Minority segments of the population in the United States, like African Americans and Latino Americans, faced inequalities that led them to form movements to struggle for their civil rights. Latino Americans began the Chicano Equality movement, whereas African Americans had the Black Panther Party. Hence, the two movements from different segments of the minority population had commonalities, like the emphasis on economic reforms, and also faced unique challenges in their struggle for civil rights. Further, there are agendas such as means of integration that continue to make coalition forming both within and between different civil rights movements difficult (levy, 2019).
Economic control is common in the political rhetoric and tactic of both civil rights movements from the two minority groups of African America and Latino America. Latino Americans In their El Plan De Aztlan believe that economic control of the Latino communities can only be achieved through chasing away the White Americans who they believe exploit them (Muñoz, 2018). Further, the Latino Americans’ tactics advocate for a self-determined, Independent Latino economy.
Similarly, in their What We Believe, What We Want slogan, African Americans believe they are not free until they can self-determine their destiny (Clayton, 2018). In addition, African Americans advocate for taking the means of production from the business people and placing it under community control (Clayton, 2018). The African Americans believe that the means of production under the power of the community will enable the community to offer employment to all its members. Hence both groups’ political rhetoric and tactics advocate for emancipation from the economic control of White Americans.
In addition, both groups have a common view of an educational platform. In their political rhetoric and tactic, African Americans advocate for teaching education that describes their current role and history. Hence, African Americans support education that will define their history and identity as a people. Similarly, Latino Americans in their El Plan De Aztlan also advocate for an education platform that would describe their culture and history (Orozco, 2021). Therefore, both groups advocate for an education defining their societal contributions (Graham et al., 2020).
The language barrier is a unique challenge Latino Americans face in the United States. Most Latino Americans are not conversant with English; therefore, they miss out on opportunities such as education and career placement (Orozco, 2021). Therefore, there are few Latino American students in Higher education despite their population being on the rise (Jimenez-Padilla, 2022). Also, many Latino Americans only get menial jobs as the High-end jobs require language conversant and higher education, which the language barrier makes them miss.
On the other hand, African Americans face the unique challenge of targeted criminal profiling and incarceration. A high number of prisoners in American jails are African Americans (Manchanda & Ross dale, 2021). The African American population segment has been profiled as criminals; therefore, the law enforcers target the African American population members in their security checks. The Criminal profiling stereotype also psychologically affects African Americans and leads to many adopting gangs and crime as their culture (Musgrove, 2019).
Differing choices of means of integration have made coalitions difficult to form both within and between different rights movements. Within the Civil rights movement, younger people preferred radical means of integration, whereas older people mostly preferred nonviolent means (Bloom, 2019). Therefore, the different integration means make it difficult to form coalitions within the civil rights movement. Also, some civil rights movements prefer radical integration in their advocacy, whereas others prefer nonviolent integration (Bloom, 2019). Thus, the difference in the choice of integration methods of advocacy makes it difficult for the civil rights movement to form coalitions.
The Civil Rights movement was born out of the need for the minority segments of the population in the United States to fight for their civil rights. The Latino American community was particularly affected by the exploitation and discrimination faced by the White Americans, prompting them to form the Chicano Equality movement (Muñoz, 2018). The African Americans, on the other hand, formed the Black Panther Party to address their issues. Both movements had commonalities in their political rhetoric and tactics, such as their focus on economic reforms, and each faced unique challenges in their struggle for civil rights.
The commonalities between the two civil rights movements include the focus on economic control. Latino Americans wanted economic control of their communities by chasing away the White Americans they believed were exploiting them (Muñoz, 2018). On the other hand, African Americans believed they would not be truly free until they could self-determine their destiny. As such, they wanted to achieve economic control by taking the means of production from the business people and placing it under community control. In this way, they could offer employment to all community members.
The two civil rights movements also shared a common view on education. African Americans wanted an educational platform where their current role and history would be taught so that their history and identity as a people would be defined (Clayton, 2018). Similarly, the Latino Americans in the El Plan de Aztlan advocated for an education platform to describe their culture and history (Orozco, 2021). Therefore, both groups sought to define their societal contributions through education.
