The Toyota Production System (TPS) is an integrated socio-technical system, developed by Toyota, that comprises its management philosophy and practices. The TPS organizes manufacturing and logistics for the automobile manufacturer, including interaction with suppliers and customers. The system is a major precursor of the more generic "Lean manufacturing." Taiichi Ohno, Shigeo Shingo and Eiji Toyoda developed the system between 1948 and 1975. Originally called "Just In Time Production," it builds on the approach created by the founder of Toyota, Sakichi Toyoda, his son Kiichiro Toyoda, and the engineer Taiichi Ohno.
The founders of Toyota drew heavily on the work of W. Edwards Deming and the writings of Henry Ford. When these men came to the United States to observe the assembly line and mass production that had made Ford rich, they were unimpressed. While shopping in a supermarket they observed the simple idea of an automatic drink resupplier; when the customer wants a drink, he takes one, and another replaces it. The principles underlying the TPS are embodied in The Toyota Way. GoalsThe main objectives of the TPS are to design out overburden (muri) and inconsistency (mura), and to eliminate waste (muda).
The most significant effects on process value delivery are achieved by designing a process capable of delivering the required results smoothly; by designing out "mura" (inconsistency). It is also crucial to ensure that the process is as flexible as necessary without stress or "muri" (overburden) since this generates "muda" (waste). Finally the tactical improvements of waste reduction or the elimination of muda are very valuable. There are seven kinds of muda that are addressed in the TPS: 1. Over-production
2. Motion (of operator or machine) 3. Waiting (of operator or machine) 4. Conveyance 5. Processing itself 6. Inventory (raw material) 7. Correction (rework and scrap) The elimination of waste has come to dominate the thinking of many when they look at the effects of the TPS because it is the most familiar of the three to implement. In the TPS many initiatives are triggered by inconsistency or overburden reduction which drives out waste without specific focus on its reduction. OriginsThis system, more than any other aspect of the company, is responsible for having made Toyota the company it is today. Toyota has long been recognized as a leader in the automotive manufacturing and production industry.
Toyota received their inspiration for the system, not from the American automotive industry (at that time the world's largest by far), but from visiting a supermarket. This occurred when a delegation from Toyota (led by Ohno) visited the United States in the 1950s. The delegation first visited several Ford Motor Company automotive plants in Michigan but, despite Ford being the industry leader at that time, found many of the methods in use to be not very effective.
They were mainly appalled by the large amounts of inventory on site, by how the amount of work being performed in various departments within the factory was uneven on most days, and the large amount of rework at the end of the process. However, on a subsequent visit to a Piggly Wiggly, the delegation was inspired by how the supermarket only reordered and restocked goods once they had been bought by customers. Toyota applied the lesson from Piggly Wiggly by reducing the amount of inventory they would hold only to a level that its employees would need for a small period of time, and then subsequently reorder.
This would become the precursor of the now-famous Just-in-Time (JIT) inventory system. While low inventory levels are a key outcome of the Toyota Production System, an important element of the philosophy behind its system is to work intelligently and eliminate waste so that inventory is no longer needed. Many American businesses, having observed Toyota's factories, set out to attack high inventory levels directly without understanding what made these reductions possible. The act of imitating without understanding the underlying concept or motivation may have led to the failure of those projects. Principles Main article: The Toyota Way
The underlying principles, called the Toyota Way, have been outlined by Toyota as follows: * Continuous ImprovementChallenge (We form a long-term vision, meeting challenges with courage and creativity to realize our dreams.) * Kaizen (We improve our business operations continuously, always driving for innovation and evolution.) * Genchi Genbutsu (Go to the source to find the facts to make correct decisions.)
* Respect for PeopleRespect (We respect others, make every effort to understand each other, take responsibility and do our best to build mutual trust.) * Teamwork (We stimulate personal and professional growth, share the opportunities of development and maximize individual and team performance.)
