Tesla: Employee Perception, Job Satisfaction and the MARS Model

This report provides an in-depth analysis of Tesla's organizational behavior, examining its organizational effectiveness, and the factors influencing employee perception and job satisfaction. It explores the application of the MARS model (Motivation, Ability, Role Perception, and Situational Factors) to understand individual behavior and performance within the company. The report highlights the challenges Tesla faces regarding employee well-being, including issues related to working hours and health, and suggests strategies for improving employee perception and satisfaction. It concludes by emphasizing the importance of organizational behavior principles and the MARS model in achieving company goals and objectives. The report is a contribution to the Desklib platform, offering valuable insights into the automotive industry's organizational dynamics.

The reveal of Tesla worker
about pain, injuries and
stress

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Organisation effectiveness..........................................................................................................1
The Mars Model of individual behaviour and performance.......................................................2
Improve perception.....................................................................................................................3
Job satisfaction ...........................................................................................................................4
CONCLUSION................................................................................................................................4
REFRENCES...................................................................................................................................5
.........................................................................................................................................................5

INTRODUCTION
Organisation behaviour is the academic study of the way people act within group.
Principles of respective are implemented to make business operation more effectively (Baur and
Haase, 2015). In simple term, each and every employee have their important role in building
positive organisation behaviour. This assignment is based on Tesla which is automotive industry
organisation founded in 2003 and they are serving at worldwide level. Headquarters of Tesla is at
Palo Alto, California, United States as well as they are offering electric vehicles and Tesla
Energy. This assignment will going to discuss organisation effectiveness. Along with, Mars
model of individual behaviour and performance. Further more, improving perception of staff
members towards organisation and their job satisfaction. For becoming an successful electric
vehicle manufacturer as well as taking better place within market area Tesla introduced Giant
robots named after X-Men shape and fold sheets of metal inside a gleaming white Mecca of
advanced manufacturing.
MAIN BODY
Organisation effectiveness
Organisation effectiveness is the term defined as the efficiency with that an business is
able to meet their objectives. In simple term, organisation which produce a desired effect without
any wastage. Organizational effectiveness is about each staff member is doing everything they
know how to do and doing it well (Kumar, Kumar and Dilip, 2019). In other words
organizational efficiency is the capacity of an company to produce required outcomes with a
minimum spending on time, energy, money, man force, material resources and so on. Tesla is an
automotive industry organisation which deals in electric vehicles as well as Tesla Energy. They
are using giant robots named as X-Men shape and fold sheets of metal inside a gleaming white
Mecca of advanced manufacturing. This is their organisation effectiveness which assist in taking
better place in market as well as also in competing with Ford and General Motors. Because there
is requirement of bringing something new that will assist in taking better place within
competitive business environment. Along with this, help in achieving goals and objectives in
effective manner.
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The Mars Model of individual behaviour and performance
MARS model of individual behaviour and performance is the framework which seeks for
elaborating individual behaviour as a result of internal as well as external factors or influences
combined together. Here, MARS stands for motivation, abilities, role perception and situational
factors (Tavor And et.al., 2016). All these are marked as major factors for analysing individual
behaviour and results. Respective model will be implemented in several situations of Tesla but it
is mainly applied within management, industrial psychology or organisational behaviour studies.
According to MARS model these four factors have mixed impact on performance of individual
within organisation. If anyone of these factor is weak then result in decreasing level of
performance. For instance, passionate salespeople who have idea about their duties as well as
have enough resources for performing it but will not perform their jobs in effective manner due
to lack of enough knowledge and sales skill. Thus, the Container Store and other organisations
which excel in customer service have to pay attention on all these four factors of MARS model.
(Source: Mars Model of Individual Behaviour, 2019)
Motivation is the first factor of MARS model which is described as an internal forces
which directly given impact on direction, intensity and endurance of individual voluntary choice
of behaviour (De Schotten and Shallice, 2016). Here, direction are focused by goals, intensity
bulk of effort allocated and persistence is the time taken for the effort to be exerted. Team leader
of Tesla encourage their team members to work efficiently and accomplish goals.
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Illustration 1: MARS Model of individual behaviour

