ASSIGNMENT 1 FRONT SHEET

Qualification BTEC Level 5 HND Diploma in Business

Unit number and title Unit 12: Organizational Behavior

Submission date Date Received 1st submission

Re-submission Date Date Received 2nd submission

Student Name Nguyen Thanh Vinh Student ID GBS200095

Class GBS0908B Assessor name Nguyen Thai Nguyet Thanh

Student declaration

I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I understand that
making a false declaration is a form of malpractice.

Student’s signature

Grading grid

P1 P2 M1 M2 D1
 Summative Feedback:  Resubmission Feedback:

Grade: Assessor Signature: Date:

Internal Verifier’s Comments:

Signature & Date:

Contents
I. INTRODUCTION .............................................................................................................................................. 4
1. About Tesla...................................................................................................................................................... 4
2. The organizational structure of Tesla. ............................................................................................................. 5
II. ORGANIZATIONAL CULTURE, BEHAVIORS AND PERFORMANCE ANALYSIS ....................... 5
1. The influence of organization’s culture, politics and power on behaviors of individual and team, and
organizational performance ................................................................................................................................... 5
a. Theories of culture ...................................................................................................................................... 5
b. Culture of Tesla........................................................................................................................................... 5
c. Theories of Power and Politics Organizations. ........................................................................................ 6
d. Power of Tesla ............................................................................................................................................. 6
2. Tesla apply Handy’s model. ........................................................................................................................... 8
3. Critical points on how the culture, politics and power of an organization can influence individual and
team behavior and performance............................................................................................................................ 8
a. How Tesla culture influences Tesla’s individual and team performance. ............................................. 8
b. How power influences Tesla’s individual, and team performance ......................................................... 9
III. ANALYSIS ON THE MOTIVATION METHODS THAT THE ORGANIZATION APPLIES TO
ENHANCE WORKING SPIRIT OF EMPLOYEES. ........................................................................................... 10
1. Motivation and Achievement ....................................................................................................................... 10
a. Theories of motivation .............................................................................................................................. 10
b. Tesla’s motivation ..................................................................................................................................... 10
c. Tesla apply Maslow’s model .................................................................................................................... 12
2. Critically evaluate motivation that enables teams and Tesla to succeed ................................................. 13
IV. THE RELATIONSHIP BETWEEN CULTURE, POLITICS, POWER AND MOTIVATION. .......... 14
1. How this relationship enables teams and organizations to succeed ......................................................... 14
2. Make recommendations to the chosen company in the area of organizational culture, politics, power
and motivation that are relevant in the context of Vietnam. ............................................................................ 14
V. CONCLUSION ................................................................................................................................................. 15
VI. REFERENCE LIST ...................................................................................................................................... 15
PART 2: A REFLECTIVE STATEMENT ............................................................................................................ 16
 I. INTRODUCTION
Activities are different for each business as all businesses must operate as one entity, as a group,
and are controlled by the corporate structure. This will be done through the differentiation of a
rapidly growing organization with the most diverse community, Tesla, the company of choice.
Motivation is also a strong motivation for Tesla to bring unique experiences to its employees.
The following essay will describe the many components of Tesla's culture, supported by
reasonable inferences and related evidence.
1. About Tesla

Logo of Tesla (Tesla ,2021)

Tesla is a California-based global vehicle company founded in 2003 by Marc Tarpenning

and Martin Eberhard. The organization was founded to prove to the world that individuals
don't have to sacrifice experience driving in electric cars and that electric car can be more
fun, driving faster than a gasoline-powered car. The goal of the organization is to accelerate
the global transition to sustainable energy use (Tesla, 2021).
Company profile
Name of the company: Tesla. Inc

Industry: Automotive, Energy storage, services and other

Founded: 2003

Headquarter: Palo Alto, California

Number of employees: 70,757 (2020)

