group assignment topic choose a company on one or two management issues faced by that company

Analysis: I.First issues1.Theory for solving these issues Thanh VinhaManagement of Tesla at the workplace:To meet the growing demand for new car models, the corporation has focused on in

Group Assignment

MGT103 Lecturer: Phó Thị Mỹ Hạnh

Name: Vũ Thành Vinh - SS17070/4

Lê Hồng Hải - SS170924

Lê Hoàng Vinh - SS170484

Mai Trần Trung Hiếu - SS170636

Trần Gia Ánh - SS170592

Bùi Phạm Phương Quỳnh - SS170716

Topic: Choose a company on one or two management issues faced by that

company

A) Introduction Hieu

Welcome Ms Hạnh and classmates to the Defining and Solving Problem of Tesla company presentation of group 4 Tesla was founded in 2003 Tesla designs and manufactures electric cars, battery energy storage from home to grid-scale, solar panels and related products and services Tesla is one of the world's most valuable companies with a market capitalization of nearly $1 trillion

Analysis:

I First issues

1 Theory for solving these issues Thanh Vinh

a) Management of Tesla at the workplace:

To meet the growing demand for new car models, the corporation has focused on increasing automobile manufacturing, which has resulted in increased working hours for employees Several employees have also been let go due to their failure to keep up with the company's changing demands.Besides, the working environment in Tesla is toxic because there is a lack of ways to motivate employees in their management system Employees always have to spend one hundred percent of their ability to work but there is no reward or praise for their hard-working performance which leads to a leak of equity in the company In addition, for the improvement of the working environment, Tesla can bring some solutions depending on the equity problem

1 Theory for these issues

a) Equity problem at Tesla

Tesla can also apply some solutions for motivating their employees about these issues One

of the best choices is using Equity theory for motivating their employees According to equity theory, people are motivated to seek social equity in their performance rewards To determine equity, a person compares his or her ratio of outcomes (pay, recognition, promotions) and inputs (time, experience, effort) to someone else's.and to maximize individuals' rewards, we tend to create systems where resources can be pretty divided

amongst group members Inequalities in relationships will cause those within them to be unhappy to a degree proportional to the amount of inequality

The detailed solution according to Equity theory for this issues:

Based on the principle of equity, Tesla can offer several answers When compared to other business circumstances, employees may feel fit and equal, and employees can work with peace of mind, leading to increased productivity and efficiency for individual employees Furthermore, some employees were laid off for not keeping up with the changing demands

of the company To ensure that employees from all organizations are treated equally, Tesla should hold training sessions for new employees to relearn basic job skills such as managing and allocating employees- for employees in departments;

For employees working in the production stages, training is given to them on making and assembling everything, from car parts to electronic devices, components, and machines As jobs can be rotated and the operator can load the workpieces and pick the finished products onto pallets and finished product racks This is a way to improve the production process in the line when laborers perform simple steps without the use of modern automated machines

In addition, professional line workers may be required to stand for long periods during assembly, although most of the healthful and hazardous work has been automated by specialized automatic machines Some of these assembly workers are still exposed to harmful materials throughout a workday Especially in parts foundry lines production lines for electronic components and teach them how to handle and adapt to changes in the workplace

II Second issues Quynh

In the pandemic, The issue of Tesla was chiefly based on the powerlessness to regard the Coronavirus guidelines and presenting the representatives to the gamble of spreading the infection Inability to comply with the public authority guidelines uncovered the decay in the organization and the need to have significant changes in the organization

1 Theory for solving these issues

a) Inability to respect the COVID-19 regulation:

Tesla's problem stemmed mostly from the company's failure to adhere to the COVID-19 requirements, putting its employees in danger of spreading the virus Failure to comply with government regulations exposed the company's rot and revealed the need for significant adjustments According to Contingency theory, which is an organizational theory that claims that there is no best way to organize a corporation, to lead a company, or to make decisions[14] Instead, the optimal course of action is contingent (dependent) upon the internal and external situation Contingent leaders are flexible in choosing and adapting to succinct strategies to suit the change in the situation at a particular period in time in the running of the organization In other words, the Contingency theory is important when assessing the issue and developing the best strategies to respond to future problems, especially in the pandemic situation During the COVID-19 pandemic, having multiple backup plans will be the best way for leaders to keep their businesses running

