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Organisational Behaviour Authorised Assignment Brief
| Submission Guidelines – Part 1 |
| The submission is in the form of a Written Report. This should be written in a concise, formal business style using single spacing and font size 12. You are required to make use of headings, paragraphs, and subsections as appropriate and all work must be supported with research, including examples, and referenced using the Harvard referencing system. Please make sure the similarity does not exceed the threshold of 20% as assignments with higher similarity may get blocked. The recommended word limit is 2,500–3,000 words, although you will not be penalised for going under or exceeding the total word limit. |
| Case Study |
| CASE STUDY ON TESLA INC How TESLA INC TOOK CONTROL OF ITS CULTURE INTRODUCTION Tesla, Inc.’s (formerly Tesla Motors, Inc.) organisational culture creates human resource competence necessary for innovative products in the global automotive business. A firm’s organisational or corporate culture represents the customs and values that define workers’ behaviours and decisions. Tesla’s organisational culture empowers its workforce to search for ideal solutions that make the business stand out in the automotive industry and the energy generation and storage industry. The company encourages employees to innovate to support the continuous improvement of the business. For example, through its corporate culture, Tesla maintains the human resource capabilities important in its continuing growth in the global market for electric automobiles, batteries, solar panels, and related products. In this way, the corporation’s cultural traits function as a channel for adding to strategic effectiveness in enhancing the business. Through the organizational culture, Tesla Inc.’s management optimizes employees to achieve creative and innovative behaviours. These behaviours are essential to maintaining the technological innovation that forms part of the company’s foundation. Tesla Culture Tesla’s organizational culture creates opportunities for innovation and keeps the competitiveness of the electric car business. The characteristics of this corporate culture encourage the company’s employees to generate new ideas and solutions. In this company analysis case, such behavioural factors contribute to Tesla Inc.’s competitiveness in facing automobile manufacturing firms like General Motors Company, Toyota Motor Corporation, Honda Motor Company, Nissan Motor Company, Bavarian Motor Works (BMW), Volkswagen, and others. Tesla, Inc. has an innovative problem-solving organizational culture. This type of corporate culture motivates employees to develop profitable solutions to current and emerging problems in the target market. For example, the company employs its organizational culture in developing advanced electric vehicles as a solution to environmental issues surrounding automobiles that have internal combustion engines. The company’s ability to keep introducing advanced electric vehicles reflects the benefits of its corporate culture. Type of Culture Tesla wants to process Tesla Inc. identifies six main features of its organizational culture: Move Fast Do the Impossible Constantly Innovate Reason from “First Principles” Think Like Owners We are ALL IN Move Fast: Speed affects Tesla Inc.’s competitive advantage. This characteristic of the organizational culture highlights the importance of employees’ capability to rapidly respond to trends and changes in the international market. For example, the corporation’s human resources provide the capability to develop cutting-edge products that match or exceed those of competing automotive firms. In this way, Tesla’s corporate culture facilitates business resilience through speedy responses to current issues and challenges in the global automotive industry. Do the Impossible: In developing cutting-edge products, Tesla must ensure that its corporate culture encourages employees to think outside the box. This cultural characteristic recognizes the importance of new ideas and solutions, but it also emphasizes the benefits of considering unconventional ways. For example, human resource managers train employees to go beyond conventional limits of productivity and creativity in automotive design, leading to the development of new solutions to energy and transportation needs. This condition opens new opportunities for Tesla Inc. to strategically improve its business performance. This cultural condition also makes the company an influential entity in prompting radical ideas in the international automotive and energy solutions market. Constantly Innovate: Innovation is at the heart of Tesla, Inc. This feature of the organizational culture focuses on the continuous nature of innovation at the company. For example, the corporation continuously researches and develops solutions that improve current energy storage product designs. In this context of business analysis, constant innovation helps develop cutting-edge electric cars and related products. Continuous innovation maintains the competitive advantage necessary to address the strong force of industry competition determined by Porter’s Five Forces analysis of Tesla Inc. The company addresses this need through a corporate culture that rewards constant innovation. Managers motivate employees to contribute to constant innovation in business processes and output. Reason from “First Principles”: CEO Elon Musk promotes reasoning from first principles. These principles revolve around identifying root factors to understand and solve problems in the real world. For example, Tesla Inc.’s energy storage products are one of the solutions to challenges in using renewable energy and challenges in improving the efficiency of energy utilization. Through the company’s corporate culture, employees use first principles in fulfilling their jobs. Tesla’s human resource management involves training programs to orient employees to this feature of its organizational culture. Think Like Owners: Tesla employs its organizational culture as a tool to maintain a mind-set that supports business development. For example, the company motivates its workers to think like they own the organization. This ownership mind-set supports Tesla’s corporate vision and mission statements by encouraging employees to take responsibility and accountability in their jobs and in the overall performance of the multinational business. The ownership mind-set is a powerful behavioural factor that helps grow and strengthen the integrity of businesses in various industries. This corporate cultural trait aligns workers with the company’s strategic objectives, thereby improving strategic effectiveness. Tesla, Inc.’s organizational culture unifies employees into a team that works to improve the business. For example, this cultural characteristic helps minimize conflicts through teamwork. Such teamwork also develops synergy in the company’s human resources. As a result, the corporate culture maximizes the benefits from employees’ talents and skills. Synergistic teamwork contributes to Tesla’s competitiveness in the international automotive market. This unifying cultural approach also facilitates corporate management and strategy implementation throughout the organization. The abovementioned cultural characteristics indicate that Tesla, Inc. focuses on encouraging innovation that leads to useful products for the global market. The company’s progress and growth are based on technological innovation. Tesla Inc.’s organizational culture has remained focused on such innovation since the founding of the business. However, it is expected that the company will gradually change its corporate culture to accommodate new needs as the business expands and diversifies its product offerings. Analysis of Tesla Culture Implications and Its Advantages and Disadvantages Tesla’s organizational culture puts emphasis on innovation. An advantage of this cultural trait is that it enables the corporation to develop high-technology products that attract its customers. For example, Tesla automobiles, combined with the company’s powerful branding, have an increasing share of the automotive market. This advantage aligns with Tesla’s generic competitive strategy and intensive growth strategies. The corporate culture is also advantageous in terms of support for rapid response problem-solving. This cultural trait keeps the company abreast with new technologies while making its products effective and relevant to customers’ needs and preferences. A disadvantage of Tesla’s organizational culture is its pressure on employees to constantly innovate. Innovation benefits the company, but puts a strain on human resources. Nonetheless, properly implemented, this cultural characteristic ensures long-term business competitiveness. Also, Tesla’s corporate structure imposes limits on the responsiveness of employees, thereby counteracting some of the effects of the corporate culture in facilitating speedy decisions and actions to address concerns in the automotive business. References https://panmore.com/tesla-motors-inc-organizational-culture-characteristics-analysis |
| Unit Learning Outcomes |
| LO1: Reflect on own personality and perceptions to understand how individual difference informs and influences management approaches. LO2: Apply content and process theories of motivation to create and maintain an effective workforce. |
| Vocational scenario |
| Organisation Tesla is an automotive and energy company. It designs, develops, manufactures, sells, and leases electric vehicles and energy generation and storage systems. It was incorporated in July 2003. Tesla is already having a playful variation culture in the organization for the employees. This can enable the motivation of employees to develop profitable solutions to current and emerging problems in the target market, and this will be able to enhance the relationship between the employees and strengthen their bond to work as a team. Role You have been employed as a Business Analyst by a large multinational organisation like Tesla Inc. or any other organisation of your choice. The CEO asked you to prepare a Report of 2,500- 3,000 words |
| Assignment activity and guidance |
