TESLA ORGANIZATIONAL CHANGE

TESLA ORGANIZATIONAL CHANGE

Students will work in teams to identify and design a change initiative for a designated organization. The project has four steps:

1) Review: Review the Organizational Analysis report

Teams will be provided with a copy of a research report that analyzes the organization’s culture and identifies current forces impacting the organization.

Teams will have an opportunity to interview the researchers (authors of the analysis report).

2) Research: Propose an organizational change

Based upon the Organizational Analysis report, teams will identify a proposed future change that they recommend.

Purpose: The change should be related to a specific currentchallenge facing the organization

Future Orientation: The change should be a future initiative that is not yet underway

Goal Orientation: The change should be directed towards a specific organizational outcome (goal)

Benefit: The change should produce tangible (measurable) and intangible benefits for the organization

Course Learning: The change should provide an opportunity to apply course concepts

3)  Design: Design the organizational change (due Dec. 8)

Teams will draft a five-page summary that describes a design for the organizational change.

Answer

Introduction – Jessica A brief introduction (1 paragraph) should directly establish the purpose and focus of the executive summary report that follows.

Tesla was founded in 2003 by Elon Musk. His company has been very successful throughout the years. Tesla is well known for their electric vehicles and mission towards sustainable energy. Although Tesla has been a very successful company there is some problems that happen within the company. Throughout the analysis we will focus on the change that must be made to Tesla, the challenges it will face when implementing the change , and the outcome.

Organizational Analysis Report Summary (Executive Summary) – Cindy The paper will first summarize the key findings from the review of the Organizational Analysis report. Change with the Workforce – Sean

Tesla is a very well-known company that produces high-end electric cars. People are willing to wait months to get their hands on their own Tesla. So you would think that Tesla treats their workforce like they would their cars, wrong. There are a couple of issues going on within Tesla and their workplace. One issue that had come up, was employees being treated unfairly in the workplace and the company not taking actions to fix the problem. Another issue was not making employee injuries and worker health the number one priority. The last issue, about the workforce treatment, is on job security and assurance on positions working at Tesla. The most important change that Tesla needs to make is treating their workforce better.

The first issue that Tesla needs to focus on is unfair treatment in the workplace. Several Tesla workers stated that they have been mocked for being homosexual, threatened with violence, and had racist insults thrown their way (Houser, 2018). It is Tesla’s duty to make sure that workers feel comfortable at the job and to minimize encounter stressors. By enforcing this will make for a work culture that focuses more on the wellbeing of their employees making for higher moral. Another issue that Tesla needs to address, is making sure workforce health and safety is their number one concern. A lot of their workers have been experiencing time stressors, that have been placed upon them by Elon Musk’s aggressive production projections. Some of the employees have even stated, that the stress and long hours inhibited having a family life. One of the workers said, “They were trying to drive home that if you want to go work for a company that will give you enough time to do your job, then this isn’t the place” (Wong, 2018). Tesla needs to hire more workers to meet these aggressive quotas, which may help with environmental stressors. The final issue that Tesla needs to figure out, is how to improve workforce culture and ensuring job security. In June of this year, 2018, Tesla laid off a large portion of their workforce. They laid off about 9 percent of its workforce, which was about 4,100 jobs, and they were mostly salaried positions (Kolodny & Ferris , 2018). Therefore, Tesla needs to implement changes by focusing on its workforce. Treating their employees badly causes low morale, high stress, and unhappy workers. Implementation – Cindy & Jessica

There are driving forces that can help to support the needed change. Driving forces are forces that put pressure on the organization to change. There is an obvious pressure to change how injuries are managed in the workplace. There were high injury rates shown within the company, and it warranted a statement from Elon Musk. He said that future injuries will be taken seriously, and that he will personally account to each of them. In the end, workers said that Musk never followed through with his statement and that it was all just PR (Wong, 2018). The fact that Musk had to release a statement on this situation, shows that the public is a driving force putting pressure on him to change how injuries are handled. Other driving forces for change include the inevitable lawsuits and the major investigation the Center for Investigative Reporting’s Reveal did. Their findings found that Musk has not written out all the injuries that occurred within Tesla, which evoked the government opening its own investigation. Avoiding future lawsuits and investigation should be a driving force for the company to change its ways.

Tesla also has some restraining forces that represent obstacles for the change and how they can be managed. Restraining forces put pressure on the organization not to change. Elon Musk has his own supporters, who claim that even if Musk were to perform the jobs of those injured, he would not truly understand the dangerous conditions they entail. This is a pressure that does not support the changes Tesla must make. Another restraining force, is when Musk sent out an email about the harassments writing, “In fairness, if someone is a jerk to you, but sincerely apologizes, it is important to be thick-skinned and accept that apology.” (Wong, 2018). Many described this as a green light for continued harassment and discrimination. This green light is a pressure put on the organization, where the harassment and discrimination may not get fixed by the company. The company continues to believe that the only thing necessary to fix this problem, is a simple apology that must be accepted.

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