The academic study of how individuals behave in groups is known as organization behaviour. The implementation of respective principles aims to improve the efficiency of corporate operations (Baur and Haase, 2015). To put it simply, every employee plays a crucial part in fostering excellent organizational behaviour. This assignment is centred on Tesla, a global automotive industry organization that was established in 2003.

In addition to providing electric vehicles and Tesla Energy, Tesla’s headquarters are in Palo Alto, California, in the United States. The effectiveness of the organization will be covered in this assignment. Mars’ model of individual performance and behaviour is also included. Additionally, enhancing employees’ perceptions of the company and their level of job satisfaction. Additionally, enhancing employees’ perceptions of the company and their level of job satisfaction. Inside a shining white Mecca of modern production, Tesla unveiled giant robots named after X-Men to become a successful electric vehicle producer and to gain a stronger position in the market.

Strategic outcomes

The efficiency with which a firm may accomplish its goals is known as organization effectiveness. Simply put, an organization that achieves the intended result without wasting any resources. Every employee should accomplish everything they know how to do and do it effectively for the organization to be effective (Kumar, Kumar, and Dilip, 2019). To put it another way, organizational efficiency is the ability of a business to achieve desired results with the least amount of time, effort, money, labour, material resources, and so forth. Tesla is a company in the automotive sector that sells electric cars and Tesla Energy. Within a shining white Mecca of modern manufacturing, they are utilizing enormous robots known as X-Men to fold and Mold sheets of metal. This is the organizational efficacy that helps them compete with Ford and General Motors and gain a stronger position in the market. To improve one’s position in a competitive business climate, it is necessary to introduce something new. Additionally, assist in effectively accomplishing goals and objectives.

The MARS Framework: Motivation, Ability, Role Perception & Situational Drivers

The MARS model of individual behaviour and performance is a paradigm that aims to explain how both internal and external factors or influences might contribute to an individual’s behaviour. According to Tavor et al. (2016), MARS stands for motivation, abilities, role perception, and situational circumstances. These are all identified as key elements for analysing the actions and outcomes of individuals. Although the respective model will be used in several Tesla scenarios, it is primarily used in management, organizational behaviour, and industrial psychology research. These four elements have varying effects on an individual’s performance inside an organization, according to the MARS model. A decline in performance will occur if any of these factors are weak. For example, enthusiastic salespeople who are aware of their responsibilities and have the resources necessary to carry them out will not carry them out effectively because they lack the necessary sales skills and knowledge. Therefore, the Container Store and other customer-focused businesses must focus on all four of these MARS model components.

According to De Schotten and Shallice (2016), motivation is the first component of the MARS model and is defined as an internal force that directly influences the direction, intensity, and endurance of an individual’s deliberate choice of behaviour. Here, goals serve as the focus, intensity determines the amount of effort that is put forth, and perseverance determines how long the effort takes. Team leaders at Tesla motivate their employees to work hard and achieve their objectives. Ability is the inclination and learning capacity needed by an individual to successfully complete a certain activity (Bramson et al., 2019). There are four components: learned skills, competences, aptitude, which is a natural talent that helps people learn things more efficiently and do tasks more successfully, and job fit. One Tesla employee, for example, finished in four days even though the time given was six. As a result, the individual in question can finish the assignment ahead of schedule.

Beliefs regarding what behaviour is necessary to achieve desired results and to ensure that everyone is aware of their position are known as role perceptions. Tesla employees must comprehend the tasks they complete, the significance of the tasks they are allocated, the preferred behaviour needed to complete each work, and how their roles are perceived.  Every employee at Tesla must therefore understand the tasks assigned to them and complete them efficiently. According to Dey, Mukhopadhyay, and Adhikari (2017), situational factors are contextual characteristics that either limit or enable behaviour, such as team members, time constraints, money, and work facilities. For employees of Tesla, this factor is out of their immediate control.

Enhance Understanding

Tesla employees don’t have a positive opinion of the company because of their workload and working hours, Major health problems such fainting episodes, light-headedness, seizures, irregular breathing, and chest pains are caused by all of them (Thuy, 2017). As a result, employees have a bad opinion of their companies, which could lead to a high employee turnover rate and job discontent. Therefore, it’s critical that Tesla improves the way its employees are perceived by providing them with better benefits, such as appropriate working hours, overtime compensation, health care, and treating them like people rather than machines. Organizations can enhance their employees’ perceptions of the company in a few different ways. For example, promptly resolving personnel issues that they are experiencing and ensuring that all team members are informed during the decision-making process to boost perception, keep people at Tesla for a long time, and assist in effectively achieving the company’s aims and objectives.

Employee Engagement

Job satisfaction is crucial for both individuals and the organization to guarantee that corporate operations run smoothly (He, Wu, and Zheng, 2016). When workers in an organization are happy with their jobs, they may make greater contributions to the growth of the company and provide consumers with flawless customer service. The company’s managers must make sure that workers are motivated to work to guarantee their job satisfaction and workplace satisfaction. Employee satisfaction is also essential to an organization’s success since motivated workers complete tasks with the necessary efficiency. Due to their excessive workload, which has a detrimental effect on their health and causes symptoms like chest pains, seizures, dizziness, fainting episodes, and irregular breathing, Tesla employees are dissatisfied with their jobs.

According to Abyad et al. (2016), employees have contacted ambulances more than 100 times daily to receive treatment and resume work. Employees get dissatisfied with their jobs because of all these circumstances. Therefore, Tesla must take some significant actions to ensure employee satisfaction, such limiting working hours, offering bonuses, implementing holidays, paying employees more for overtime, and so forth.

Conclusion

Based on the information above, it has been determined that employee behaviour and how they handle situations affect how an organization behaves. Additionally, an organization’s efficacy aids in the efficient achievement of its goals and objectives. Tesla is employing enormous robots to accomplish their objectives and improve their market position. However, workers put in a lot of effort for this, which leads to a bad reputation and job discontent. To do this, Tesla has made several significant moves that have improved perception and increased job happiness. Furthermore, the MARS model aids in the development of both individual and professional performance within an organization.

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).