Ability is the nature tendency as well as learning capacity required in individual for
completing a specific task in successful manner (Bramson and et.al., 2019). There are four
different parts: aptitude which is natural talent assist individual to learn things more effectively
and perform work in effective manner, learned capabilities, competencies and person job fit. For
instance, one employee of Tesla complete within 4 days but time allotted was 6 days. Thus,
respective person have ability of competing task before needed time period.
Role perception are the beliefs related to what behaviour is important to accomplishing
desired outcomes as well as have to check that everyone is clear about their role. It is necessary
for staff members of Tesla to understand the task performed, understanding related importance of
task assigned, analyse preferred behaviour required for completing respective task and clarifying
role perception. Thus, every member within Tesla have to be clear about their work allotted to
them and perform it in effective manner.
Situational factors are the environmental conditions such as team members, time bound,
budget as well as work facilities which limits or facilitates behaviour (Dey, Mukhopadhyay and
Adhikari, 2017). This factor is beyond the control within short run for staff member working in
Tesla.
Improve perception
Employees working in Tesla don't have their good perception towards organisation
because of the work load and their working hours. All these result in major health issues such as
fainting spells, dizziness, seizures, abnormal breathing and
chest pains (Thuy, 2017). Thus, staff members have negative perception towards respective
organisation which may result in employees turnover ratio as well as dissatisfaction from job. So
it is important for Tesla to improve perception of their staff members by giving them better
facilities like proper working hours, extra pay for overtime, take care of their health issues, treat
them as human beings instead of machine.
There are some ways through which organisation can improve perception of their staff
members towards organisation. Like, timely solve issues of personnel through which they are
going on as well as have to keep every team member in loop while making every type of
decision. So that, perception can get improve and employees retain within Tesla for long term
and help in accomplishing goals and objectives of company within effective manner.
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Job satisfaction
Job satisfaction is very essential for the employees as well as organisation in order to
ensure the smooth flow of business operations (He, Wu and Zheng, 2016). When the employees
of an organisation are satisfied with their working or job, then they can contribute better efforts
to the organisation's development as well as can serve the customers properly without any issues.
The managers of the company needs to ensure that the employees are motivated in their working
for ensuring that they are satisfied with the job and their working at the workplace. Satisfied
employees is also the key to success for an organisation as they perform their work with the
required efficiency when they are motivated in their working. Employees working in Tesla are
not satisfied with their job because they are doing extra work which result in negative impact on
their health, fainting spells, dizziness, seizures, abnormal breathing and
chest pains. Ambulance has been called more than 100 times in a day for employees so that
treatment can provide to them as well as they again started doing work (Abyad and et.al., 2016).
All these situation result in dissatisfaction of staff members from their job roles. Thus, for
providing satisfaction to staff members Tesla have to take some major steps such as limited
working hours, bonus, holidays, extra pay for overtime and so on.
CONCLUSION
From the above discussion it has been concluded that, organisation behaviour depend on
the staff members behaviour towards company and how they are dealing with things. Along with
this, organisation effectiveness help company in accomplishing their goals and objectives within
effective manner. Tesla is using giant robots for gaining better position in the market area and
achieving their goals. But employees are doing work hard for this which result is negative
perception as well as dissatisfaction from job. To come out with this Tesla has taken some major
steps which result in improving perception and gaining job satisfaction. In addition to this
MARS is model which help in developing individual performance as well as performance while
working in an organisation.
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REFRENCES
Books and journal
Baur, A. and Haase, H.M., 2015. The influence of active participation and organisation in
environmental protection activities on the environmental behaviour of pupils: Study of a
teaching technique. Environmental Education Research. 21(1). pp.92-105.
Kumar, P., Kumar, S.S. and Dilip, A., 2019. Effectivness of the Adoption of the XBRL Standard
in the Indian Banking Sector. Journal of Central Banking Theory and Practice. 8(1).
pp.39-52.
Tavor, I. And et.al., 2016. Task-free MRI predicts individual differences in brain activity during
task performance. Science, 352(6282), pp.216-220.
De Schotten, M. T. and Shallice, T., 2016. Identical, similar or different? Is a single brain model
sufficient?. Cortex.
Bramson, B. and et.al., 2019. Human lateral Frontal Pole contributes to control over social-
emotional behaviour. bioRxiv, p.584896.
Dey, S., Mukhopadhyay, T. and Adhikari, S., 2017. Metamodel based high-fidelity stochastic
analysis of composite laminates: A concise review with critical comparative
assessment. Composite Structures. 171. pp.227-250.
Thuy, N.X., 2017. The relationship between employees' perception of corporate social
responsibilities and the role behaviors at Bosch Vietnam Co., LTD (Doctoral
dissertation, International University-HCMC).
He, G., Wu, W. and Zheng, W., 2016, September. Discussion on the Promotion Strategies for
Job Satisfaction of Teachers in Private Universities. In 2016 4th International
Education, Economics, Social Science, Arts, Sports and Management Engineering
Conference (IEESASM 2016). Atlantis Press.
Abyad, A. and et.al., 2016. Frequency of Job-Related Burn-Out in Family Physicians Working in
General-Family Practice in the Middle East. World Family Medicine Journal:
Incorporating the Middle East Journal of Family Medicine. 99(3671). pp.1-8.
Online
Mars Model of Individual Behaviour, 2019.[Online].Available
through:<https://www.tutorialspoint.com/individual_and_group_behavior/
mars_model_individual_behavior.htm>
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