Toyota's

success

Human

capital

and

employee

motivation

Employee motivation can be divided into two things: First , the motivation that comes from within the employees themselves or referred to as Intellectual Capital . Second , the motivation that comes from companies such as devices that improve the IC is referred to as structural capital . Both are intangible assets that determine the fle ibility of an organi!ation . Some of the ma"or factors that can affect the performance of the employee in doing his "ob , among others, motivation , ability , and wor# environment . $erson%s behavior in activities or wor# can arise because of the motive & motive are the way of behavior' . (otivation is essentially a mental state that encourages a person to perform an action & action ) activities' and the strength & energy ' that leads to the achievement of re*uirements . +or# motivation is something that causes or boost morale . Encouragement or morale greatly influenced by the supervisor ) leader , co,wor#er , physical facilities , policies ) rules , rewards , "ob type , and challenges . -he urge and desire someone as a motivator is something that can not be observed , but can only be inferred . -here are several factors that can affect the performance of employees in their wor# , such as motivation , ability , and wor# environment . (otivational factors have a direct connection with the employee %s performance , while environmental factors and the ability to wor# has no direct relationship with performance . Both factors and the ability of the wor#ing environment is very influential presence on employee motivation so as to improve performance must begin with how to build and improve his motivation . .iving encouragement and motivation of a leader is important , and this is reinforced by the theory of (c .regor / . +hereas, according to (c .regor , an employee must be closely monitored , given the tas# of clear and detailed , and reward & reward ' if successful , impose penalties &punishment ' if made a mista#e . -his reinforces the theory that an employee often la!y , the wor# would rather be governed , controlled , do not want to be responsible , "ust oriented material. +hile in theory the other & theory 0 ' (c .regor also said that employees basically consider wor#ing as usual and natural activity . (otivation is essentially a mental state that motivates an action & action ) activities' and the strength & energy ' that leads to achievement needs , satisfaction, or reducing imbalances . -hus it can be said that wor# motivation is something that causes or boost morale . (otivation is a process to try to influence someone to do something that we want . 1ccording Barelson and Steiner said that the term motive as a state within a person &inner state ' that encourage , enable , or deploy & hence the 2 motivation 2 ' , and directing or channeling behavior toward goal . (otivation means a condition that encourage or cause someone to do something acts or activities that ta#e place consciously . Ford does not emphasi!e the influence of human capital in the process of carrying out their wor# . -hus, Ford wor#ers are not too enthused and sought after by other companies . In contrast to -oyota , -oyota employees were targeted by various companies from almost all #inds of industries around the world for their e pertise . 1nother difference is -oyota%s -$S system and pull ,based 3I- & 3ust,In , -ime ' and #ai!en system , while Ford uses F$S based on -$S and encourage strategies to build a system saham.$rodu#si and -oyota manufacturing system utili!ed by Ford . Initially , Ford%s system utili!es a built , to,stoc# as a competitive advantage , but because of the demands of the industry and the lagging performance of the company , the company has started to restructure Ford%s supply chain practices to lower costs & Chappell 4556' .

7perationally , -oyota always comes down to the philosophy of the -oyota +ay -oyota which is a noble values . -he -oyota +ay , among others, are supported by the principle of Continuous Improvement & 8ai!en ' and 9espect for $eople . -oyota always loo#ing to develop and improve the company%s performance , and appreciate the people around because the #ey to success lies in teamwor# , as well as the individuals within it . -hese values are then implemented through -oyota Business $ractices in the day,to, day activities . 9eputation assessment criteria were applied as :uality , $erformance , 9esponsibility , and 1ttractiveness , supported by some measurement attributes in the form of innovative and high *uality products , good management , able to follow the dynamics of the industry and mar#et , have a high social responsibility , the ideal wor# climate , as well as the trust of the employees to the loyal customers of a company . ;ot escape , a good company is able to pass on the values of the company to all employees . -oyota reali!ed that the employee is an asset that is essential for the enterprise is characteri!ed by the varying positions without varying positions without discrimination types #elamin.<i addition, the wor#ing environment is also an important factor for human resource management , as the -oyota creates a harmonious wor#ing atmosphere , fair , transparent and conducive . In addition to maintaining relationships with employees , -oyota also maintain the relationship between employees and their families by doing a variety of activities including: , Employee gathering , this event provides an opportunity to all employees of -oyota to meet each other and familiari!e themselves . , Family gathering , to create a sense of family among employees with families . In the field of employment , -oyota also has programs to improve the welfare of its employees , among others : = . Car on (otorcycle 7wnership $rogram , the program is given to employees with certain groups as a form of reward for performance is achieved . 4 . >ealth and hospital benefits , medical benefits provided to all -oyota , and routinely conduct medical chec#up for employees with appropriate parameters denagn wor#place ha!ards . ? . >ousing allowance , -oyota facilitate the provision of ban# loans for home ownership . @ . $ension fund , each employee be included in the pension plan in addition to Social Security program . A . $re,retirement , preparing employee pensions in order to en"oy a better retirement with the training provided through the (anagement <evelopment . In addition to these programs , there are also regular programs every year that the grant of awards to e emplary employees , high performing employees and certain employees with tenure . -he social welfare programs are routinely evaluated by the company by way of conducting a survey to all employees . Customers also one of the sta#eholders are included in the CS9 management , where success is achieved than#s to the confidence of consumers for goods and services provided, and therefore , -oyota is also providing services and providing the best product for consumers , either in the form of goods or services . In fulfillment of the rights of consumers , -oyota gives :

, Security of consumers towards the product . -oyota is committed to release products that are environmentally friendly and safe for consumers , so very concerned about the safety of -oyota consumers against the use of goods and services so as not to harm consumers , and conse*uently the raw materials and the production process is considered by -oyota . , $rovide information and education to consumers . -oyota see#s to provide correct and clear information so that consumers can obtain the ma imum value of the usability of the product . , Bisten to opinions and complaints of consumers . Satisfaction and consumer confidence is the #ey to the success of -oyota%s business , in order to improve the *uality of the product . , Best service . Customer satisfaction should come first, therefore -oyota providing e cellent service to customers .