People and Organisations: Analyzing Tesla's Work and Efficiency Report

This report provides a comprehensive analysis of the work and organization at Tesla, focusing on various aspects such as organizational context, rational and social organization, power and politics, governance, organizational culture, and leadership. The report examines the impact of globalization on Tesla's operations, its approach to team dynamics, and individual motivation strategies. It explores the use of transformational leadership, the effectiveness of communication channels, and the application of motivation theories like the Two-Factor Theory. Furthermore, the report includes a reflection on group work, utilizing Kolb's Learning Cycle to evaluate the experience gained during a seminar. The analysis covers concrete experiences, reflective observations, and the application of theories like Belbin team roles and Tuckman's stages of team development. The report concludes with a personal reflection on employment, drawing insights from the overall analysis of Tesla's organizational practices.

People and
Organizations

Table of Contents
INTRODUCTION ..........................................................................................................................1
PART 1............................................................................................................................................1
Effectiveness of work and organisation at Tesla ............................................................................1
1) Organisational context.......................................................................................................1
2. The whole organisation......................................................................................................2
3) Groups and teams...............................................................................................................4
4) The individual level............................................................................................................4
PART 2............................................................................................................................................5
Reflection on group work ...............................................................................................................5
Kolb's Learning Cycle............................................................................................................5
PART 3............................................................................................................................................8
Personal reflection on employment ................................................................................................8
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisation is a basically a group of people who work together in a collaboration and
with coordination in order to attain some mutual goals and objectives. People basically represent
the individuals who work for an organisation and are directly or indirectly associated with the
functions and operations of a company (Davis, 2019). This assignment is based on Tesla Plc and
includes discussion about effectiveness of its work and organisation. For that purpose, a
discussion about impact of globalisation, together with rational and social organisation, power
and politics, governance, organisational culture and organisational leadership. Beside this,
discussion about group teams and individual motivation and job design is also included in this
assignment. At last, a reflection on group work and personal reflection on employment also form
a part of this assignment.
PART 1
Effectiveness of work and organisation at Tesla
Tesla is a well known American electric vehicle and clean energy company having its
headquarter in California, U.S. Tesla is having specialisation in electric vehicle manufacturing
and battery energy storage and also operates a multiple production and assemble plants
(Atanassova, 2019). A discussion about effectiveness of work and organisation at Tesla is
provided below:
1) Organisational context
Globalisation is a process that allow companies to gain access and reach to a new and
wider market area and also enhance the diffusion of technologies across the world. Thus,
globalisation lead to positive impact on Tesla as it has levered its production unit to develop and
manufacture advanced products and can also make use of effective channels of of
communication in order to have better interaction with customers across the world (Business
Strategy: Tesla Motors, 2020). Beside this, globalisation has also allowed Tesla to expand its
business operations across different countries of world thus, facilitates an access and reach to a
larger number of customer base. Thus, it can be evaluated that globalisation has resulted in
betterment of business operations and production function of Tesla through providing assess to
more efficient and advance technology to produce the most advanced and innovative form of
electric vehicle and power storage systems. But beside these positive impacts, globalisation has
1

