If toyota is not the cause of unintended acceleration, why was it blamed for it?

 
For the Week 7 Case Study, you will review the case below on Toyota and answer the questions that follow.
Case Study:
You may be familiar with the problems that have recently plagued Toyota. However, you may not know the whole story. First the facts. In 2010 Toyota issued a series of recalls for various models. The most serious was for a defect called “unintended acceleration,” which occurs when a car accelerates with no apparent input from the driver. Investigations revealed that unintended acceleration in Toyota cars has been the cause of 37 deaths since 2000. When the problems first surfaced, however, Toyota denied it was the cause. Eventually, Toyota apologized and recalled more than 9 million cars.
To many, the root cause of Toyota’s problems was its insular, arrogant culture. Fortune argued: “Like GM before it, Toyota has gotten smug. It believes the Toyota Way is the only way.” Time reported, “A Toyota management team that had fallen in love with itself and become too insular to properly handle something like the current crisis.” Transportation Secretary Ray LaHood described Toyota’s culture as “safety-deaf.”
But is this the reality? Increasingly, evidence suggests that Toyota’s culture—or even the cars it produces—is not the source of the problem.
A 2011 report released by the U.S. National Highway Traffic Safety Administration (NHTSA) concluded that unintended acceleration was not caused by problems in the electronic circuitry. The Wall Street Journal wrote that “safety regulators, human-error experts and auto makers say driver error is the primary cause of sudden acceleration.” Forbes and The Atlantic commented that incidents of sudden acceleration in Toyota cars occurred with elderly drivers, and elderly drivers are known to be more prone to confusing pedals. Many other independent investigations, including ones conducted by automobile experts at Popular Mechanics and Car and Driver, reached the same conclusion: the main cause of unintended acceleration was drivers mistaking the gas pedal for the brake pedal.
In June 2013, another round of recalls rocked Toyota and again involved the braking systems, this time affecting 242,000 Prius hybrid models. Automotive analyst Neil King cautions against inferring that Toyota is a troubled company, however. “Recalls seem to be so commonplace these days, I don’t see it having any major impact…they are not the only ones affected. There was a period when it seemed to be only Toyota.”  
Does Toyota have an insular and inbred corporate culture? Probably. But it’s been that way for a long time, and it’s far from clear that its organizational culture is responsible for failures in the increasingly complex technological systems in today’s cars.
If Toyota is not the cause of unintended acceleration, why was it blamed for it?
Is it possible to have a strong—even arrogant— culture and still produce safe and high-quality vehicles?
If you were the CEO of Toyota when the story was first publicized, how would you have reacted?
It is not sufficient to state your opinions alone; you must be able to backup your responses by applying concepts from the text with the case data that supports your findings.  Expected response length is 3 sentences per question.  Please restate the question you are answering in your case study.

Offer, starwood evaluates the performance of its suppliers against 

250 words
 
Watch the “Sourcing Strategy at Starwood” video
Starwood: Supply Chain Strategy from  Online Course Development on Vimeo.
Review the “Sourcing Strategy at Starwood” video case on page 574.
Respond with answers to the questions using your critical thinking and moral reasoning skills.  If you are asked to draw an illustrative figure such as a chart, graph, or diagram, please do so and upload your document/s with your responses.  Refer to your uploaded document/s in your responses, e.g., Question 2: See attached MS PowerPoint presentation for my detailed flowchart of the Ice Cream making process.
Questions;
1.  Should Starwood maintain a cooperative orientation or a competitive 
orientation with its suppliers for the kind of items described here?
2.  What types of information should Starwood exchange with its bed linens 
and terrycloth supplier? What does Starwood risk by sharing too much 
information?
3.  How would you approach the sourcing of bed linens and terrycloth 
items? That is, would you use a reverse auction or request for pro-posal? Under what circumstances would you change suppliers?
4.  In addition to performing value analysis on the services its properties 
offer, Starwood evaluates the performance of its suppliers against 
contract metrics. Using the bed linens and terrycloth supplier as an 
example, describe some of the metrics Starwood should use.

 how can erp systems and lean systems be applied to help mitigate these risk within the entire supply chain?

150 words
 
Consider the factors affecting location decisions for manufacturing and services. How are they different?  
In most cases, the manufacturing operations supply products to the service operations.  What strategies are used relating to the supply chain logistics network to support improved performance? 
Consider the operational risks that exists within a supply chain.  How can ERP systems and lean systems be applied to help mitigate these risk within the entire supply chain?

The topics to cover include what a wellness program is, how it can benefit the company and employees, and the process for establishing it. 

