle uses a mechanical, cable connection from the gas pedal to the throttle body as opposed to the electrical servo type throttles involved in the numerous recall related problems. Because of that, there would be no directly correlation between the two vehicles. That being said, there are 3 typical causes for sticking throttle in your vehicle. Least likely, but easiest to check is the infamous â€Å"floor mat obstruction†. This is typically noticeable while driving if your floor mat is interfering with the cable, but worth checking regardless. Second, is a worn out throttle cable. This is the cable that connects the gas pedal to the throttle body. Vehicles in northern states that have more issues with rust/corrosion are more likely to see a problem here. The cable is a thin metal wire sheathed in a plastic coating. As the exposed area of metal wire corrodes from environmental elements, it widens the cable making it more difficult to travel inside the cable sheath, often sticking. You can check this condition by operating the throttle body by hand an monitoring the cable to see if there is any resistance going into the sheath or if it travels smoothly. Lastly, and most common, is buildup of carbon/oil elements in the throttle body. Because of the ventilation system required by law, the throttle body is exposed to oil vapor from inside the engine via breathing hoses in the intake. Over time this builds up into a layer of hardened, baked-on oil inside the throttle body, right where the throttle plate needs to move. Due to it being softer than the metal throttle plate, the throttle plate always wins when it gets stuck, but the oil buildup does create resistance that will intermittently stick the throttle in position. Having the throttle body cleaned to prevent this should be done every 15k miles on this car for full assurance, or 30k miles at minimum for normal operation. Typical cost for cleaning is 1/2 hour labor (normal â€Å"minimum charge† at many shops), about $45 depending on the shops labor rate. pic] |Expert:   |Doug Cleland | |Pos. Feedback:   |100. 0 % | |Accepts:   |12 | |Answered:   |2/16/2010 | ASE Certified Technician Toyota Factory training and worked for a heavily Lexus trafficked Toyota store Read more: http://www. justanswer. com/questions/35ik7-i-have-a-1998-lexus-es300-i-have-had-problems-with-the-gas#ixzz0grgbynyy Example 3: http://www. motortrend. com/used_cars/07/1998/lexus/recalls/index. html Featured 1998 Recalls [pic] | |1998 Lexus LX470 | |Before you purchase a used car, make sure you check our comprehensive auto recall information to see if there are any | |problems that have been reported by the NHTSA. You can get detailed information on how and where to fix the car defect. | |Recall:   EXTERIOR LIGHTING : HEADLIGHTS | | | | | | | | | | Read more: http://www. motortrend. com/used_cars/07/1998/lexus/recalls/index. html#ixzz0grjp1yvD Take a noteworthy case in 1998. Toyota Motor Sales USA (TMS) responded to a recurring service problem with its Lexus vehicles by contacting owners, then picking up their vehicles, taking them in for repairs and leaving loaner cars as replacements. When done, the owners’ cars were returned—fixed, washed and tanked up. That level of service was made possible by TMS’s Corporate Customer Information System, an application used by the company’s call center in Iowa to help handle warranty, roadside assistance, prepaid maintenance and other service requests. But 1998 didn’t go altogether smoothly. Relying on data in that system, TMS began to mail checks to Lexus owners to replace troublesome tires. The checks, for more than $400 each, in some cases went to people who didn’t even own a Lexus. One errant check even found its way to a Toyota auditor, for a vehicle he hadn’t owned for a while. â€Å"You can imagine the repercussions of that,† says John Gonzales, data quality manager at TMS. â€Å"We can’t afford to be giving money away to people who shouldn’t be getting it. † The glitch was symptomatic of a bigger problem. The system depended on customer data stored in â€Å"roughly 15 databases in different parts of company,† says Gonzales. Just to get to all the data about a customer, call center employees would have to navigate through four or five mainframe applications, while customers waited. The glitch resulted in a mandate from Toyota’s office of the president for a centralized, single customer database. And Gonzales was tagged to make it happen. â€Å"The main goal was to service customers’ calls quicker,† he says. But also, â€Å"as the volume of calls went up, we didn’t want to increase the number of people in the call center. † Finding a way to pull off the consolidation turned out to be no mean feat. Gonzales and his team looked at a procession of products purportedly offering business intelligence,† but none fit the bill. Then, a solution was nearly dropped into his lap. While attending a How to cite Toyota, Papers Toyota Free Essays Company Objectives World domination with regard to car supply. Toyota seeks to achieve market leadership by delivering value to customers and providing high quality vehicles. Ill. We will write a custom essay sample on Toyota or any similar topic only for you Order Now Analysis Of Related Case Facts A. Porters Five Forces Analysis 1. Threat of New Entrants – Low New entrants can’t enter the market easily as it requires huge capital investment, cutting-edge technology and the industry have already reached economics of scale. Brand loyalty among the buyers. They won’t easily witched to new brand as purchasing a vehicle incurred high cost. 2. Bargaining Power of Supplier – Moderately Low Various types of suppliers in automobile industry such as cooling, electrical, fuel supply systems distributed across the globe. They own many interchangeable supplier and produced many components in the short time. Suppliers don’t own the power to determine the price. 