Organisational Behaviour at Tesla

Organisational Behaviour at
Tesla

TABLE OF CONTENTS
INTRODUCTION...............................................................................................................3
MAIN BODY.......................................................................................................................3
Culture Tesla follows......................................................................................................3
Organisation's culture impacts on communication at Tesla...........................................4
Role of culture in employee motivation at Tesla............................................................5
Tesla using culture to enhance its success...................................................................7
CONCLUSION...................................................................................................................8
REFERENCES................................................................................................................10
Books and Journals......................................................................................................10
Online...........................................................................................................................10

INTRODUCTION
Tesla is car producing company who's current CEO is Elon Musk. Tesla's recent
products include electric cars, batteries and other related products. Company aims in
transforming travel style for people completely. It's main focus is to utilize electricity.
Tesla produces undoubtedly innovative products and is committed in changing world
technology and introducing line of fast charging sustainable batteries. Organisational
behaviour shows how people interact in a group and is used to make business run more
effectively (Gayathri and Kumari) This method helps focus on improving job
performance, job satisfaction, uplift leadership and encouraging innovation.
Organisational behaviour can be used to solve improve performance of organisation
and to solve issues like, lack of direction, handling conflicts, poor communication and so
on.
MAIN BODY
Culture Tesla follows
Hofstede provided several components explaining culture in an organisation. It is
used to understand difference in culture showed by different countries. He made
different categories to define culture for an organisation like Tesla.
Power Distance Index: It gives degree up to which power can be accepted. It
shows how much less powerful people can expect equal power distribution. Issue here
is to see how society operates with inequalities among people. High power distance
means the company culture is accepting unfairness and power differences ( Taras,
2017). They have made peace with hierarchical order and their positions and no further
justification is given. Whereas, low power distance shows that organisation encourages
decentralized decision making, healthy participation and importance on power
distribution.
Individualism: It is about importance of individual or group interests.
Individualism versus Collectivism shows the degree up to which society divided into
groups and their dependence on such groups. Individualism shows greater importance
when achieving personal growth. High Individualism defines loose social frame work,
individuals take care of just themselves there's more of 'I'. On the other hand, in

collectivism importance is more on goals and good of the whole group at unquestioning
loyalty. Here, self-image is defines as 'WE'.
Uncertainty avoidance index: It evaluates the extent to which uncertainty can
be tolerated. Its impact on forming new rules is also considered (Dimitrov, 2018) How
society deals with the idea that future is unknown, is the issue here. High uncertainty
avoidance shows less tolerance for uncertainty and risk taking factors. Unknown is
handled with rules and regulations, they maintain codes of belief. Low uncertainty
avoidance gives high tolerance for uncertainty or ambiguity. They have more relaxed
attitude where practice is more than principles and the need for rules is less.
Orientation: In this method, short term pain is embraced for long term gain.
Every company has to maintain the link between its past when dealing with present and
future challenges. Long time orientation focus on future and not on short term success.
They emphasise on perseverance and long term growth (Talalova and Werthschulte,
2020). Short time orientation considers near future involving short term gratification and
more importance to present than to future. They give quick results and shows respect
for tradition.
Masculinity versus Femininity: This is about the values that are more
important for the society. Masculinity side represents distinct gender roles, heroism,
material achievement, assertiveness and rewards for success. Society at large is very
competitive. On the other hand femininity stands for preference for modesty, caring for
weak, fluid gender roles, nurturing, and focus on quality of life. Here, society is more
consensus oriented. Masculinity versus femininity are related to tough versus tender
culture.
Indulgence versus Restraint: It is a new dimension of model, extend to which
people try to control their impulses, allows gratification of basic human desires of
enjoying life and having fun. Weak control is called indulgence and strong is restraint
and culture can be both. Restraint as the name suggests sands for suppressing
gratification needs by strict social norms.