| Requirements: The report should include the following: Identify three personality traits and attributes that you think you possess or an individual may possess. (1) Assess the effectiveness (positive and negative impacts) above-identified traits and attributes in the application of management approaches in order to achieve a company’s performance. Explain the concepts of personality and perception (2) Reflect on the importance of Personality as well as a perception for developing effective managerial relationships with the staff. Critically evaluate your own perspectives and individual traits and attributes to influence and improve managerial relationships. (3) Identify three situations from different organisations where motivation is the key issues. Apply Maslow’s hierarchy of needs and Equity theory of motivation to develop and maintain/retain an effective workforce in these organisations. (4) Critically assess that employee motivation can be enhanced and maintained by the practical application of content and process theories of motivation. Recommend modification to personal perspectives, traits and attributes to justify improvements that influence and enhance employee motivation and create an effective workforce. *Please access HN Global for additional resources support and reading for this unit. For further guidance and support on report writing please refer to the Study Skills Unit on HN Global www.highernationals.com |
| Unit Learning Outcomes |
| LO3 Participate in a group team activity for a given business situation to demonstrate effective team skills LO4 Examine how power, politics and culture can be used to influence employee behaviour and accomplish organisational goals. |
| Transferable skills and occupational competencies developed |
| Communication and listening, including the ability to produce clear, structured business communications in a group team.Effective team skills: verbal and non-verbal.The ability to generate, develop and communicate ideas.Creative thinking.Development and delivery of power, politics and culture to influence behaviour, appropriate to the organizational goals.Tailoring of business-centered suggestions to manage effective teamwork in a business situation. |
| Vocational scenario |
| With reference to the above, you have been employed as a Business Analyst by a large multinational organisation such as Tesla Inc., or an organisation of your choice and writing a report to the directors of Tesla Inc to demonstrate and apply the concept and philosophies of organisational behaviour. |
| Assignment activity and guidance |
| Requirements: In your report, (5) Explore the usefulness of Tuckman’s and Belbin theories when creating and managing of effective team working.(4) Briefly identify a challenging business situation (4) Provide suggestions for the creation and management of an effective teamwork in a challenging business situation. Reflect on your own personal contribution to group behaviour and dynamics in creating and managing an effective team working.Revise own personal contribution and skills for making effective teams and provide justified recommendations for own improvement. Explain the concepts of power, politics and culture (6) Examine and evaluate the roles of power, politics and culture in influencing employees’ behavior and consequently accomplishing organizational goals. Make recommendations on how power, politics and culture can be effectively be to influence and direct employee behavior in order to accomplish organisational goals. *Please access HN Global for additional resources support and reading for this unit. For further guidance and support on report writing please refer to the Study Skills Unit on HN Global. Link to www.highernationals.com |
Learning Outcomes and Assessment Criteria
| Pass | Merit | Distinction |
| LO1 Reflect on own personality and perceptions to understand how individual difference informs and influences management approaches | LO1 and LO2 D1 Adapt personal perspectives, traits and attributes to justify improvements that influence and enhance employee motivation and create an effective workforce. | |
| P1 Assess own personality traits and attributes in terms of them having a positive or negative effect on management approaches and company performance. P2. Reflect on the value and importance of personality and perception for effective managerial relationships. | M1 Challenge own perspectives and individual traits and attributes to influence and improve managerial relationships. | |
| LO2 Apply content and process theories of motivation to create and maintain an effective workforce | ||
| P3 Apply content and process theories of motivation for enhancing and maintaining an effective organisational workforce, providing specific examples. | M2 Evaluate the use of HRM practices in recruitment and retention in relation to the importance of the labour market. | |
| LO3 Participate in a group team activity for a given business situation to demonstrate effective team skills | D2 Revise personal contribution and skills for effective teams to make justified recommendations for own improvement. | |
| P4 Contribute to the creation and management of effective teamworking in a given business situation. P5 Explore the relevance of group behaviour and team theory in the creation and management of effective teamworking. | M3 Reflect on personal contribution to group behaviour and dynamics in the creation and management of effective teamworking | |
| LO4 Examine how power, politics and culture can be used to influence employee behaviour and accomplish organisational goals. | D3 Make justified recommendations on how power, politics and culture can be used effectively to influence and direct employee behaviour towards the accomplishment of organisational goals. | |
| P6 Examine how the operation of power, politics and culture in an organisation affect employee behaviour and the accomplishment of organisational goals. | M4 Evaluate how the operation of power, politics and culture affect employee behaviour and the accomplishment of organisational goals. |