Despite the commonalities between the two civil rights movements, there were also unique challenges that each faced. One of the unique challenges faced by Latino Americans was the language barrier. Most Latino Americans were not conversant with English, causing them to miss out on opportunities such as education and career placements (Orozco, 2021). This resulted in few Latino Americans having access to higher education, despite their population is on the rise (Jimenez-Padilla, 2022). On the other hand, African Americans faced the unique challenge of targeted criminal profiling and incarceration. A high number of prisoners in American jails were African Americans (Manchanda & Rossdale, 2021). The African American population was profiled as criminals, leading to law enforcers targeting them in their security checks. This psychological effect on African Americans led some to adopt gangs and crime as their culture (Musgrove, 2019).
In brief, the Civil rights movement was formed due to the continued exploitation and discrimination of the minority segments of the American population by White Americans(Bloom, 2019). Therefore, these civil rights movements had commonalities in their political rhetoric and tactics as they advocated ending the same exploitation and discrimination issues. Further, the civil rights movements represent unique challenges that each segment of the minority population experienced. Lastly, the civil rights movement’s choice of integration means has contributed to their difficulty in forming coalitions between and within them.
Bloom, J. M. (2019). Class, race, and the civil rights movement. Indiana University Press.Clayton, D. M. (2018). Black lives matter and the civil rights movement: A comparative analysis of two social movements in the United States. Journal of Black Studies, 49(5), 448–480. Retrieved from https://doi.org/10.1177/0021934718764099
Graham, A., Haner, M., Sloan, M. M., Cullen, F. T., Kulig, T. C., & Jonson, C. L. (2020). Race and worrying about police brutality: The hidden injuries of minority status in America. Victims & Offenders, 15(5), 549–573. Retrieved from https://doi.org/10.1080/15564886.2020.1767252
Jimenez-Padilla, O. (2022). Connected Struggles: Labor and the Chicano Movement in San Diego, CA 1965-1980.Retrieved from https://scholarworks.umt.edu/gsrc/2022/327/4/
Levy, P. B. (2019). The Civil Rights Movement: A Reference Guide. ABC-CLIO.
Manchanda, N., & Rossdale, C. (2021). Resisting racial militarism: War, policing and the Black Panther Party. Security Dialogue, 52(6), 473-492. Retrieved from https://doi.org/10.1177/0967010621997220
Musgrove, G. D. (2019). “There Is No New Black Panther Party”: The Panther-Like Formations and the Black Power Resurgence of the 1990s. The Journal of African American History, 104(4), 619-656. Retrieved from https://doi.org/10.1086/705022
Muñoz, C. (2018). The Chicano Movement: Mexican American history and the struggle for equality. Perspectives on global development and technology, 17(1-2), pp. 31–52. Retrieved from https://brill.com/view/journals/pgdt/17/1-2/article-p31_31.xml
Orozco, C. E. (2021). The Mexican American Civil Rights Movement, 1950–1963. In Agent of Change (pp. 68-81). University of Texas Press. Retrieved from https://doi.org/10.7560/319864-006
Tesla Organization Analysis Essay Example
Tesla is a leading global car manufacturing institution, as it is known. As of 2021, the company is valued at over 50 billion dollars, the figures might sound like an illusion, but there is more to the numbers than what meets the eye. The company has also become just the sixth company to reach a market cap of over 1 trillion dollars; this valuation indicates the standards that the company has set in the market over the years and the level of results that they achieve.
Tesla has a background history of where the idea was incepted when it was formed and all the millstones it has had to go through to become one of the biggest corporates in the whole of America and worldwide. The company also has a well-defined set of visions, missions, and goals that help guide most of the activities they promote; these goals also guide and monitor the staff and leaders at the company.
Tesla is now an established brand in numerous companies and has clean energy as one of its main agendas. Tesla has its headquarters in the United States of America and Texas. Tesla was formally founded in July 2003 by two compatriots, Marc Tarpenning and Martin Eberhard. The company was formerly known as Tesla motors. The name was an homage to the famous scientist and inventor Nikola Tesla, credited for many electrical and physics inventions and innovations.