3. Bargaining Power of Buyer – High Can easily switch to other brands if they’re cheaper and better specifications such as Hand’s new Hybrid models which are more lucrative Toyota Pries. 4. Threat of Substitute – Moderately High There are a lot of substitutes in automobile industry. When the price or the specifications of the vehicle is lack of favor, the substitutes will emerge. Besides from vehicles, buyer can opt for other substitutes such as bicycle, bus, train or even walking to reach their destination with petrol price hiking. However, it depends greatly on the consumers geographical location. 5. Competitive Rivalry -? High Competition between existing players is high. There is not much differentiation between players and their products. Other automobile impasse are moving aggressively with their strategy to own higher market share with Hybrid models. B. Soot Analysis Strengths Superior productivity and efficiency of Toyota Production System Toyota is the world’s largest vehicle manufacturer by production and sales Global strong brand awareness Strong distribution and market efforts focused on high quality, sales and close involvement with customers It has initiated new technologies Weaknesses Recalls caused quite severe financial impact It is criticized as a foreign importer by Japanese local car producers In May 009, they reported a record yearly net loss of $ 4. Billion In 2005 faced criticism because of a large scale recall and quality issues Opportunities Recovery of auto industries Positive growth trend in hybrid vehicle segment Growing demand from major emerging markets India and China Demand for fuel efficient, compact vehicles In 2009 Bank Of India decreased the interests on automotive bank loans Product innovation Threats Competition in the global automotive market Uncertainty in global economic condition Weakenin g demand, increasing cost Tightening emission standards C. PEST Analysis Political Factors Laws and regulations mandated by the government/state/local assembles may put in measures to ensure that safe and ethical practices are being followed to promote fairness within the company. On the other hand, these laws, especially those foreign to Japanese customs create policies that imposes more profit loss for TM because it is a foreign car company. Economic and Social Factors The first that may impact Tm’s profit is that the social status of the world economy as a whole. If the world market is suffering due to a world-wide recession. Customers may be forced to buy domestic cars due to their lower cost, rather than buying foreign cars. However, if consumers are earning a higher income, this may prove beneficial to Toyota thereby increasing company profit and accountability. Stability of the upcoming market is highly projected. Technological Factors Technological advancements may also be a factor in determining Tm’s overall production. The world relies heavily on technology to plan out the details and executions of company plans and goals. It would be wise for T MAC to continue its research developments to improve the company’s value and reputation. IV. Relevant Strategic Management Lean Production System Lean Production System is the system designed and evolved in Toyota. It is modified form of Henry Ford’s Mass Production System. In some areas its philosophy seem exactly opposite to the fundamental principles of Mass Production System. Mass Production System Mass production is a method of producing goods in large quantities at low cost per unit. This system of production is also known as Push System or Just- in-Case System . With precision equipment, large numbers of identical parts could be produced at low cost and with a small work force. Diversification At the time of establishment of Toyota Motor Company was in the business of making handloom. This can be seen as a Conglomerate Diversification as Toyota expanded its scope from Handloom Industry to Automobile Industry. Joint Venture ANNUM was established at the site of a former GM Fremont Assembly site that had been closed two years earlier in 1982. GM and Toyota reopened the factory as a joint venture in 1984 to manufacture vehicles to be sold under both brands. A joint venture was viewed as an approach that would lower the risk while providing help in overcoming difficult potential problems. Market Segmentation Toast’s most significant business segment is its automotive operations. Toyota carries out its automotive operations as a global competitor in the worldwide automotive market. Toast’s uses both differentiation and low cost as generic strategies to try and gain a competitive advantage over their competitors in the automotive industry’. The market scope that Toyota uses is a broad one that encompasses nearly every type of customer that is in the market to purchase an automobile. Toyota is able to target such a large market because they have something for everyone. V. Alternative Courses and Action Toyota Motors Corporation, one of the largest automakers in the world. Due to growing number of recalls that it faced, sales plummeted thereby affecting the company’s position in the global automotive industry. The company recalled million of vehicles in 2009 that does not only hurt the company financially but significantly damaged the company’s brand. Toyota must ensure that the cars produced are faultless and of good quality. Toyota must focus on differentiating the company by concentrating on the atmosphere and design of the vehicles . It must enhance customers service s full-service provider. Excellent customer service should be observed since it would be able to make the company boost their reputation and consistency in terms of customer satisfaction. There should be a unique offering of amenities and facilities