also increased the level the competition for Tesla thus, lead to higher pressure on this
organisation to indulge extensively into research and development to produce superior and
exclusive electric vehicles to face competition from international organisation to attract a larger
number of customer at global level.
2. The whole organisation
The rational and social organisation
The rational organisation is mainly associated with a company that makes use of various
business tool for achieving a definable goals or set of objectives. Beside this, a Rational
organisation makes use of formal structure to define role and responsibility of each member and
employee of the organisation. Social organisation are basically the representative of relationship
between individuals and social groups (The Seven Characteristics of Rational Social
Organization, 2020). Tesla is rational social organization that rationally organize social groups to
efficiently accomplish goals creates that includes creation of bureaucratic structures,
Distinctive social institutions wherein different areas of human experience produce their own
specialized bureaucracies to perform more effectively to achieve the desired set of goals
(Chapman and White, 2019). Further, Tesla is also having all the characteristics of a rational
social organisation that includes hierarchy of authority to enforce rules and procedures together
with high level of technical competences and specialised tasks which lead better efficiency in
this organisation.
Power and Politics
Power is basically a representative the level of influence and capacity of a leader or top
authority to motivate and influence its subordinates to conduct a work as per their wish and
desires. On the other hand, politics is mainly associated with effective use of power and other
social networking channels within the organisation to achieve and attain the possible
modification and changes that benefits the organisation. In CEO of Tesla, Elon Musk is a highly
powerful and extremely influential person having all the capabilities and skills to motivate and
guide its employees (Skinner, 2019). Use of Expert power that is primary taxonomy of social
power is made by Elon Musk together with his advanced knowledge in engineering as well as
business and social interaction that makes him able to create a positive and interactive workplace
environment. Beyond this, use of inspirational appeals and reward power is made by CEO and
leader of Tesla to motivate the engineers to have better innovation and find new and superiors
2

ways of manufacturing (Power and Influence – Elon Musk, 2014). Thus, effective use of positive
power and politics is made at Tesla organisation that enhance motivation level, effectiveness and
performance of this organisation.
Governance, organisational cultures and leadership
Governance basically represent the way and manner according to which all the cations
and activities of an organisation are managed or governed. In Tesla, its CEO (Elan Musk) and
board of directors are exclusive responsible and accountable for the performance and
conformance of organisation. The board of directors and leaders of Tesla company sets and
formulates high standard for its employees and officers to meet the criteria of sound corporate
governance (Resnick, 2019). Use of various procedure, methods and standards are made within
the Tesla to serve prudent fiduciary for shareholders and to have better control over management
of and activities. Beside this, these set of standards and guidelines are timely modified by board
of directors and leaders in order to keep a balance with dynamic business environment and fulfil
the criteria of applicable laws and regulation in best interest of company. Further, Innovative
problem solving organisational culture is made by Tesla as this type of culture facilitates better
motivation in employees in order to develop more effective and profitable solutions for current
and emerging issues and problems (Tesla Inc.’s Organizational Culture & Its Characteristics
(Analysis), 2019). In order to maintain its effectiveness and enhance its performance, the
innovative problem solving organisational culture of Tesla includes six main principles, i.e.
move fast, perform the impossible, continuously innovative and develop better skills, think with
more mindfulness and innovatively and work together as a team.
The innovative problem-solving organizational culture of Tesla facilitates a more
systematic and creative way for better solution thus, enhance performance and efficiency level of
organisation through providing better motivation and freedom to employees to have better
innovation and creativity thus, enhance the chances of survives and prosper for Tesla (Nissen,
Tallyn and Symons, 2019). Beside this, use Transformational leadership style is made by Elon
Musk within in Tesla inc (The Transformational Leadership Style of Elon Musk, 2019). Use of
transformational leadership style has facilitated more efficiency and success for Tesla as it
facilitates timely identification of needed changes, creation of better vision and effective
guidance and inspiration for employees that lead to enhancement in performance and overall
growth. Beside this, it also facilitates better creativity and collaboration within Tesla and
3

encourage innovation and creativity through setting high standards and putting right people at
right place, thus ensures efficiency and better result for Tesla.
3) Groups and teams
The teams of Tesla are highly effective and having high performance as all the team
members and groups are allowed to share their good suggestion and view point directly and
efficiently for betterment of organisation. Beside this, direct communication across various
teams and departments is also allowed that facilitates better discussion and transfer of relevant
information across the Tesla thus, reduce and eliminates the chances of all chaos and confusion
that lead to its success and high performance (Chen, 2019). Beside this, various virtual teams are
also exist in Tesla as it is big manufacturing business that employees thousands of people at
multiple location. Thus, virtual teams facilitates better commination and coordination through
making effective use of communication technology in order to keep a proper balance and
coordination among various activities that facilitates more efficiency and higher performance
within Tesla.
4) The individual level
At individual level, various steps and efforts are made by Tesla to motivate and properly
direct its employees. Use of various motivation theories like Two factor theory and reward
policy are made to direct and provide internal motivation in employees that improve their
performance and overall efficiency (Higgins and Pinelli, 2020). Timely rewards, extra incentives
and other perks are provided to workforce on the basso of their performance that lead to more
creativity and innovation in Tesla. Further, the job roles and duties of each individuals and
employees is clearly stated that remove the chances of confusion and chaos among employees.
Clear and proper job design and scalar chain of accountability and responsibility beings more
transparency and clarity at workplace that enhance and improve the overall motivation and
performance level of employees of Tesla together with overall improvement in efficiency of
Tesla company.
4

