Employee Perception and Adjustments
Guo (2024), states that it is crucial to understand how employees perceive their roles when the organisation is going through major changes. As per Maslow’s theory of hierarchy of needs, Tesla must care for the employee's mental and physical health, promoting a higher-order sense of security and safety, on their job and being such that they remain motivated. The adjustments as per the regulatory changes may require them to acquire new skills or their responsibilities can be increased due to the sustainability measures. Hence an efficient training program can ensure to facilitate employees to understand how their roles contribute to the company’s long-term sustainability goals. Tesla can help its employees to align their professional growth with the company's strategic goals which will foster a sense of purpose and enhance job satisfaction, promoting loyalty and commitment to the organisation. To ensure this the management should communicate the sustainability regulations and related changes transparently to the employees and provide well-defined performance metrics after outlining expectations and offering pathways for career advancement (Suryana et al., 2024).
Performance Practices and Schein’s Organizational Culture:
Edger Schein's Organisational cultural model provides a framework for interpreting 3 levels of culture that include artifacts, espoused values, and basic underlying assumptions (Assoratgoon & Kantabutra, 2023). Artifacts are visible and describe elements such as company policies and office layout. Espoused values are the stated norms and goals or how people would describe the organisation, whereas basic assumptions are ingrained beliefs that shape the behaviour. Tesla's organisational culture relates to Schein's model by focusing on sustainability, innovation, and a goal-oriented approach. The artefacts of the company are visible by the state-of-the-art technology and open office designs to enhance collaboration. Espoused value is visible through the commitment to rapidly shift the world towards renewable energy. This aligns with operational practices as seen in the manufacturing of EV or SolarCity initiatives (Tesla, 2024).
The underlying assumption that sustainability is crucial for the success of business promotes innovative measures and strategies for enhanced operational choices, establishing the company as the leader in the market. As for the sustainability regulations, Tesla’s culture supports compliance and proactive engagement with environmental standards. This alignment between Schein's model and Tesla’s practices states that organisational culture can integrate regulatory compliance at its core developing goal-oriented, environmentally conscious ethos (Khan, 2021). As Tesla moves towards innovative eco-friendly practices, integrating enhanced sustainability values into the organisational culture is crucial for the business in the long run. It is crucial to promote sustainable product designs and showcase eco-friendly initiatives as Tesla's identity.
This will help the employees develop a perception regarding their roles, motivating them to adopt sustainability as a key element of their work. As a manager implementing organisational behavior principles is crucial to navigating the changes. Employees must feel that they are contributing to the greater purpose and that their individual efforts are impacting sustainability goals positively. One of the tools of organisational behaviour is the motivation which sets in motion the action of people, which can help with effective operations. By ensuring hygiene factors such as working conditions and job security, the motivators of recognition of sustainability efforts, and employee engagement can be sustained (Furr, 2023).