The detailed solution according to the Contingency theory : Anh

- There is no best management, so Tesla’s manager should make decisions based on the actual situation of employees and the pandemic situation Making decisions arbitrarily and rationally will have an impact on the company's success and lead to a loss of compassion between the workers and the Tesla company's management In detail, during the pandemic, management should prepare contingency measures for unanticipated scenarios in the workplace such as:

What Tesla needs to do to deal with the post-Covid-19 crisis is to mobilize and set up

a task force and a transition office Regarding the task force, it is necessary to set up specific standards and goals for each period and stage of the corporation's development This team needs to assess the effectiveness of the COVID-19 response across five workforce-related dimensions (including people protection, work safety & productivity, cost management, availability, etc.) recovery readiness, communication) at the same time, set up a strategy to return to the group's

operations after the epidemic period As for the transition office, it will be the place to coordinate and plan for the return to work to promote wellbeing, compliance, and efficiency Develop a resumption plan by closely following and complying with Government directives and safety, health, and environmental regulations to implement and manage the resumption strategy and plan movement of the new normal Through the monitoring and measurement of work progress, specific and appropriate communication strategies will be devised for the epidemic period Also assess four key areas of getting the workforce back to work: health and safety, type

of work, finances (including costs and revenues), and employee needs Each specific position of each department is different

For the health and safety of workers: Ensure compliance with Government directives and regulations on health, safety, and working environment most effectively and productively Establish rules for shared use of equipment and workspaces also consider appropriate medical practices as part of the resumption process (e.g., temperature checks for each worker before work) I

- In terms of work type: In addition to identifying key/contractual services and related roles they need to identify positions where interaction with others (at work or outside) or sharing equipment/technology to understand potentially hazardous jobs and compliance issues if work is not done in the workplace to

be able to evaluate jobs that can significantly reduce productivity if working outside

- Regarding the needs of employees: Through assessing workers' attitudes about health and safety and hygiene in the current situation by understanding the individual circumstances of employees (for example, must childcare, financial situation) and affect work performance

- Operations: Needs to ramp up operations to meet requirements by building weekly and daily on-site work schedules based on work forecasts, applicable

laws, and change schedules co-setting individual working hours location (e.g for manufacturing plant, store, contact center) Also define job roles: need to return to the office immediately, or take a break or continue working remotely From there, set up a schedule for returning to work at the employee level for each area, including selecting employees if the number of people returning exceeds the registration level

- Health and safety: Implement policies and measures to ensure a safe work environment by designing and implementing strict cleaning practices and schedules, regularly following guidelines using protective equipment and safe distance between employees, and implementing appropriate mechanisms to control the number of people going to work, e.g split work shifts, allocate time off to create an environment Safest and most comfortable workplace for employees

2 Other theories for these issues:

a) Maslow's Hierarchy of Needs Hoang Vinh

It can be used to understand the motivation and explain the employee's needs based on the psychological need to evacuate in time to prevent the disease from spreading in the work environment

Polis, safety, love, esteem, and self-actualization needs

The psychological needs of the employees include food, water, overall health, rest, and reproduction Achieving the basic psychological needs allows individuals to focus on safety needs Safety needs protection from violence or theft, financial security, emotional stability, and health security The decision by Elon Musk to punish defiant employees with termination letters violated their right to safety because some were forced to attend work despite the lockdown regulations The other level of love and belonging means that employees need to establish bonds with each other and their roles in the business However, working during the COVID-19 pandemic curtailed the employees’ freedom to interact and further increased their

exposure to the coronavirus Tesla’s operations, despite the lockdown, also affected the esteem needs of the workers due to the two violations of respect and acknowledgment

The detailed solution according to Maslow's Hierarchy of Needs theory: Hai

- Physiological:

+ Physiological needs are the lowest level of Maslow’s hierarchy of needs They are the most essential things a person needs to survive They include the need for shelter, water, food, warmth, rest, and health A person’s motivation at this level derives from their instinct to survive

+ Because of the COVID19 pandemic , there can be various consequences Tesla managers should provide sources to solve their employees' needs Employees who work from home may need supplies such as tissues, medicine, COVID19 kit test,