which would give them a stand out compared to other competitors, something like a trademark item or facility in which it couldn’t be copied or duplicated. Toyota has a reputation of manufacturing CEO friendly cars like the Pries based upon advanced technology developed by the organization. Toyota has also sold on its technology to other motor manufacturers. There is a big demand for CEO friendly and fuel efficient cars. Since Toyota already has a first mover advantage in making hybrid CEO friendly cars, it should capitalize on this opportunity and invest more on hybrid RD and produce more environment friendly cars. VI. Analysis of Alternatives (Advantages and Disadvantages) VI’. Conclusion Toyota has sources of strong competitive advantages in global automotive industry such as value chain, strong brand, wide product offering and hybrid vehicles. Major recalls, economic crisis and intense global competition have used serious challenge for Toyota. Growing emerging markets and shifting Customer demands offer opportunities for Toyota to attain superior profitability and growth. Toyota must sustain its competitive advantages to retain its position and achieve future success. VIII. Recommendations Toyota motors are famous for their just in time manufacturing. The organization is doing well in this regard and competes with the world’s top car manufacturing firms -However the quality of the car as compare to other car manufacturing companies is not satisfactory. They should focus on the quality ND designs of the car. As compare to Honda, the intense competitor of Toyota in Asia and some other regions, they have elegant designs and quality cars. Apart from that the company should also focus on fuel efficient and hybrid cars to increase its production and to make people aware of these cars. TM needs to become more diverse, to allow the integration of leadership in all sectors of leaderships to create a uniform leadership team. The way the system is set up is not going too well for the company’s goal of being the number one manufacturer in the world. How to cite Toyota, Papers

Personality and Job Performance

Question: Discuss bout the Personality and Job Performance. Answer: Introduction Modern workplaces have experienced extensive changes in all aspects of the organization running including workforce diversity that brings in different personalities. An individual personality encompasses a pattern of attitudes, thoughts, and behaviors towards a certain situation, hence, act as a key determinant of how people respond to different circumstances. Job performance refers to the ability of an employee to handle the assigned duties successfully at work. The modern leaders must be aware of different personality and how they impact on the job performance to help them develop ways to capitalize on the diversity. Various scholars have emphasized of on the big five personalities as the acceptable personality structure that encompasses interrelated traits and captures different personalities. The dimensions of the big five personalities include Conscientiousness, Openness, Agreeableness, Extraversion, and Neuroticism. Hence, the study aims at evaluating the relationship between p ersonality and job performance and give recommendations to organization behavior scholars and leaders on how to utilize the knowledge for efficient organization performance. Conscientiousness Personality According to Barrick Mount (1991), Conscientiousness is the individuals ability to exercise self-control and organizing oneself to execute the assigned tasks. A conscientious person is punctual, determined and guided by the need to achieve. Individuals who are result-orientated will engage in organizational duties willingly and pursue the set goals for personal fulfillment. Ahmad, Ather Hussain (2014) note that people with conscientiousness personality traits are hard workers and responsible and can be relied upon to deliver good quality results. Taking responsibility for ones action is a critical drive to commitment and the desire to perform fulfilling duties. Being responsible translates to hard work and commitment to achieve the desired results and grow as an individual and the organization. Thus, employees who are conscientious will work hard and give the best to attain the set objectives; this translates to effective individual job performance and organizational growth. Accord ing to Mkoji Sikalieh (2012), Individuals who display characters of purpose and obligation in workplaces perform better. Moreover, conscientious people are persistent. The ability to push more for results irrespective of the challenges enables such employees to achieve the set targets. The workers are motivated by the need of fulfilling end results, and this means they will commit and have good performance at work. However, Bakker, Demerouti Lieke (2012) argues that conscientious people tend to be workaholic, and this can affect their performance on the jobs. Conscientious personalities may suffer from fatigue and reduce the quality of their work. Additionally, concentrating more on results may make conscientious people miss out on other aspects such a teamwork which is critical for personal and organizational growth. Open to Experience personality Rothmann Coetzer (2003) note that open to experience characters are highly creative, have intellectual curiosity and are receptive to new ideas. People who display openness traits have a preference for variety and need for independent judgment. Workplaces are full of challenging situations that require creative ways of solving the hurdles and, employees with the ability to think out of the box yield excellent performance though creatively thinking out of challenges that would have negatively impacted on the individual and organizational performance. Moreover, people who can learn new