150 words
 
Why are benefits strategically important to employers, and what are some key strategic considerations?
Based on the information discussed in the chapter, how would you oversee the design (or redesign) of a benefits program in a large organization? What issues would you consider?
What can first-line supervisors do to help control workers’ compensation costs, and how might they be rewarded for doing so?
What should an employer do when facing an OSHA inspection?
As the HR manager of a distribution and warehouse firm with 600 employees, you plan to discuss a company wellness program at an executive staff meeting next week. The topics to cover include what a wellness program is, how it can benefit the company and employees, and the process for establishing it. 

 please be reminded that related to the learning plan assignment, you were asked to consider a particular racial (use african americans), ethnic or oppressed population that you may need to learn more about (or have ideas about that may not be accurate) and address your learning/growth needs based on the selected population and the categories below.

  
Review your responses to the self-evaluation questions from the Learning Guide.  For each of the five (5) categories below, describe in detail the social work best practices that you plan to utilize personally to improve your cultural competence skills and social work practice skills.  Please be reminded that related to the Learning Plan assignment, you were asked to consider a particular racial (USE AFRICAN AMERICANS), ethnic or oppressed population that you may need to learn more about (or have ideas about that may not be accurate) and address your learning/growth needs based on the selected population and the categories below. Please use the attached document to help support and use more detailed examples to support for each sub heading to support. 
Open Attitude
Self-Awareness
Awareness of Others
Cultural Knowledge
Cultural Skills
It is to be written in paragraph form, using APA format.  Each of the five categories should be addressed under a separate sub-heading.  A reference page is required, with APA formatted citations.

Discuss what factors make up an organization’s culture and how do you ensure that culture is sustainable and ethical?

150 words
 
Discuss what factors make up an organization’s culture and how do you ensure that culture is sustainable and ethical?
Have you ever received a performance appraisal? Describe your reaction to the appraisal system. If you haven’t, please explain what appraisal process you would prefer.
As a manager, discuss what would you do if you discovered a group of employees were slaves to their placement agencies?

Offering employee benefits can be a cost-effective way to attract and motivate high-quality talent.

 
For theis week Case Study, you will review the following case study. Upon thorough review of the case study, you will answer the questions at the end of the case study.
Creative Benefits Tie Employees to the Company
Offering employee benefits can be a cost-effective way to attract and motivate high-quality talent. Some companies have discovered that benefits can be a creative way to connect their employees to the company, and in the process they improve employee retention, engagement, and productivity. Gaia Online allows employees to unleash their creative potential by decorating their office space in any way they choose. The company employs many artists and creative types, so this is a natural extension of their personalities and skills. This low-cost benefit leads to more engaged and happier employees because they can express themselves and customize their work space to their tastes.
Food and energy products company, Clif Bar, helps employees commute to work in environmentally friendly ways. The company will pay a worker $500 toward the cost of a commuter bicycle for travel to work. Employees who buy hybrid, biodiesel, or natural gas engine automobiles can get up to $6,500 from the company. The company philosophy includes making employees healthier and more relaxed, an extension of its product line of healthy foods and snacks.
Imagine hanging fabulous art in your home for a fraction of its cost. If you work at the University of Minnesota Twin Cities’ Weisman Art Museum, you can rent artwork for $40 per year and hang it in your home to enjoy. The museum makes pieces available to students and employees so that it can be appreciated and valued. It’s a small price to pay for building the connections between employees and the museum.
Netflix empowers employees to manage their work schedules without micro-managing their time. Unlimited vacation is provided to employees with the requirement that they get their work done. Performance isn’t measured by hours in the seat, but by end results. Employees must work effectively and produce expected outcomes. But no one makes them track hours or come to the office for “face time”. Netflix management demands outstanding performance in exchange for this flexibility and routinely terminates employees who are “adequate” performers.
These are examples of unique benefits that companies have implemented to more closely tie employees to the company’s mission and strategy. Creative benefits can be designed in ways that reflect the company’s culture and philosophy. By offering employees benefits that reinforce the company’s values and strategies, employees are more likely to remain engaged and productive.
Case Study Questions
1. What are the advantages and disadvantages of offering unique and creative benefits to employees?
2. How would an organization determine the types of benefits that employees might want? What methods of collecting this information would you recommend a company use if the goal is to enhance the employer’s ability to attract and retain high-quality talent?
3. What are the pros and cons of allowing individual managers to design and offer creative benefits to their employee group? How would it impact overall company morale if the benefit offerings are not universal?
It is not sufficient to state your opinions alone; you must back up your responses by applying human resource management concepts from the text with the case data that supports your findings. By writing your responses to the case study, you will be required to demonstrate how to integrate human resource management concepts with the case data, conduct research using the GMC Library, and properly cite sources using APA Style. You will be responsible for using a minimum of 2 scholarly/peer-reviewed sources. Textbooks are not considered scholarly/peer-reviewed sources; however, they may still be included as a supplemental reference.
The case study should have an APA title page and an APA reference page. The APA title page and APA reference page DO NOT count towards the minimum page requirement! Your body of work needs to be a minimum of 1 complete page in length.