Website: https://www.tesla.com/
 2. The organizational structure of Tesla.
Tesla's organizational structure is basically a concentration with an active function
hierarchy. As a result, each internal decision and each communication in the company
moves quickly. Tesla staff come from many crops. This allows Tesla to have global crops in
its business while creating a sophisticated innovation.
Kimbal Musk, Zachary Kirkhorn, and Jerome M. Guillen are Tesla's top individual insider
shareholders as of December 15, 2020, and Elon Musk, Susquehanna Securities, and Capital
World Investors are its top institutional shareholders. Elon Musk was appointed CEO in
October of 2008 (Reiff, 2020). Musk was a co-founder of the firm and made early
investments. The bulk of Tesla's shares are held by the company's executives. CEO Elon
Musk owns 22.8 percent of the company. Fidelity Management and Research Centre is the
largest outside stakeholder, with 7.96 percent ownership. Their investment in the firm is
mostly due to the powertrain cooperation with Tesla. The remaining 40 percent is
distributed among institutions and funds. Geographically, 53 percent of shares are owned
in the US (Frank, 2021).
II. ORGANIZATIONAL CULTURE, BEHAVIORS AND PERFORMANCE ANALYSIS
1. The influence of organization’s culture, politics and power on behaviors of individual
and team, and organizational performance
a. Theories of culture
A corporate personality is called "corporate culture". It determines the working
environment of employees. Many factors contribute to corporate culture, including work
environment, business mission, beliefs, ethics, ambitions and goals (Doyle, 2020).
According to psychologist Edgar Schein (1980), who created a model for understanding
and evaluating corporate culture, a cultural community organization is divided into three
levels: artifacts, values, and assumptions (Burkus, 2014).
Work culture is important to employees because workers are more likely to enjoy their
time at work when they fit the culture of the organization. They continue to bond better
and become much more competitive with their peers. On the other hand, if individuals
work for a company where they don't fit in with the organization's environment, they may
lose their joy in their work. If people are looking for an interesting company to work for,
organizational culture will be an important factor in their selection (Doyle, 2020).
b. Culture of Tesla
Tesla's primary goal is to facilitate the global transition from a fossil fuel economy to a
sustainable energy future (Tesla, 2021). As a result, Tesla, INC has an innovative,
problem-solving corporate culture. As (Yasinskyi, 2017) pointed out, Tesla highlights
many organizational aspects, including:
Acceleration provides an organization with a competitive advantage as it analyzes how
well its ability to react quickly to employee progress and certain changes occurs (Meyer,
2018). Tesla enables rapid response to current industry concerns.
 Ownership of the Company - organization allows for the renovation of a mind-set
supportive of the business`s development. The organization instructs its group of workers
to deal with the organization as though it have been their own. The ownership mind-set
gives the organization’s venture and vision (Meyer, 2018). Allowing personnel to
broaden obligation and accountability.
Continuous innovation the main mission of Tesla Motors Inc. is innovation. Its
organizational culture often focuses on the innovative nature of the business. Models and
related objects can be developed through innovation (Meyer, 2018). Tesla communicates
its needs through its corporate culture, making it easier to maintain a competitive edge.
Tesla Motors' culture connects all employees by fostering teamwork, which benefits the
company (Meyer, 2018). Cultural attributes contribute to reducing conflict in the
workplace. Teamwork promotes the maximization of employee benefits and growth
within the company. Teamwork creates energy within the company, allows the HR area
to run smoothly, and contributes to Tesla's competitiveness in the international auto
industry.
Gather reasons from “first principles” The CEO fosters a deep understanding of his first
principles, including understanding the underlying reasons that will allow him to see and
solve problems. Employees apply the first principle to improve their work (Meyer, 2018).
