Tesla Workplace Culture & Organisation Behaviour

Main Body

Organisation effectiveness

Organisation effectiveness is the term defined as the efficiency with that a 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 a company to produce required outcomes with 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 assists 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.

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.

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.

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.

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.

References

• 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).

UPTO50%

Avail The Benefit Today!

To View this & another 50000+ Free Sample

Enter Email

Submit