The company had a significant change in ownership in February of 2004 when Elon Musk bought and became the majority shareholder when he bought shares worth $6. 5million.The company’s first CEO was Martin Eberhard before Elon Musk took over as CEO in 2008. With Elon Musk as CEO, the company acquired a Tesla energy branch. The company had numerous founders, five to be precise; out of the five founders, not all became successful with the company.
Elon Musk, the first major investor in the automobile giant, is widely known for his involvement with the company as the CEO. He is also credited with some of the designs and engineering that go into the products. Before Elon Musk took over complete control, he was involved in a court case with former CEO Martin Eberhard, who sued him for being dismissed from the company in 2009; eventually, the case was settled between the two individuals, and since then, the company has set on the trail of preaching and empowering clean energy and zero-emission cars, investing in the production of clean energy and other sectors that are linked through its other sub-companies or branches (Ohnsman, 2021).
Company Vision and Values Mission
As a company and institution that exists and interacts with a human, Tesla has a specific goal that guides most of its productions and agendas. The Vision of Texas is to encourage or motivate the transition to clean energy by building the most significant and most compelling car company in the whole of amerce and the whole world.
In most corporates or organizations, some visions and targets help shape the overall impression of the institution to everyone interested in it. Tesla, like many other institutions in various fields, has appropriately used its vision statement to clearly outline their objectives and targets to their prospective audience while at the same time maintaining a more approachable and compelling image. The vision statement for Tesla clearly defines its objectives in pioneering zero-emission cars and the steps to achieve the goal.
The only issue with the vision statement is that it does not cover the other sub-branches that fall under Tesla’s brand, for instance, clean energy in homes or other appliances using batteries; this project falls under Tesla’s other branch, named tesla energy. The Vision statement is as essential to the company’s image as the products produced. Tesla’s smaller units or companies may need a clearer vision and mission ideas to guide them and their prospective customers (Rowland, 2022). Tesla’s mission is to accelerate the incorporation of sustainable or easy transport by scaling up the production of affordable and environment-friendly electric cars.
The Tesla mission statement also clearly elaborates on the company’s goals and mission and the activities they are performing to ensure that the goals or mission are attained within the set constraints (Rowland, 2022). The company has expanded and grown considerably, and at some point, questions may be raised about the relevance of some of the statements, goals, or objectives compared to their activities. The company values are well-defined within its vision and mission statements. These values bind the company with the society or community around them because they indicate what operations the company conducts, what the company tolerates, and what the community should expect
The organizational structure of Tesla.
Tesla is a significant global organization and business that employs over 100000 employees in its various institutions or branches. The company also handles and manages numerous transactions that need to be addressed. An organizational structure is fundamental to any business or institution that loos to expand operations and effectively manage all its operations without encountering difficulties.
Organizational structures differ, and companies or businesses must select the structures that suit their mode of operations and the employees within the organization. An organizational structure also has to consider the people impacted by the company and its products. An effective organizational structure ensures that every member and person involved with the company plays their role. Organizational structures usually highlight and define roles for all the members ranking from high to casual workers. The system also explains what is expected of them in other domains like social and organizational specifications.
Tesla employs an organizational structure that pushes for internal growth. The tesla organizational structure also supports business growth; this is distinctive and can be attributed to the market success that the company has consistently recorded. As already defined, organizational structure dictates how the various departments and branches of an institution, and in this case business organization, interact with each other and how the inner organizational components interact with outer or foreign features or entities like customers and other outsiders (Meyer, 2018).
Tesla’s CEO, Elon Musk, is widely recognized for his role in the company; this may paint a picture to the outer audience that he is the one who runs most of the business alone. While that may be true, it is factual that a board and other managers play a significant role in making the company loo as effective as it appears to other people. The leadership of the top executives in companies mostly depends on the type of board behind them. For an executive to be effective, they must be backed by an equally effective and expansive board of directors and managers.
Effective organizational structures help companies to adapt to changes and situations encountered. For instance, a global expansion case may be ideal for a company to expand and exploit more profitable opportunities. Still, at the same time, the increase leaves the company vulnerable to other complex challenges posed by different environments and markets. Tesla’s corporate structure also supports the Vision and mission statement defined by the company. All the components in the company or organization have to interact by complementing each other; the organizational structure must complete different corporate segments or sectors, the sales, and marketing faction, the human resources faction, and other sectors of the organization.