PART 2
Reflection on group work
In order to reflect on the experience gained while working as a group member in this
nodule within the seminar, use of Kolb's Learning style is made a description of which is
provided below:
Kolb's Learning Cycle
It is basically a goal oriented approach and behaviour learning theory that value and
emphasis on process and ongoing nature of learning through highlighting the importance of
reflection component in learning cycle (Zigan, Heliot and Le Grys, 2019). A description about
various stages of Kolb's experimental learning cycle is provided below in order to reflect on
experience gained while working in a group.
Concrete Experience- This reflection is based on my experience gained while engaging
in an seminar which is based on evaluating information about rework efficiency and organisation
of Tesla company. I worked as a member of group that has prepared a module within the
seminar. It is basically a group activity that includes various experience while working in a
group, its formation, group dynamics and balance of team roles, etc.
5

Illustration 1: Kolb's Experiential Learning cycle, 2019
(Source: Illustration 2: Kolb's Experiential Learning cycle, 2019)
Reflective Observation- Various experience and understanding had been developed by
me while taking part in this seminar and working as group member. Use of various theories like
Belbin team role are made in order to properly specify and bifurcate various responsibilities and
role among team member in order to maintain the efficiency and better performance of team
without any kind of overlanding of work. I have learnt that there is a different between group and
teams and both concept are not idealogical . A group is basically a collection of people who
make efforts to coordinates and have balance among their individuals efforts in order to achieve
desired goals (Alasuutari and Qadir, 2019). On other hand, team is a group of people who have a
common and mutual team purpose and a set of challenging goals to achieve. Thus, it has been
learnt and experienced by me that members of teams are mutually connected with their shared
beliefs and have more commitment towards their goals and each other. Further, to have better
balance among team roles use of effective communication channels was made by group leader
that facilitates transparency and clarity in work. Further, it has been observed by me that their are
various stages of group formation that ensures formation and development of more effective
group. Use of Tuckman theory of team development was made by group leader to ensure proper
orientation and introduction among group member together with storming and norming stage that
6

facilitated better cooperation and integration among group members to achieve desired
objectives on time. Finally, the stages of group formulation includes performing and adjourning
stages to ensure proper execution and implementation of plan and strategies in order to maintain
the efficiency of overall group work. Beside this, it has been also observed and learned by me
that asch effect and group-think are two different phenomenons of social psychology. Group-
think is associated with proper discussion and sharing of opinion and views before reaching any
conclusion or decision (Nafchi and Mohelská, 2019). On contrary, Asch effects includes
tendency of people of just following the decisions of group even of those decisions are not
suitable for betterment of performance or achievement of goals. It was experienced by me that in
my group, more emphasis and importance is given to group think and all the decision are made
after proper discussion and meetings that facilitated better creativity in group members.
Abstract Conceptualisation- From this group activity a larger number of skills and
knowledge had been gained by me that enhanced my knowledge about various group dynamics
and high performance team. I have gained very positive experience while working for this group
and the leader of my group was very polite and made use of democratic leadership styles that
ensured proper participation of all group members that lead to better learning and contribution.
During this seminar I have evaluated that my team management and bonding skills got improved
and I got better understanding about various concepts of team roles and development that
enhance my leadership skills (Mowles, 2020). Further, emphasis of my group on effective
discussion and group think has enhanced my creativity and innovation level. Thus, it can be
evaluated by me that overall the performance of my team was good and lead to improvement in
my skills and competencies.
Active experimentation- While participating in this group activity, I encountered a large
number of experience that test my skills and competences. Thus, I have found out various areas
where improvements can be made to have better performance. Use of Belbin team role and
Tuckman theory are effective in formation and leading cooperation in group, but my team was
actually facing problem in effective time management and optimum use of resources. Thus, to
have improvement in time management and ensure better efficiency in group use of Gantt chart
or other effective time management tool can be made in future (Roberts, 2019). Further, for
optimum utilisation of resources and better bifurcation of work use of work breakdown structure
7