ways of doing things and successfully and adapt them boost their performance. Open personalities have the curiosity to learn new skills and competencies useful to compete ably and gain a competitive edge. According to Bakker, Demerouti Lieke (2012), People who are open to experience are open-minded and social and, this helps them to question the procedures of doing things knowledgeably, give suggestion s and create a cordial working relationship with other workers. Job performance for new employees is highly influenced by how fast and knowledgeable the recruit adapt to the workplace. The open-minded trait in openness personality enables employee to quickly adapt in the workplaces through questions, training and get the know-how ability to give the best performance of the assigned duties. Additionally, teamwork is a crucial aspect of improved performance. People with openness personality relate well with others, learn from each other and boost the individual performance. Agreeableness According to Hurtz Donovan (2000), agreeable personality is likable and relates well with people; they are tolerant and ready to help irrespective of their moods. An individual who has agreeable personality traits is sympathetic, kind and trusting and perceives every person to be helpful in the running of an organization. A relationship built on trust and willingness to help a healthy working environment for fellow staffs and eventually improved performance in everyone. The ability to tolerate the cultural behavior of every person and assist the fellow employees to learn new ways and organizational culture positively impacts on the performance of the organization. The traits of cooperativeness displayed by agreeable personalities translate to success in teamwork (LePine 2003). Members of teams have different capabilities and friendly people help create a cohesive relationship and bridge the skills gap in every member necessary for high-quality individual and team performance. Additi onally, job performance directly relates to the ability to train and acquire significant skills to match the job descriptions. The interactive nature of agreeable people helps them teach and learn critical skills for effective performance. However, Guay et al. (2013) note that agreeable people can compromise performance due to their charming personality. The people who are warm and kind may evade conflict scenarios that are necessary for adequate performance. Individual high on agreeableness will avoid change-oriented discussions such as organizational change resistance from employees that brings conflict, hence, not implement necessary requirements for organization good. Extraversion Job performance is related to the positive feelings of the employees towards the assigned task. Extroverts are outgoing and very optimistic in whatever activity they do. Judge Ilies (2002) claim that extraversion personality displays character traits such as sociable, talkative, assertiveness and indulges in a lot of activities. When people like their jobs, they commit to the realization of the objectives. Optimism displayed by extroverts prompts them to go to an extra mile to realize their ambitions and, this enhances their job performance. According to Wanberg Kammeyer-Mueller (2000), employees with extraversion traits are effective in jobs that require social interactions such as sales and customer services. Extraverts enjoy socializing which serves as an added advantage to occupations that require constant interactions with people and ultimately high performance. Additionally, extraverts adjust quickly to new environments and new jobs. Flexibility and adaptability are critical aspects that enhance job satisfaction and individual performance in a new working environment (Bakker, Demerouti Lieke 2012).The ability to adjust to new jobs without significant challenges creates room for success. They have an easy time that boosts the love for the job and dedication and, this translates to practical performance. The talkative nature of extroverts enables them to seek for clarity and feedback which is crucial for quality job performance. When one knows the duty expectations and the previous personal performance, they develop the urge to carry out the necessary task and improve their results. Extraversion traits such as friendliness play a crucial role in establishing an exciting environment for people to work peacefully and serve as a recipe for good performance at work. A happy and co-existing diverse workforce is very the key to organizational growth (Wanberg Kammeyer-Mueller 2000). The ability of extroverts to derive pleasure and happiness from the social wor king relationship will enhance their performance and entire organization growth. Neuroticism Neurotic employees can experience constant conflicts with co-workers and negatively affect their job performance. According to Barrick, Mount Judge (2001), Neuroticism personalities display negative affect such as being extremely temperamental, moody and irritable. People with Neuroticism traits experience, uncontrollable anger, have emotional adjustment problems and are vulnerable to stress and depression. Individuals who are temperamental and moody are weak team workers and will have a poor relationship with fellow employees and affect the performance of the group. Seibert Kraimer (2001) notes that people that score highly on neuroticism are habitually unhappy at their workplace. Happiness and job performance are related and, one derives the motivation to get positive results due to fulfilling workplaces as a result of a good working relationship with the management and fellow employees. Furthermore, Neuroticism personalities are affected by stress and are unable to handle depres sion, thus, affect their productivity. Stress hinders effective employees production and keeps