Tesla’s organizational structure implementation can be defined as the U-form organizational structure. This structure has distinctive features. In the U-form organizational structure, all the business operations are managed or run as a central unit, meaning that most decisions are structured and come from a hierarchy (Yingyi Qian, 2006). Most of the findings and activities of Tesla within the USA originate from the Tesla headquarters in Austin, Texas. The Tesla structure encloses all the activities, positions, and even hierarchies lie CEOs and managers. Tesla’s international branches are allowed some form of autonomy since they exist in foreign nations and must also comply with some of the requirements from those nations; hence they have some details differing from those branches within the USA.
Tesla’s structure is mainly detailed with functional units that act as departments that manage all the relevant domains of the company. All the disciplines or divisions work towards implementing and achieving the visions, values, and mission of the Tesla Inc. institutions. The two central corporate values that are worked towards by all the company factions are automotive and energy generation and storage (Cuofano, 2022). These two divisions help design and define Tesla’s primary production and marketing ideology.
Tesla also has a geographical structure that dictates its markets and financial reporting, which comprises four major zones: Unites states of America, China, Norway, and others. In this case, the other contains the rest of the countries where there are tesla stocks and where it operates; this organizational structure has been adequate, at least financially, for the tesla organization. The Tesla organization has gone through changes in its robust system over history; for instance, the first CEO of the company was Martin Eberhard before Elon Musk, who is the current CEO too over the operations. Elon Musk also doubles down as the product architect and the company director.
Elon Musk also holds other roles in branches or institutions owned by the Tesla Inc. company. For instance, he is the chairman of the solar city, a company acquired by Tesla. Zachary J. Kirkhorn is the chief financial officer for the Tesla organization and is relatively new to the role. Jerome Guillen is another vital individual to the Tesla organization and takes up the position of President of automotive for Tesla. Andrew Baglino acts as the chief technology officer at Tesla, while JB Straubell acts as a senior advisor for the organization (Maverick, 2020). All these individuals are essential to the operations of the Tesla organization and implement various roles that ensure that the Tesla structure is maintained. At the same time, the Vision, mission, and values are also kept intact.
Human Resources, Company Culture and conflict resolution for Tesla Inc.
The human resource department, or HR as it is commonly known, is vital for any organization. The HR department manages and helps maintain harmony in the workplace.HR ensures coordination of tasks and roles is efficient, and it also goes a further step and communicates any decisions from the board to the appropriate recipients.HR also ensures that the staff maintains and implements company policies and values. It also provides that the interactions and relations between people at the workplace are healthy and effective for the company’s operation and the organization’s interests. The stated roles of HR make it a critical department or sector for any organization that wants to achieve optimal working conditions for its employees.
Tesla, just like many other corporate institutions and businesses, has an HR or human Resource department that helps coordinate the activities and employees. The Tesla HR department has a vast pool of individuals within the whole department who help implement the policies. The HR team includes; Janelle Diaz, Eryn Bergquist, Gina Rosario, Carla Supanich, Tracy Desmond, David Sabes, Tiffany Hart, and Rama Muthu. Ryan Arnold, and Danielle Nichols (Tesla Human Resources, 2022). All these individuals serve in specific roles within the HR department; the Tesla HR department is one of the highest-scoring departments for the organization compared to the employee ratings for the departments in the institution. The HR department at Tesla is responsible for maintaining and pushing teamwork and team spirit; it is also tasked with keeping an appropriate workplace culture for all employees. The HR department at Tesla also impacts the type of working environment the workers have to go through; most of the workers rate it as excellent and manageable for them. Hence the HR team at Tesla can be said to be effective.
Texture has an exciting and well-defined company culture and requirements for employees. The company’s cultural norms are used to ensure continuity and to help integrate newer members into the organization’s already existing system. The organizational culture at Tesla can be defined as innovative and problem-solving-oriented. This culture is evident through its top managers and the Chief executive officer of the company, Mr. Elon Musk, who claims to be an innovator and expert. The HR department maintains harmony and ensures that the employee’s policies, structures, and culture are upheld by the employee, as already stated.