Corporate culture will bring out the best response with the help of a training program to
guide the HR field.
c. Theories of Power and Politics Organizations.
Power and politics are two sides of the same coin. They move in a straight line.
Possessing power and influence over others is called power. Coercive power is the ability
of a manager to compel an employee to follow orders by threatening to punish them for
disobeying orders. Power is a social force that allows selected individuals to mobilize
others, organize others into action, and disperse leaders' opposition to power (Petress,
2003).
According to (Petress, 2003) has said that referral power is derived from the connections
we form and/or the groups/organizations to which we belong or are affiliated. To some
extent, the identity of our companions or of the groups to which we belong becomes our
own.
Power and politics are essential for the proper functioning of any institution. Employees
need to identify and accept gambling in their organization in order to thrive in their
careers. Organizational politics is necessary for a leader to gain and retain power, as well
as achieve key goals.
d. Power of Tesla
Elon Musk, Creator and CEO of Tesla, showing the personality and culture of society.
Declaration of Tesla mission, accelerating the transition from the world of fossil fuels to
more sustainable energy forms (Tesla, 2021). Elon Musk always provides future
strategies for itself and its businesses. He is very passionate about protecting its own land;
He also works with solar or energy.
Tesla plans to decentralize electricity for society. One of the most important powers to
have expert strength. For beginners, the company has talent and ability to manage and
guide people. Not only that, but the power introduced based on great relationships.
Therefore, leaders must have this to have a favorable influence on their employees. There
are some of Elon Musk's most powerful features, he has while exploiting Tesla.
For beginners, Musk is a very hard worker spending all the time at work. Elon Musk is
famous for placing over 80 hours a week every week. However, he can do more in 80
hours than most people in a year. He even sleeps on the floor of the company. He himself
admitted that this is not healthy and has modified his schedule to work hard rather than
crazy. Working such long hours has led in people working alongside him for up to 100
hours each week. "There is no other way to achieve this," he explained in an interview
with Recode (Umoh, 2018). Second, musk is not a fan of long-term meetings, meetings
should not be held regularly as if there is an emergency (Loria & Kanter, 2019). He
recommends against meetings if the management is uncertain, whether the best interests
of the public (Loria & Kanter, 2019). Therefore, Tesla's main principles and beliefs are
aimed at increasing efficiency while minimizing non-production activities such as
meetings.
In addition, it is important to mention that Elon Musk has determined communication,
allowing Tesla staff to argue and express their thoughts. The solution includes enabling
flow of information without blocking between levels. In an email Musk sent to Tesla
employees posted by Justin Bariso of Inc, he indicated that all of his employees can talk
to anyone when they need to (manager or even the CEO). In fact, he writes, with a super-
fast and good work culture, employees have an obligation to do so until the right thing
happens (Kane, 2017).
The CEO of this company always has a clear vision. Musk has a mission and a dedication,
and he's determined to overcome obstacles. He established Tesla's vision "to accelerate
the world's transition to sustainable energy (Tesla, 2021) called "Tesla Ships". Musk is
an agent of change who has influenced his people in transformative ways (Gayathri and
Kumari, 2019).
Musk embodies a charismatic leader with a narcissistic mindset, running in a company
that benefits from his strong leadership qualities. (Reiff, 2020) argues that Musk has great
personal and official power: he is a billionaire, CEO of Tesla (and until recently
chairman) and the company's largest shareholder 20.7% as of December 2019). Musk
has a huge following thanks to his amazing use of inspirational appeals - drawing on
team dedication by calling for a better future for humanity - making him irreplaceable
for Tesla.
2. Tesla apply Handy’s model.