External observers have summarized the principles of the Toyota Way as: 1. Base your management decisions on a long-term philosophy, even at the expense of short-term financial goals. The right process will produce the right results1.Create continuous process flow to bring problems to the surface 2. Use the "pull" system to avoid overproduction
3. Level out the workload (heijunka). (Work like the tortoise, not the hare.) 4. Build a culture of stopping to fix problems, to get quality right from the first 5. Standardized tasks are the foundation for continuous improvement and employee empowerment 6. Use visual control so no problems are hidden
7. Use only reliable, thoroughly tested technology that serves your people and processes. 8. Add value to the organization by developing your people and partners1.Grow leaders who thoroughly understand the work, live the philosophy, and teach it to others. 9. Develop exceptional people and teams who follow your company's philosophy. 10. Respect your extended network of partners and suppliers by challenging them and helping them improve. Continuously solving root problems drives organizational learning1.
Go and see for yourself to thoroughly understand the situation (Genchi Genbutsu, 現地現物); 11. Make decisions slowly by consensus, thoroughly considering all options (Nemawashi, 根回し); implement decisions rapidly; 12. Become a learning organization through relentless reflection (Hansei, 反省) and continuous improvement (Kaizen, 改善). The Toyota production system has been compared to squeezing water from a dry towel. What this means is that it is a system for thorough waste elimination.
Here, waste refers to anything which does not advance the process, everything that does not increase added value. Many people settle for eliminating the waste that everyone recognizes as waste. But much remains that simply has not yet been recognized as waste or that people are willing to tolerate. People had resigned themselves to certain problems, had become hostage to routine and abandoned the practice of problem-solving. This going back to basics, exposing the real significance of problems and then making fundamental improvements, can be witnessed throughout the Toyota Production System.
Results Toyota was able to greatly reduce leadtime and cost using the TPS, while improving quality. This enabled it to become one of the ten largest companies in the world. It is currently as profitable as all the other car companies combined and became the largest car manufacturer in 2007. It has been proposed that the TPS is the most prominent example of the 'correlation', or middle, stage in a science, with material requirements planning and other data gathering systems representing the 'classification' or first stage.
A science in this stage can see correlations between events and can propose some procedures that allow some predictions of the future. Due to the success of the production philosophy's predictions many of these methods have been copied by other manufacturing companies, although mostly unsuccessfully. Also, many companies in different sectors of work (other than manufacturing) have attempted to adapt some or all of the principles of the Toyota Production System to their company. These sectors include construction and health care.
Toyota’s Global Competitive Advantage
Toyota’s global competitive advantage is based on a corporate philosophy known as the Toyota Production System. The system depends in part on a human resources management policy that stimulates employee creativity and loyalty but also on a highly efficient network of suppliers and components manufacturers.
* Employee Empowerment: Average Annual Results
* More than 700,000 improvement suggestions were submitted by Toyota's employees.
* That is an average of over 10 improvement suggestions per employee per year.
* Over 99% of suggestions were implemented.
* The Toyota Way: 14 Principles
Corporate Culture The fundamental reason for Toyota's success in the global marketplace lies in its corporate philosophy – the set of rules and attitudes that govern the use of its resources. Toyota have successfully penetrated global markets and established a world-wide presence by virtue of its productivity. The company's approach to both product development and distribution is very consumer-friendly and market-driven.
Toyota's philosophy of empowering its workers is the centrepiece of a human resources management system that fosters creativity, continuous improvement, and innovation by encouraging employee participation, and that likewise engenders high levels of employee loyalty. Knowing that a workplace with high morale and job satisfaction is more likely to produce reliable, high-quality products at affordable prices, Toyota have institutionalized many successful workforce practices. Toyota has done so not only in its own plants but also in supplier plants that were experiencing problems.
Although many car manufacturers have earned a reputation for building high-quality cars, they have been unable to overcome Toyota's advantages in human resource management, supplier networks and distribution systems in the highly competitive car market. Much of Toyota's success in the world markets is attributed directly to the synergistic performance of its policies in human resources management and supply-chain networks. Five Ss The Five Ss refer to the five dimensions of of workplace optimization: Seiri (Sort), Seiton (Set in order), Seiso (Shine), Seiketsu (Standardize), and Shitsuke (Sustain)... More