Dynamic Strategy and Disruptive Innovation

Dynamic Strategy and Disruptive
Innovation

Company Introduction
1. Internal perspective- Culture
Human Resource
Structure
Resource allocation
Recommendations
2. External Perspective-
Stakeholders and Shareholders
Regulatory conditions
Recommendations
3. Marketing Perspective-
Customer-related factors
Systems
Recommendations
4. Technology- Innovative Culture
R&D Teams
Recommendations
5. Leadership- Different
experiences
Intelligence
Culture Change Capabilities
Recommendations
Table of Contents

Company Introduction
•Tesla Motors was founded in the year 2003 by Marc Tarpenning and Martin
Eberhard, two American entrepreneurs in Silicon Valley (Stringham, Miller and
Clark 2015).
•The company was formed for manufacturing of an electric sports car.
•The company was named after Nikola Tesla, the well-known engineer and
inventor of AC and induction engines.
•The main aim of these entrepreneurs is to prove that the electric cars can be
better than the gasoline powered ones.
•The overarching objective of the company is expediting the move to a
sustainable and solar electric economy from a mine-and-burn hydrocarbon
one. At present, Elon Musk is the CEO of Tesla Inc.

1. Internal Perspective
Culture
• Tesla Inc. has innovative problem solving organisational culture.
• The company motivates the employees for the development of some
profitable solutions for the present and developing issues in the target
market.
• This organisational culture is employed by the company in the
development of advanced electric vehicles for solving the environmental
issues faced by the automobiles that have internal combustion engines
(Weick and Jain 2014).
• There are six major features in the Tesla’s organisational culture and
they are-
• Move fast
• Constantly innovate
• Do the Impossible
• Think Like Owners
• We are ALL IN
• Reason from “First Principles”

• By means of its corporate culture, the company maintains the
HR capabilities important in its continuous growth in the
international market for the electric batteries, solar panels and
automobiles.
• HR is at the top of the corporate hierarchy of Tesla Inc.
• The HR management of Tesla comprises of training programs
for orienting the employees for the “First Principles” feature of
the organisational culture (Biggs, Bussen and Ramsey 2019).
• Employee diversity is great at Tesla. It views engagement as
more than ‘nice to have’.
• It uses formal and structured interviews.
• The company is highly concerned regarding performance
issues in the fields of work quality and work behaviours.
Human Resource

• Tesla has a functional or Unitary-form organisational
structure (Thierfelder et al. 2014).
• It uses the organisational function as the major defining
factor.
• Global centralisation, global hierarchy and minimum
regional divisions are the three significant characteristics of
the organisational structure of Tesla.
Structure