- Security:

+ Employee safety must be a priority for the Tesla organization It is necessary to take precautions to prevent the spread of COVID-19 such as: wearing a mask in public, washing their hands regularly, Employees will feel more secure at work as a result of this

+ Managers should provide ways and solutions in case their employees have COVID-19 disease In detail, transportation and medical facilities should be provided to isolate and carry them to the hospital

- Love and Belongingness:

+ Tesla Managers should organize team-building activities for employees to help them build up relationships with each other As a result, they will feel like they belong in the group to work in a way more effectively When deprived of these needs, people might encounter loneliness and depression

+ Various team-building activities online are required to provide for employees Besides traditional mini-games, managers can create brand new ones In detail, they can suggest their subordinates participate in “Sending Regards” This activity requires

individuals to make a short wish to others in digital forms like videos with the covid19 topic These small actions will heal their morale and motivate them to work effectively and efficiently

- Esteem:

+ Tesla executives must demonstrate to their staff that their labor during the epidemic is valuable and deserving of the company's respect Because the firm needs this personnel to continue to operate

+ Gratitude and rewarding outstanding employees are important factors that the organization should embrace Furthermore, supervisors' attitudes toward their subordinates must be altered Employees' performance will improve if they believe they are respected

+ In detail, there should be rewards for employees doing their work done perfectly, punctually, and independently The rewards should include both visible and invisible ones

● For example, excellent performances will be encouraged and respected by others through achievements like employee of the year, These employees will

be proud of themselves and motivated to do their best in the future

● Also, the visible presents are considerable suggestion in this aspect Excellent and hard-working employees should be well-paid appropriately with their efforts Another way to achieve their contributions is to give them more time to relax, extend their holiday

- Self-actualization:

+ Self-actualization relates to the realization of an individual’s full potential In general, self-actualization is the pursuit of personal growth

+ In detail, to meet the Self-actualization needs of employees, the managers promote an environment where employees can get the desired opportunities:

● In a project, leaders should point out the difficulties and requirements to

stimulate and encourage the creativity of employees to solve the issues

● Projects and work should be divided into smaller parts for each individual to deal with the problems by themselves As a result, employees can do the work

on their own

● Managers should separate the work depending on their abilities At once, the managers ought to keep track of the growth of each employee to level up the difficulty of their work

CEO images improvement: Hieu

Because Tesla doesn’t have a PR department Only Elon Musk has permission to do it by using Twitter to provide information about his company This is an unprofessional company structure as the essence of the PR department can not be denied, and the face of Tesla can be decreased dramatically through the eye of its customer The solution for this problem is simple, Tesla just needs to open the PR department and invest more money in it and build it carefully

References

[1] 10 Leadership Strategies for Navigating COVID-19 (n.d) IACP Retrieved March 5, 2022, from 10 Leadership Strategies for Navigating COVID-19

[3] Analysis Of Tesla Management Issues | Total Assignment Help (n.d.) TotalAssignmentHelp Retrieved March 5, 2022, from

[4] Autoblog is part of the Yahoo family of brands (2020, July 29) Autoblog Retrieved March 4, 2022, from https://www.autoblog.com/2020/07/29/tesla-supplying-batteries-tech-competitors/

[5] Carlier, M (2021, November 10) Tesla - statistics & facts Statista Retrieved March 7, 2022, from

https://www.statista.com/topics/2086/tesla/#dossierKeyfigures

[6] Chris Isidore, CNN Business (2021, October 26) Tesla is now worth more than $1 trillion CNN Retrieved March 3, 2022, from

https://edition.cnn.com/2021/10/25/investing/tesla-stock-trillion-dollar-market-cap/index.html

[7] COVID-19 ARCHIVED WEBPAGE (2020, February 11) Centers for Disease Control and Prevention Retrieved March 5, 2022, from

https://www.cdc.gov/coronavirus/2019-ncov/community/guidance-business-response.html

[8] Electric Cars, Solar & Clean Energy (n.d.) Tesla Retrieved March 3, 2022, from https://www.tesla.com/

[9] Lambert, F., & Lambert, F (2021, August 9) Tesla finally confirms

Cybertruck electric pickup is delayed to 2022 Electrek Retrieved March 4,