Toyota Foundation in Toyota Motor Corporation Essay

Toyota Foundation in Toyota Motor Corporation - Essay Example Through the visits to the US and Europe, and the research that he carried out, Kiichiro Toyoda gained a lot of insight and knowledge about automobile production. In 1933, the Toyota Automatic Loom Works Ltd established the Toyoda automobile department. This led to the creation TMC in 1937 as a separate and independent company, with Kiichiro Toyoda as its president (Toyota Motor Corporation 1). Before becoming a separate and independent company in 1937, TMC had already produced and sold its first standard passenger car, the AA sedan, in 1936. TMC got its logo from a public competition held in September 1936, in which participants were required to design the best logo. Toyoda then changed its name to Toyota, trademarked its new name, and registered itself as the TMC in August 1937. TMC officially began its commercial production of vehicles at the Honsha plant in 1938. From September 1947, it sold its small-sized vehicles under the name â€Å"Toyopet†. The company focused on truck production during World War 2 for the Japanese army. Japan was hit by serious financial difficulties after World War 2. For this reason, TMC faced a financial crisis in 1949 that brought it to the brink of bankruptcy (Toyota Motor Corporation 1). During the financial crisis that the company faced, it only produced 300 trucks in 1950, and almost went out of business. To deal with the financial crisis, a consortium of banks lent TMC a loan to revamp itself. On obtaining the loan, the company began eliminating excess workers through layoffs and reduction of wages. In 1950, the company started the Toyota Motor Sales Company that lasted only until 1982 because it was merged with the TMC. Toyota launched the Crown Deluxe, Toyopet Master, and Toyopet Crown in 1955 (Toyota Motor Corporation 1). In 1950, Kiichiro Toyoda resigned as the president of TMC. Taizo Ishida took over the company’s presidency and was credited for focusing his efforts on investing in equipment. One such example was  when he led the establishment of the Motomachi plant.

Employment Law Essay Example | Topics and Well Written Essays - 2750 words

Employment Law - Essay Example Based on the reported facts, at the onset before Tanya was actually hired by your company, she already concealed a material information prior to her employment, which was her medical condition as she suffered from Trigeminal Neuralgia. Her present medical condition constrained her to report to daily to work if she is suffering an attack. Clearly, your company is already experiencing losses due to her absences. The constant conflict between Brian and Tanya must be resolved by the employer. Brian’s act of falsely accusing Tanya as â€Å"useless† and not being capable of carrying out her job already constitutes as a form of harassment (Isle of Wight Tourist Board v Coombes [1976] IRLR 413). As the boss of both Brian and Tanya, you are expected to resolve the friction between the two employees and to stop any form of harassment and to make sure to avoid it from happening again in the future. On the issue of incompetency of Tanya, it was recently discovered that she committe d major blunders in the company while she was still an employee because the banking records are inaccurate and what’s worse is that she even misappropriated a sum of money since the petty cash fund is short by a ?100, which was under her custody while she was still an employee. This is a gross misconduct on her part and considered as stealing money from the company. I. ANALYSIS Under the law, a constructive dismissal case will only prosper if it satisfies the requirements provided under the law. The Employee Rights Act of 1996 of Section 95(c) provides that the employee terminates the contract under which he is employed with or without notice in circumstances in which he is entitled to terminate it without notice by reason of the employer’s conduct (Employee Rights Act: 1996). In these circumstances, the employer’s behaviour constitutes a repudiation of the contract and the employee accepts the repudiation by resigning (Lewis 2009, p.210). In the case at bar, Ta nya informed the employer that she is no longer reporting to work because of the verbal conduct of Brian against her. Here, it is not the employer’s conduct or behaviour which forced Tanya to resign, but was caused by Brian’s verbal abuse on her. In all fairness to you as the employer, you made reasonable efforts to prevent the harassment from happening again by telling Brian to stop the verbal abuse on Tanya. However, Brian was still not able to resist throwing invectives against Tanya in the workplace. The day after her last fight with Brian, she immediately filed the case without going through mediation. On the other hand, under the Protection from Harassment Act of 1997, a person must not pursue a conduct (a) which amounts to harassment of another and; (b) which he knows or ought to know amounts to harassment of another (Protection from Harassment Act: 1997). Clearly, Brian is guilty of verbally abusing Tanya every time he accuses her of incompetence in from of peo ple in the office (Cortaulds v Andrew [1979] IRLR 85 ). Thus, this instance will fall as harassment on the part of Brian. As a general rule, the employer is liable for the acts of its employees under the principle of vicarious liability. However, the employer can avoid liability for discriminatory harassment if they can prove that they took such steps that were reasonably practical to prevent harassment from occurring. Furthermore, individual employees may also be liable, for