Car Manufacturing Units of Australia and Japan Essay

Car Manufacturing Units of Australia and Japan - Essay Example During the time of federation, Australian states were symbolised as highly integrated economies, with only a few barriers to trade, except tariff. As Forster puts it, there were free flow of labor and capital as there were no barriers, and the economic institutions operated across a number of economies. Federation removed the barrier in between the states in Australia, namely, tariffs. With time, both political and economic union mitigated the influence of other policies, which might have acted as the non tariff barriers in between the Australian states. Thus, the combined effect of reduced tariffs as well as the harmonised inter state standards drew the Australian state economies closer to one another. (Irwin D. A., December 2005) Holden was a popular name in the car manufacturing industry in Australia in the 1950s and in the early 1960s. By the middle of 1950, Holden cars were exported into Middle Asian territories and Asia-Pacific. With the expansion in the overseas, this 'all-Australian car' was the nation's pride; therefore, it dominated the car market in Australia. (General Motors Holden, (1948 - 1976). Along with Holden, Valiant was also an important car manufacturing company in Australia during 1950 - 1980. Much of their popularity can be attributed to their unique models, engines, pacer, utility and drifter that made it a truly Australian car. (Valiant, n.d.) In the year 1980, the protectionist policies were discarded and the government of Australia opened up trade and market in between Australian and Japan. DFAT or Department of Foreign Affairs and Trade declared that Australia and Japan would be partners in multinational cooperation. The new government also intensified microeconomic reforms to coastal shipping and port in Australia along with reforms in the labor market, transport, energy and communications. Australian Government also aimed at strengthening the key bilateral economic relationships with other countries, with Japan being the most important one. At that time, Japan was also undergoing major economic reforms, and Australia encouraged Japanese Government to accelerate the reforms. Right at that time, Australian exports were also shifting to manufactures and services from commodities. (Downer A, June 1996) Japan also got the contract for manufacturing the popular car - Holden, and therefore, Japan started manufacturing Holden for Australia. In the year 1987, United Australian Automotive Industries was created to control the Holden-Toyota joint venture; the GM arm of it was named as General Motors Holden's Automotive or simply, GMHA. In the year 1988, Holden continued to demonstrate its leadership with the introduction of exciting car models incorporating engineering techniques, significant design and safety innovations. However, the joint venture was dissolved in the year 1995. (Holden History, n.d.) However, the market shares of Holden reversed after the year 2000. The shares dropped significantly in the year 2006 and General Motors announced job slash along with cut back production in the South Australian Plant. Holden also

Human Resource Management regarding Coca Cola Company Essay

Human Resource Management regarding Coca Cola Company - Essay Example The personnel management accentuates the transactional leadership style where the leader is not viewed as a job-oriented individual. In this style of management, focus is directed at set procedures, completion of duties, and punishment for not performing or complying with the rules. Human aspects like consideration, concern, lenience, and personal relationships attract less attention. Human resources management, however, creates transformational leaders. This style of management seeks to promote the sharing of business goals by both management and employees. This management is workforce oriented and shares the objectives of the business with its employees. The second distinction is that in personnel management the job plan is functional. Pay policies are not based on ability and information. The value in this management is based on the duties outlined in the contract only. The human resources management encourages workforce to view the pay as a motivation to improvement of job perfor mance. The job design focuses on teamwork, job rotation and enlargement as an approach created by the human resources manager. Third, the personnel management ensures that personnel strictly follow the contract of employment. This style of management allows no room for modifications or changes in the contract outline. The human resources management employs a flexible approach to the workforce that entails open contract agreements. The employees granted the freedom to choose working systems that suit them. This style ensures that the employees are free hence more input leading to the benefit of the organization (Ster & Koster, 2007, p. 6). This style is referred to as a win-win approach. The nature of relations is also different because in the personnel management the relationship is contractual. In this management one individual hires whereas the other one performs. The human resources management focuses on sharing mission and vision associated with the achievement of the organizat