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Information Technology in Tesla

In the present business world, designing the strategies for CSR has become essential for most organizations. How the internal structure of organizations appears in a context that is socially responsible towards their employees has not been investigated sufficiently (Doh, Littell and Quigley 112-120). CSR is the initiative to do an assessment and taking the responsibility of the effects of a company on both the environmental and social wellbeing. The culture of an organization has an impact on how an organization views and participates in corporate social responsibility and Tesla is no exception.

The organizational culture of Tesla supports innovation (Meyer). The company is able to develop products that are of high technology and these products attracts its customers. This advantage due to organizational culture is in line with its generic competitive strategy. Moreover, this organizational culture is also advantageous in terms of corporate social responsibility as it supports the rapid response and solution of problems. The customers are always in need of quality, and continued innovation ensures the satisfaction of the clients.

 In their quest to design its CRS, Tesla believes that employees are a critical factor in the success of its automotive business (Greenspan).  The performance and productivity of any business organization are always dependent on the employees. The negative effect of tesla’s organizational culture is with the pressure that it puts on its employees to innovate constantly. As much as innovation benefits the company, the human resource is put under the strain. Moreover, the corporate structure of Tesla imposes limits on the employee responsiveness. This counteracts the effects of the organizational culture in facilitating decisions that should always be speedy and actions to address the concerns that exist in the automotive business.


Works Cited

Doh, Jonathan P., Benjamin Littell, and Narda R. Quigley. “CSR And Sustainability In Emerging Markets: Societal, Institutional, And Organizational Influences”. Organizational Dynamics 44.2 (2015): 112-120. Web.

Greenspan, Roberta. “Tesla Motors, Inc. Corporate Social Responsibility, Stakeholders – Panmore Institute”. Panmore Institute. N.p., 2016. Web. 7 Nov. 2016.

Meyer, Pauline. “Tesla Motors. Inc.’S Organizational Culture, Characteristics (An Analysis) – Panmore Institute”. Panmore Institute. N.p., 2016. Web. 7 Nov. 2016.


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