can also be made by group leader. Further, adoption of more efficient communication channels
can also be made to have improvement in overall group performance.
PART 3
Personal reflection on employment
On the basis of my experience from this module, it can be reflected that an organisation
that is having a more democratic and participative leadership and management styles would
attract me more as it facilitates better motivation and opportunity show and effectively use my
creativity. An organisation that is having reward policy and facilitates wider scope for growth are
more attractive and yield better growth opportunity for me (Neeley, 2019). I would be more
productive in an organisation with democratic and reward policy as it lead to better motivation to
perform effectively in order to get better appraisal and rewards. Further, these organisation also
support enhancement in my skills and creativity through providing timely training and other
development programmes that are more beneficial for me as compared to other organisation. On
contrary, an organisation that makes use of autocratic leadership style together with use of
coercive power are less productive and engaged for me as they restrict the level of growth and
creativity and employees are pressurised to follow the order thus, lead to a negative mindset that
hamper the performance and productive of employees. In an organisation that have democratic
leadership approach provide better human relationship and engagement through participative
approach and effective communication. Beside this, it also facilitates better and innovative
organisational behaviour through effective discussion and sharing of view points among
employees.
A positive attitude and personality provides better work experience and motives an
employees to have continuous development and enhancement in its employability skills. It has
been evaluated by me the a learning mode and characters strength personality traits are beneficial
and suitable to have effective experience in work as it facilitates better improvement and
enhancement personality ( Ray, 2019). The behaviour and level of motivations also reflects the
personality and work experience of an employees as polite and friendlily behaviour ensure better
bonding and team collaboration that enhance level of performance and yield better workplace
experience. Further, through participating in this seminar a number of personality traits,
emotions and skills are evaluated by me that are necessary to have better experience of work.
8

These identified personalty traits and emotions includes problem solving, effective
communication, adaptability skills, team management and collaboration, Resources
management, efficient use of technology, creativity and innovative skills together with effective
time management and organisational skills.
This seminar on Tesla Inc has facilitates better evaluation of my skills and it has been
analysed that my team building and effective communication together with positive and
motivated personality and behaviours are my strength where as time management and effective
organisation of people together with optimum use of resources are my weakness. My effective
knowledge about various aspects of employment and workplace culture lead to positive impact
on my personality and build confidence and inner motivation in me to perform and execute my
work properly. Further, I also have effective skills and competences to ensure better use of
technology and computer software to have more creativity and efficiency in operations that are
necessary to work for an rational social organisation like Tesla. Thus, it can be reflected that
good communication and team building skills are my strength while effective time management
and optimum utilisation of resources are my weakness.
To overcome my weakness I can plan to have some better training and educational
programmes in order to have better management of time. Further, use of some statistical tools
and methods can also be made by me like Gantt chart for proper management of time and
various activities together with use of work breakdown structure to have optimum utilisation of
available resources. Further, use of Belbin team roles and effective team management and
bonding method will also made by me as an action plan to ensure improvement and betterment in
performance and overall development (Davis, 2019). The targets set for my development
includes improvement in my employability skills like effective communication, adaptability
skills, team management and collaboration, Resources management, efficient use of technology,
creativity and innovative skills to ensure over all development in my personality and it will also
lead to better workplace experience.
CONCLUSION
On the basis of above assignment it can be concluded that, globalisation have both
positive and negative impact on an organisation as it enhance market share and provide asses to
efficient technology but at the same time increase the level of competition. Further, it can be
concluded that power and politics plays a crucial role in adaption of change while governance,
9

organisational culture and leadership lead to more positive and healthy workplace environment.
At last, it can be summarised that motivation and clear job roles ensure better performance and
enhancement in defectiveness of individuals.
10