them worrying about the stressors. The Neuroticism traits lead people to hate their job and constantly think about quitting their career due to lack of a fulfilling environment and irritating co-workers. On the contrary, people with a low score on Neuroticism experiences job fulfillment and are more committed to their task. Barrick Mount (1991) claims that people with fewer Neuroticism traits control their emotions and experiences positive moods at work. The ability to manage ones stress and disposition allow workers to focus on their assigned task and give the best results irrespective of the situations. Such characteristics enable employees to develop a good relationship at work with the supervisor and fellow workers and enhance their individual performance as well as organizational performance. Recommendations to OB Scholars and Leaders Corporate leaders should embrace the ideas of duty delegation and give employees with conscientiousness personality traits the autonomy to make organizational decisions. People with conscientious character are responsible and have a high tendency to set high goals for themselves. According to Abdullah, Omar Rashid (2013), allowing people with conscientious personality take the responsibility to make critical organizations decisions will elicit commitment and hard work to achieve their set goals. The Conscientiousness personalities are driven by results; they are optimistic on the venture and give their best for individual fulfillment (Colquitt, Lepine Wesson 2011). The employees will drive more pleasure from being involved in determining the organizational policy and practices and commit to the realization of the objectives. The organizational leadership should engage people with open to experience personalities in developing and implementing regulatory changes in term of policies and procedures. Individuals with openness to experience personality are receptive to new ideas and very creative. According to Huang, Ryan, Zabel Palmer (2014), to counter resistance to change from staffs, the management should engage in a consultative meeting with people with openness personality who will be willing to listen and adapt to changes. Additionally, these employees will be creatively come up with ways that will be acceptable to other employees as a result of knowing what other staffs like. Organizational management should appoint people displaying agreeableness personality to be team leaders and other leadership positions within the organization. Agreeable people will create a healthy working environment for every employee in the team and nurture the skills gaps to help them give the best in their tasks. Neuman, Wagner Christiansen (1999) notes that tolerance and friendliness creates a peaceful work environment. The ability to foster an environment where everyone feels valued and appreciated will give more positive results. According to LePine (2003), being cooperative is an aspect of a good leader. People with agreeable personality traits are very supportive and compassionate willingly to listen and help others for the good of the team. Leaders should strive to break the bureaucratic relationship between management and the staffs and create a sociable environment that people will enjoy working in to capitalize on the capabilities of extroverts. Additionally, they should create teams to encourage people working together to develop both personal and working relationship. Ghani, Yunus Bahry (2016) argue that creating an environment where extroverts talk and socialize in the course of their duties will yield maximum performance. People with extraversion personality traits draw the energy and the motivation to work from interacting with people. Moreover, the leaders should cultivate the culture of respect to privacy and personal decisions to give room for introverts to enjoy working in their preferred way. Introverts like working alone or in a group of few people (Awadh Ismail 2012).Thus, for organizations to fully capitalize on the introverts personality abilities they should create opportunities to choose the mode of working and type of duties. Organizational leadership should develop corporate social responsibility activities that actively engage employees displaying neuroticism personality traits. Highly neurotic individual are highly irritable, emotionally unstable and susceptible to stress and participating in social activities will enable them to cope with the work stressors. According to Awadh Ismail (2012), people improve their social skills through practice and interacting with others to relieve anxiety. Providing a chance for neurotic people to mingle freely and start conversations with new people will make it easy for them to develop the social skills. Moreover, leaders should start counseling centers at workplaces to help such personalities to handle on and off stressors. Conclusion Consequently, employees personalities influence their perceptions on the job, commitment to their duties, development of necessary skills and motivation to work and eventual individual and organizational performance. The popular Big Five model encompasses different facets of personalities in the dimensions of conscientiousness, Open to experience, Agreeableness, Extraversion, and Neuroticism. An individual character is related to job performance. Conscientiousness traits are driven by the need for achievement and commit themselves to set goals while openness personalities are creative and receptive to training and new skills to enhance their performance. Agreeableness personality traits are team workers and help others willingly to boost the performance of the team while Extraverts draws energy from socializing while working and, this makes them happy which is crucial for good performance. 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