Handy Model theory (Toolshero,2021).

Based on Charles Handy's Four Layers of Organizational Culture. At Tesla, role culture,
when effectively implemented by each department with distinct skill sets, has a significant
impact on business operations. The model and related objects can be established as an energy
business through innovation. This helps employees understand the true purpose of their work.
It allows its employees to make concrete contributions to social issues by putting their ideas
into what they want to produce. Unlike a traditional corporate culture, where employees are
required to follow specific metrics, Tesla empowers its employees to deliver solutions in the
automotive and energy industries. Because of Tesla's innovation strategy, they demand
outstanding performance from their employees. To increase the performance of their
workforce, many HR measures have been put in place to encourage high performance so that
the organization can achieve its goals. Tesla has embraced a culture of power since top
management makes most of the decisions. It uses a centralized decision-making mechanism.
Key decisions are made by top management, who work for and are based at the company's
headquarters in California. Headquarters impacts offices and production facilities in other
locations.
3. Critical points on how the culture, politics and power of an organization can influence
individual and team behavior and performance.
a. How Tesla culture influences Tesla’s individual and team performance.
 With the 6 Tesla culture qualities listed above, innovation is arguably the most dominant
culture of this company. Tesla Motors employees rate the company's innovation culture
as particularly innovative. Part of driving innovation is maximizing employee potential.
Informational meetings are another way to foster creativity; 71% of Tesla Motors
employees say Tesla Motors meetings are successful (comparably, 2021). Finally, at
Tesla Motors, most employees receive meaningful feedback once a month, and they're
encouraged to embrace failure.
This innovation-inspired work atmosphere not only pushes people to be as creative as
possible, but also promotes differentiation and acceptance of failure. In addition, Tesla
has asserted that teamwork is essential as a company operating in a technology
environment.
Employee satisfaction not only improves productivity and revenue, but also engagement.
Within the organization, Tesla has had a culture that welcomes change for its people.
This can create a pleasant environment for employees, increase employee camaraderie,
and strengthen their relationship with their team. In addition, it will provide a useful work
structure for employees while helping to streamline decision making for the management
team.
Tesla recognizes that its employees are the organization's internal customers, which is
why it continually provides employees with a sense of purpose, increased self-esteem, a
sense of belonging, and opportunity. Learn from the mistakes of those around you. The
company divides work into small teams and has hundreds of initiatives running at the
same time. Manufacturers offer workers great flexibility while keeping the same working
hours. A good organizational culture can promote a sense of healthy competition, which
in turn encourages employees to display more innovative qualities (Jun Hao &
Yazdanifard, 2015).
Tesla's corporate culture prioritizes innovation. This cultural peculiarity has the
advantage of allowing the company to produce high-tech items that appeal to its
customers. For example, Tesla automobiles represent a growing proportion of the auto
industry due to the company's prominent brand image. This advantage aligns with Tesla's
overall competitive strategy and aggressive expansion plans. Tesla has consistently
released groundbreaking electric cars in recent years, as well as sustainable energy
solutions such as the Powerwall, Solar Panel and Solar Roof. Tesla's cultural success is
evidenced by its distinctive products.
One of the downsides of Tesla's corporate culture is the constant pressure on employees
to innovate. The company wins through innovation, but puts pressure on human
resources.
b. How power influences Tesla’s individual, and team performance
Elon Musk is a hard-working, visionary employee who plays a key role in shaping
employee behavior, with a track record of his own. They are attracted, confident in
themselves and have high hopes for the future of the organization. The energy filled with
 working with a boss who has a bright and hopeful vision for the future that Elon Musk