Most of the mentality and operational guidance come from the top management and are trickled down through the appropriate departments and the HR department. Most members or employees at Tesla have eventually also inherited or adapted to the company’s long-standing culture of being innovative and technology-oriented. Tesla’s organizational culture and structure are employed in the company’s production and other vital sectors. The company adapts to the latest trends in the market and the surrounding environment. In this case, Tesla notes and reacts to the trending and upscaling issue of global warming and carbon emission; they, in turn, use these details in their production to come up with efficient electric cars that can serve the role of transportation buts still help in reducing global warming through zero emission.
The organizational culture implemented by Tesla is very efficient in terms of employee motivation to develop practical problem-oriented products that profit the organization while still solving the problems. The Tesla company has outlined six features that define its organization’s culture and what is expected of all Tesla employees. These feature of the organization’s culture includes; moving fast, speed and being first is essential to Tesla’s target of being a pioneer and maintaining its status, so identifying the loopholes in the market and working on them quickly is critical to the organization and its mission, Vision and value (Meyer, Tesla Inc.’s Organizational Structure & Its Characteristics (Analysis), 2018). The second feature of the Tesla organizational culture is ‘do the impossible’ this feature details the Tesla company employees’ urge to come up with specific and market-oriented products. This feature motivates and encourages employees to build or construct top-notch products that stand out in the market for their high quality and incredible ability, like the vehicles and other Tesla products that are widely preferred by many in the market. The third feature of the Tesla company culture is ‘Constantly innovate’ This feature defines and elaborates The Tesla company’s need and effort that they maintain in being inventive and innovative.
The feature for innovation also reminds or deploys Tesla employees to constantly or continually keep coming up with new concepts and ideas to keep Tesla innovative and relevant in the market. The fourth feature is ‘Reason from “First principles” this feature is another important factor in the culture of the Tesla organization and is recommended by the organization’s top management. Reasoning from the first principle entails identifying and analyzing problems from their roots or where they begin and then coming up with appropriate techniques or solutions to the problems (Meyer, Tesla Inc.’s Organizational Culture & Its Characteristics (Analysis), 2019).
The fifth feature is ‘think like owners.’ This feature encourages employees to put effort and commitment to their craft and roles in the company by making decisions that benefit the company in the long run. This culture for Tesla is another positive approach to how the executive and the various departments manage the company effectively. Making the employees feel like owners and making them feel like their decisions and actions significantly impact the company’s operations.
The final feature of Tesla’s culture is ‘We are ALL in. This feature reinstates the message of unity to all the employees and stakeholders in the organization. Like all the other covered features of Tesla’s organizational culture, even this encourages unity and teamwork. The main goal or agenda of Tesla’s culture is to encourage teamwork and effort from the employees by making them feel included and impactful in the decisions and milestones achieved by the company (Meyer, Tesla Inc.’s Organizational Culture & Its Characteristics (Analysis), 2019). These said features of the Tesla organizational culture have positive and negative implications for other employees and the operations of Tesla. The recruitment process at Tesla has its settings just like other companies. A degree is not a minimum requirement to be employed at Tesla, but there are other tests that an individual has to pass with a GPA of 85% or higher. Showing basic skills is an advantage, and being inventive and innovative is another factor that may advantage an individual interested in being recruited at Tesla.
Individuals have to go through tests and interviews with the employer. In most cases, the interviews are used by employers to test the technical skills possessed by a potential employee. One of the key skill requirements is the ability to drive; creativity is also an added advantage. The job requirement differs according to rank or level; a degree qualification is not mandatory for low-level jobs. A diploma or degree is required in the related field for mid-level jobs. While for higher-level jobs, the qualifications may reach a master’s degree level. The skillset required also differs with the roles being applied. For instance, a data entry role may require knowledge and the ability to use a C++ programming language (Sario, 2020). For conflict resolution at Tesla, the CEO has publicly stated that the company prefers an open-door approach where the employee can reach out and address their issues to the management without going through a hierarchical procedure. The abovementioned approach is effective because the communication process has been eased; hence both internal and external conflict resolution is also made simpler (Cardenas, 2021).
Social responsibility and sustainability.