REFERENCES
Books and journal
Davis, R. T. S., 2019. Values, People, and Organizations. In Handbook of Organizational
Consultation, Second Editon (pp. 145-152). Routledge.
Atanassova, M., 2019. Human Resources Management and Development in the Organizations-
Contemporary Trends and Challenges. Nauchni trudove, (3), pp.15-32.
Chapman, G. and White, P., 2019. The 5 languages of appreciation in the workplace:
Empowering organizations by encouraging people. Moody Publishers.
Skinner, B.F., 2019. The behavior of organisms: An experimental analysis. BF Skinner
Foundation.
Resnick, L. B., 2019, May. 1 Giving psychology away: From individual learning to learning
organizations. In Progress in Psychological Science Around the World. Volume 2:
Social and Applied Issues: Proceedings of the 28th International Congress of
Psychology. Routledge.
Nissen, B., Tallyn, E. and Symons, K., 2019. tangibly understanding intangible complexities:
designing for distributed autonomous organizations. Ubiquity: The Journal of Pervasive
Media. 6(1). pp.47-63.
Chen, K. K., 2019. Bounded relationality: how intermediary organizations encourage consumer
exchanges with routinized relational work in a social insurance market. Socio-Economic
Review.
Higgins, E. T. and Pinelli, F., 2020. Regulatory Focus and Fit Effects in Organizations. Annual
Review of Organizational Psychology and Organizational Behavior. 7. pp.25-48.
Zigan, K., Heliot, Y. and Le Grys, A., 2019. Analyzing Leadership Attributes in Faith-Based
Organizations: Idealism Versus Reality. Journal of Business Ethics, pp.1-15.
Alasuutari, P. and Qadir, A., 2019. International Organizations. In Epistemic Governance (pp.
79-104). Palgrave Macmillan, Cham.
Nafchi, M. Z. and Mohelská, H., 2019, September. Influence of the Type of Organizations on
Their Readiness for Implementing Industry 4.0. In International Symposium on
Emerging Technologies for Education (pp. 76-82). Springer, Cham.
Mowles, C., 2020. Complexity and the Management of Civil Society Organizations.
In Organisation und Zivilgesellschaft(pp. 227-238). Springer VS, Wiesbaden.
Roberts, D., 2019. Combating religiously influenced racism in organizations. SAGE
Publications: SAGE Business Cases Originals.
Neeley, T., 2019. The language of global success: How a common tongue transforms
multinational organizations. Princeton University Press.
Ray, V., 2019. A theory of racialized organizations. American Sociological Review. 84(1). pp.26-
53.
Online :
The Transformational Leadership Style of Elon Musk. 2019. [Online]. Available Through:
<https://www.truscore.com/resources/leadership-style-of-elon-musk/>
Tesla Inc.’s Organizational Culture & Its Characteristics (Analysis). 2019. [Online]. Available
Through: <http://panmore.com/tesla-motors-inc-organizational-culture-characteristics-
analysis>
11

Power and Influence – Elon Musk. 2014. [Online]. Available Through:
<https://sites.psu.edu/leadership/2014/11/30/power-and-influence-elon-musk/>
The Seven Characteristics of Rational Social Organization. 2020. [Online]. Available Through:
<https://smallbusiness.chron.com/seven-characteristics-rational-social-organization-
68829.html>
Business Strategy: Tesla Motors. 2020. [Online]. Available Through:
<https://penmypaper.com/free-paper/business-strategy-tesla-motors>
12