offers people is very beneficial. Also, with Musk's statement "We're doing this together",
everyone at this "egoless" company should work towards a common goal.
However, in the face of Musk's ambition and rigor, this has raised skepticism and even
anxiety among employees about Elon Musk's unattainable aspirations. Given the prime
example of a former production supervisor who worked up to 70 hours a week, it's no
wonder he was thrilled to be let go of the company in 2019.
According to (Zetlin, 2021) said Elon Musk was forced to quite due to a tweet he sent on
Twitter and his low authorization in the organizational structure. This confuses
employees in part and shakes cohesion when someone wants to work with Tesla long-
term. Employees were laid off in 2019 after Musk's announcement, sending the stock
price plunging.
Although many workers think Musk is difficult to work with, almost all agree that they
value him. On the other hand, it can be harder to gain respect. Tesla is a young company
still learning to mature. Setting strong strategic goals is key to effectively navigating this
journey. A Harvard Business Review study found that strategy accounts for an average
of 21% of what CEOs do. And Musk is spearheading that strategy, a vision that has fueled
Tesla's growth over the past decade and a half.
Tesla previously produced only 5,000 of its 6,000 Model 3s per week. This could be an
indication of systemic operational problems within the company, which are the result of
Musk's reluctance to delegate authority. When Musk begins to tweak or speed up the
process, operational problems are often resolved.
III. ANALYSIS ON THE MOTIVATION METHODS THAT THE ORGANIZATION
APPLIES TO ENHANCE WORKING SPIRIT OF EMPLOYEES.
1. Motivation and Achievement
a. Theories of motivation
Maslow's Needs Hierarchy Many leaders appreciate the importance of motivation in
the workplace and put out considerable effort to achieve it. Importantly, the strategy
for motivating people varies greatly depending on the leaders and the school of
thought to which they belong. One of the most widely utilized concepts in this inquiry
is Maslow's hierarchy of requirements. The hierarchy of needs is made up of
physiological needs, safety needs, social needs, esteem needs, and self-actualization
needs (Robbins & Judge, 2015, p. 185).
b. Tesla’s motivation
Tesla uses a variety of methods to inspire people.
Tesla's reward strategy is largely based on external rewards, such as base salary. For
example, a mechanical engineer can earn about $87,737 as base salary
(Payscale.com, n.d.), excluding stock or benefits. This can help recruit new talent as
well as retain valuable employees. However, there are also non-monetary incentives
that add value to the overall reward. For example, the company offers health
insurance to eligible employees, including free high-deductible health plans
(Glassdoor.co.uk, 2014).
One of the most attractive incentives for Tesla employees is the ability to gain
ownership of the company through stock awards and stock buybacks made through
employee stock purchase plans. According to (tesla.com, 2021). “We have replaced
corporate hierarchy and bureaucratic conventions with open communication and a
collaborative work environment. By fostering a culture of safety, innovation and
inclusion, anyone with the talent, energy and focus to tackle tough problems has a
place at the table. "
Second, the organization's top priority is to foster a safe environment for employees
through engagement, education, innovation, and continuous development. Tesla's
website (in 2021) highlights that the organization has a dedicated team of Laurie
Shelby experts and an Environmental, Health and Safety EHS service provider. Tesla
considers its employees as its most valuable asset; As a result, it expanded its EHS
program abroad. This app is intended to help businesses do the work at the line level,
not the way a non-person does fictional work. In addition, the company has a
Gigafactory Nevada clinic to promote workplace wellness and reduce accident risk
(Tesla.com, 2021).
Next, Tesla employs lean, efficient teams (Umoh,2018). The tempo is quick, the
framework is simple, and creativity is encouraged. This organization is always on the
lookout for brilliant individuals who have a purpose and a desire to be challenged and
inspired. Together, the company aspires to create an inclusive workplace where all
workers may come and do their best work, regardless of gender, race, religion, age,
job, or origin.

