Introduction
Tesla, Inc., is a company which was formed to work towards the development of an electric sports car. It began in 2003 as Tesla Motors under the entrepreneurs’ Marc Tarpenning and Martin Ebarhard. Eberhard becomes its CEO, and its chief financial officer was Tarpenning. Its most significant shareholder was Elon Musk, who also become the chairman of the company. This paper is going to address the best structure which can be adopted in the company to minimize the negative impacts created by its chairman Musk. It will also point out some of the concepts which can be incorporated into a new board of directors to enhance capable team corporation and group cohesion.
the structure adopted to minimize negative impacts in the company
Tesla company had to look for the best structure to correct the issues created by its chairman Elon Musk. It had to adopt an organizational culture which is very crucial in creating a human resource more competent and hence producing innovative products. The structure entails all the values and customs relating to the workers’ behaviours. Organizational structure helps to empower the employees of the company towards looking for optimal solutions hence making the business stand out as one of the best automotive industry in existence. Through encouragements from the company the employees can be innovative and while supporting the continuous advancement of the business
The structure has the following features or styles, which makes it unique. It’s a helps the employees to engage in profitable solutions towards issues affecting the environment surrounding automobiles. The features of this structure include moving fast, continually innovating, thinking like owners, doing the impossible, reasoning from the first principle and also the concept of we are all in. Moving speed helps the employees sin Tesla company to respond to changes and trends which result from the international market. In this manner, they can swiftly develop ka mechanism to cut edges the commodities which exceed or match the ones from their competitors.
In doing the impossible, the company encourages the employees to think outside the box while developing cutting-edge products. This characteristic advocate for the incorporation of new ideas in the company while evaluating the importance of using unconventional ways. In essence, they will be able to develop solutions to both transportation and energy needs.
Another feature is reasoning from first principles as Elon Musk puts it. He proclaims that the principles help the employees to identify root factors to be able to comprehend and solve real-world issues. The structure also allows the workers to own the business. In this way, the Tesla company will use it as a tool in creating a mindset that the employees will support business developments. The characteristic of we are all in helps the employees to feel a sense of unity among themselves. This feature of organizational culture helps the human resource develop synergy towards the company’s operations. In Tesla Inc., the organizational structure motivates the employees to engage in continuous research and come up with new ideas. This makes the company deal with the strong force of competition in the market.
The Board of directors in Tesla Inc. would have gone through the following concepts to enhance their team cohesion and better results in the company. Firstly, the new Board needed to go through the forming process. In this stage the members are given the chance to understand and know one another. They are able to share their experiences and learn about theirs first impression from one another. They get to learn about the goals and objectives of the company and the roles they are going to undertake in the business. The new Board also needs to go through the storming process. In this stage, the team members compete for status and to avoid conflicts among them the team leaders need to guide them carefully. In the norming stage, the board members begin to accept the ideas of one another, and they start to focus on developing cohesion among themselves.
Another crucial stage for a team to go through is the performing process. Tesla company can perform well if the Board is taken through this process whereby, they tend to focus on the ultimate goal of the company. At this stage they all know each other and no individual differences. The board members will start functioning without oversight since they have grown independent. In the last stage of team cohesion Tesla company should ensure that the team celebrates the success of what they have been doing. In this aspect, the Board will feel appreciated and part of the company. All the above process ensure that the Board has bonded together as a team for a common goal in the Tesla company.
Tesla, as a company, was formed a long time ago, but it has been faced with many challenges. Some of the factors concerning the first Board of directors needed to be considered before its formation. A bright spell out of the functions and duties of the directors required to be stated. This would minimize the conflicts of interests between the CEOs and the directors. The chairman of the company ‘Musk’ had the intentions of privatizing the company on his self-gain after monopolizing all the duties and decisions of the company. This negative impact on the company could have been curbed if the Board of directors was given a chance to oversee all the functions and duties of the chairman.