According to Yahoo Finance Toyota employs about 325,000 people and has gross sales of around $260 billion. GM has 266,000 employees and sales of about $166 billion. So, while Toyota is definitely larger, it's not even twice the size, let alone 50 times the size. Why, then, is Toyota more valuable to investors?
The answer is that Toyota actually has a viable business plan. They build reliable cars and have dedicated employees. They do this by paying them with competitive salaries, 401(k) plans and healthcare benefits, not promises that they will pay for healthcare and pensions for the rest of their lives.
When GM was running the automobile world, it promised its employees pensions and retirement healthcare benefits. While that was great at the time with no need to pay into 401(k) plans, when hundreds of thousands of employees started retiring, the costs started adding up. Sure, GM had a pension plan whereby they invested money that could then be paid back to its employees, but the problem was that they weren't planning on all their workers living into their 80s. If you only put enough money into a pension plan to cover retirement benefits for 15 years post-retirement, you are going to be woefully surprised when you have to pay those same benefits for 30 or more years. One writer estimates that GM pays $78.21 an hour per employee to cover the salary of the worker (currently $26.65 for a new worker) and all the benefits they owe their current and retired employees. In contrast, Toyota only pays $48 for comparable benefits. That means that Toyota spends $1000 less for every car they make (and these are production costs, not sales costs). And you wonder why foreign cars, including those made in the United States, seem like a better deal - it's because you're getting $1000 more car for the exact same price.
Who do we have to thank for this mess? Culprit number one would be the executives running the company for the past 60 years. Sure, it was nice to save a little at the time, but you can't promise an inexact amount of benefits for a finite amount of service. If all GM employees died the year after retirement the company would be fine, but you can't base a company's future on that supposition.
The second culprit, and in my eyes the larger culprit, is the United Auto Workers. The UAW is an organized union that "represents" the autoworkers to management. I'm sure that most people are familiar with unions and the good they have done. Unfortunately, they have turned into a nearly insurmountable strain on our domestic manufacturing.
In our modern age people are able to relatively easily move to find new jobs (you're not stuck in the town where you're born) and are able to learn skills that make them desirable as an employee to an employer. A hundred years ago this wasn't always the case and unions put some parity in the bargaining process. Now, though, companies want reliable, low-maintenance employees who do their job and earn their pay. The cost of training a new employee is such that it makes more sense to keep an employee than to hire a new person. A hundred years ago, you could learn a factory position in a day - no need to understand anything more complex than a wrench. It is in a company's best interest to keep their employees since replacing them is an added expense both in time to find a qualified employee and in the cost of training the new employee. Unions don't help that process. Instead, they now simply fight to get more and more for the workers, eventually to the point of killing the company.
While I might think that the job I do is worth $50 an hour, if any high-school drop-out can do the same thing, $12 an hour might be too much. I, though, have the option of learning new skills and becoming indispensable to my employer. I have the right to leave at any time and my employer has the right to remove me at any time. If I'm doing my job, my employer has no reason to release me and instead has a great interest in keeping me. If, on the other hand, I have learned a skill that is worth more to someone else, I should have the right to go and work for someone else. Foreign company's understand this. No foreign auto-plant in the United States has yet to unionize since their employees understand this, too. If a Toyota plant someday unionizes, I hope Toyota closes down the factory and goes back to making their cars in Japan.
Sure, the threat of a strike is pretty tough on a business that is trying to make a profit. The answer, though, is that if all your workers really aren't worth more than they already make, it's time to let them all go. See what happened when when the flight controllers went on strike. Employees can go find another job anywhere in the world and companies have the right to bring in new employees. The unions, though, found that the auto companies weren't willing to let a temporary decrease in productivity stop them from making a new deal with the unions. The company executives weren't preparing for a future when there was more competition from abroad and the unions were sucking them for all their worth. Between these two groups (short-term thinking executives and blood-thirsty unions) we have an ineffective mess in Detroit. That's why Toyota is worth 50 General Motors.
Congress wants to bailout the American auto industry. Unfortunately, they don't need a bailout, they need an overhaul. Giving them money will keep them afloat for now, but it won't help their long-term prospectuses since the benefits they promised are sticking around for decades to come. We can protect American auto making only by blocking or heavily taxing all foreign manufacturers (an already-tried isolationist mentality) or by removing the unions and treating the manufacturing positions just like every other job in America. McDonald's, Best Buy and Dell have all done pretty well without Boss Tweed-type national unions. Maybe it's time for Detroit to try the same thing.