Teamwork in Tesla (Tesla, 2021)

 Tesla is also willing to encourage Employee Resource Groups (ERGs), which are
employee-led groups that bring together employees with similar interests and aims to
collaborate and assist one another. ERGs help to foster a culture of inclusion, respect,
and support for all employees. Each ERG is open to everybody, and membership is
entirely voluntary. Teslatinos, LGBTQ at Tesla, Tesla Parents, US Veterans, Women
at Tesla, Black at Tesla, and Intersectionality are some of the current groups
(Tesla.com,2021).
To summarize, Tesla conducts annual performance reviews in order to reward the top
employees with suitable incentives or promotions (performyard.com, 2021). Those
who work with bad performance are at risk of being fired. Working at this company
may also be defined as a challenging and unpleasant experience. However, as a
consequence of this, everyone at this company is more focused on their work.
"Having the opportunity to work for a company that is changing the world is
extremely exciting and satisfying," said an unnamed employee. This teaches
employees that accepting reality is crucial for understanding an employee's worth,
which in turn motivates them to perform more.
c. Tesla apply Maslow’s model
Following an examination of the reasons provided by Tesla to its staff. Tesla's
application of Maslow's Hierarchy of Needs is next, as seen in the chart below.

Tesla apply Hierarchy of Needs

Physiological Needs: Tesla provides wages and compensation to employees to meet
their physiological needs for food, thirst, shelter, and other biological needs.
Moreover, the difference of this organization is manifested in the fact that it considers
its employees to be the real owners of the company.
Safety Needs: Tesla cares about its employees and strives for a safe work
environment with little or no physical and mental harm through its EHS
(environment, health and safety) program. whole).
 Belonging Needs: Social Needs: Tesla employees are like a family. They share
difficulties and celebrate victories as a team. They walk together, accept each other,
and are almost friends. Indeed, it explains their continued backing of executives'
ambitious business plans, like Tesla's revolutionary green car technology.
Esteem is required: Employees must be recognized, which requires great levels of
self-esteem, self-control and achievement to keep their jobs going. Tesla has an
Employee Resource Group (ERG) that learns from and supports each other to
encourage inclusion and mutual respect.
Self-actualization: To achieve your own level of success and constantly seek out the
best that employees can bring to the company. Every year, Tesla holds a performance
review to weed out employees who don't work hard at their jobs. From there, all
employees will have a better understanding of their job responsibilities.
2. Critically evaluate motivation that enables teams and Tesla to succeed
Tesla's motivational strategies can be linked to Maslow's hierarchy of needs. Tesla offers
benefits to its employees at all five levels of the hierarchy, planned or involuntary. Tesla's
ability to manage five levels of hierarchy is not only extraordinary; Tesla addresses personal
approaches to distinct and creative focus.
According to many people who currently work or have worked for the company, there are
several benefits to working at Tesla. According to Glassdoor.com, 58% of these workers
would recommend their job to a friend and 73% agree with company CEO Elon Musk
(Reuters, 2019).
According to some testimonies, they appreciate the working atmosphere and feel more
stressed, despite the fact that they are always busy. Others are aware of the high salaries,
super smart people around them, and the many perks at work.
Working with Tesla means plenty of learning opportunities, career stability, and incredible
vintage abilities. According to Glassdoor, on average Tesla employees enjoy working there,
with an overall score of 3.4 out of 5 stars.

PayScale Compares Top Tech Companies (PaySacle,2021).

 According to PayScale numbers, Tesla's pressure is ranked second among other tech
companies, but with 70% job satisfaction and 89% high work ethic (PayScale, 2021). It
proves that, despite the hard work, the company still loves its people and drives them to
produce what matters. More importantly, it reveals how Tesla attracts people not with money
but with a sense of purpose.
Progress in recent years has been astounding: Tesla increased production from 120,000 cars
in 2017 to 350,000 in 2018, while also posting a loss of £1 billion. The company delivered
499,950 vehicles in 2020, surpassing Toyota as the world's most valuable automaker and
raking in $330 million in Q3 alone (Theweek, 2021).
IV. THE RELATIONSHIP BETWEEN CULTURE, POLITICS, POWER AND
MOTIVATION.
1. How this relationship enables teams and organizations to succeed
Overall, Tesla establishes a company culture for its employees by offering innovative awards
for success or failure and forbidding those who are unmotivated to stand in the way of
growth. Tesla also develops the people it trusts by continually creating an inclusive
workplace that fosters collaboration. Although the work here is very stressful, with a team
environment where employees can get energy from others, problems can be solved together,
creating a sense of freedom. Loneliness in the environment. In addition, every year, Tesla
reviews employee performance, showing which ones are missing out and which employees
should be furloughed. This strengthens competition among employees and helps employees
appreciate their importance, allowing the organization to grow.
Tesla's goal is to improve people's quality of life worldwide such as producing energy and
utilizing electricity for automobiles to protect the environment. Key employees believe they
are making a difference in the world around them rather than filling a corporation's huge and
wide wallets. Employees' bottom line is that amid difficult and challenging work settings,
employees are driven first and foremost by Tesla's goals via teamwork and less focused on
anything other than challenging the industry.
2. Make recommendations to the chosen company in the area of organizational culture,
politics, power and motivation that are relevant in the context of Vietnam.
There is a lesson learned from Tesla that Vietnamese companies should follow. This is the
influence of a leader. No other company than Tesla is trying to change the world with electric
cars, traditional lighting and making everything more glamorous. Only Elon Musk, the
architect of these lofty ideals, led this enterprise; Since then, the Tesla culture has evolved in
response to the company's activities and advancements. Any organization can learn a lot
about the new and innovative developments of business today by noticing what Tesla does
and how it works. Elon Musk, CEO of Tesla, continues to do his best to inspire (and sustain)
people by encouraging them to succeed and making them feel part of a larger team ( Umoh,
2018). Elon Musk has proven his impact on every employee through his commitments and
achievements.
 When a leader understands what they want with a clear life purpose, needs and expectations
from all of their employees, and most importantly, always strives to move forward, they
make a difference in their culture. transform your workplace. From there, inspire and
motivate others in the great sense that every good citizen creates success in the most
compelling way possible.
V. CONCLUSION
Insights highlighting the underlying ideas, as well as Tesla's past; linked evidence also contains
control, strategy and motivation. Tesla's embrace of smart policies and employee opportunities
is also recognized as a proponent of Tesla's cultural analysis. Detailed information regarding
Tesla is also provided at the beginning of the film for better viewing. On the other hand, there is
little evidence of reliability or fluidity in the video. In addition, due to the limited video length,
the links between motivation and power, politics and culture are not highlighted. This leads to a
serious shortfall in the entire video. Speakers will become more fluent as they better understand
all of the intricacies and reveal more of Tesla's culture.
VI. REFERENCE LIST
- Alghalith, N., (2018). Tesla: innovation with information technology. International Journal
of Business Research and Information Technology, 5(1), pp.37-51.
- Burgersdijk, (2019). What I learned from Elon Musk in selecting Top Talent at Tesla – Minds
Capital. [online] Mindscapital.nl. Available at: <https://mindscapital.nl/what-i-learned-
from-elon-musk-in-selecting-top-talent-at- tesla/> [Accessed 9 April 2022].
- Clarke, J. & Newman, J., (1997) ‘The Managerial State: Power, Politics and Ideology in the
Remaking of Social Welfare’. 1st ed. London: Sage.
- comparably, (2021). Tesla Motors Innovation. [online] Comparably. Available at:
<https://www.comparably.com/companies/tesla-motors/innovation> [Accessed 8 December
2021].
- Eadicicco, L., (2015). Why Tesla employees fear Elon Musk, as told by one of the company's
cofounders. [online] Business Insider.
- Available at: https://www.businessinsider.com/working-with-elon-musk-tesla-2015-
5?r=US&IR=T [Accessed 9 April 2022]
- Frank, R., (2021). Elon Musk faces a $15 billion tax bill, which is likely the real reason he’s
selling stock. [online] cnbc. Available at: <https://www.cnbc.com/2021/11/07/elon-musk-
faces-a-15-billion-tax-bill-which-is-likely-the- real-reason-hes-selling-stock.html>
[Accessed 9 April 2022].
- Gayathri, S. and Kumari, D.A., (2019) Electric Vehicles-An Introduction of the Tesla for
Strategy and Leadership. International Journal of Recent Technology and Engineering, 8.
- Glassdoor., (2014). Tesla Health Insurance. [online] Available at:
https://www.glassdoor.co.uk/Benefits/Tesla-Health-Insurance-US-NFT1_E43129_N1.htm
[Accessed 9 April 2022]
- Glassdoor., (2021). Tesla Intern Review. [online] Glassdoor. Available at:
https://www.glassdoor.com/Reviews/Tesla-Intern-Reviews-I_IE43129.0,5_KO6,12.htm
[Accessed 9 April 2022].
- Handy, C., (1993) Understanding Organizations, London-UK, Penguin Books Ltd,
4thEdition.
- Kane, L., (2017). In internal Tesla memo, Elon Musk says the way most companies
communicate is 'incredibly dumb'. [online] Business Insider. Available at:
<https://www.businessinsider.com/tesla-elon-musk-how-to-communicate-2017-8>
[Accessed 9 April 2022].
PART 2: A REFLECTIVE STATEMENT
The key principles and culture of Tesla have been presented in great detail. Power, culture
and motivation are also mentioned as evidence. The adoption of Maslow's Convenience
Model and Hierarchy of Needs has also been credited as a driving factor in Tesla's
understanding of culture. Information regarding Tesla is also provided at the beginning of
the video so that viewers can create a more informed perspective.
- Link of CEO talk: https://www.youtube.com/watch?v=d0SEOXtBPXA