Most corporates have a social responsibility and commitment that help guide some of the activities they conduct within the various communities around them. Tesla, just like many other corporates, also has social responsibilities and commitments to serve the community that they exist around. In this case, Tesla is a global company. Its social responsibility or targets should be oriented towards impacting the United States of America and the world. Tesla’s main social responsibility activity contributes to the effort towards fighting global warming. Tesla was initially founded on that basis and still stands by those social goals.
Tesla’s Vision and mission clearly define and illustrate the organization’s targets, which are to provide transportation at an affordable cost and still manage to curb the level of carbon emission to zero. Besides being on the frontline for fighting global warming, Tesla has also popularized various partnerships and collaborations with other institutions for research. The vice president leads Tesla’s CSR activities, which have been incorporated into most of the company’s programs lately. Tesla is involved in research activities which they lend to institutions like Mercedes and Toyota that use them for research in specific details (Valdes-Dapena, 2013).
Tesla is also involved in employee wellness and health programs by providing free healthcare for full-time employees. Tesla also factors in the gender disparity and tries to address the issue of empowering equality and diversity. The organization has been identified s a top institution for employee diversity (Mainwaring, 2019). Tesla also addresses water consumption by its factories and puts in place appropriate measures to address water consumption and even recycling of water in Tesla factories.
Recycling is not limited to one specific resource; Tesla also ensures recycling of other materials used by the company’s factories in production (Dudovskiy, 2021). Tesla is involved in numerous other programs and initiatives in society and the community. Despite how effective the CSR for Tesla is, there is always room for improvement, and it can also be improved if appropriate measures are implemented. The institution can better address issues like diversity; another issue that can also be improved on is workplace culture and experience. The current CSR measure, if maintained and improved, is very efficient in improving the communities and societies that Tesla exists around; they also play an important role in ensuring that Tesla stays in line with its Vision, mission, and values.
Given that Tesla has a clearly defined vision and mission that they target to achieve, the company or organization should ensure that the activities they partake in uphold the values that define the organization. Ensuring sustainability for all parties involved with the company is also very important because exploitation would be an unethical move by a company of the size of Tesla.
Tesla’s responsibility is to ensure that they do justice to the employees, competitors, and community around them through its activities. Accountability is very important for Tesla because most corporations identify loopholes and use them to exploit the people around them, either employees, communities, or competitors. A good example is a major corporate illegally dumping its waste in a non-designated area because there are no people or institutions to hold them accountable.
Transparency and Ethics
Transparency and accountability are important factors in any institution, and epically institutions that handle the details and data of its users like Tesla does; trust and transparency are paramount for situations like these because, without trust and transparency from the organization, there is a risk of losing the data of many people. Like many other organizations that handle user data and details, Tesla has come under questioning about the security of the user data they are left to manage.
To ensure transparency and gain the trust of the users and customers, the company has a set of conducts and policies that they enforce within their organizations to assure the clients that their details are secure and the possibility of being accessed illegally is minimal. User data security is one of many issues the company must address because other matters are also related to how the company operates.
Given the fact that Tesla has recently come under scrutiny for how employees conduct themselves at the workplace and also the recent claims of sexual harassment and mistreatment of women at the workplace, there needs to be a clear and precise harassment protocol that can be used by either an employee or an oversight authority, in case of reporting or investigating harassments. The claims about the conditions of sexual harassment women are subjected to in Tesla factories are very concerning and put a dent in the credentials and track record of the company in their effort to achieve equity and diversity (Stempel, 2021). There is a need for a code of conduct and code of ethics at the Tesla factories because, without proper guidance and appropriate measures, many individuals are put at risk with the conditions that they are left to work in the organization.
By communicating the performances and the details of some or all of their activities, Tesla encourages transparency, which is a good step towards achieving transparency in all of its institutions.
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Dudovskiy, J. (2021, May 3). Tesla CSR: a brief overview. Retrieved from methodology.net: https://research-methodology.net/tesla-csr-a-brief-overview/
Mainwaring, S. (2019, August 13). Purpose At Work: How Tesla Leverages Purpose To Build Its Workforce And Business. Retrieved from forbes.com: https://www.forbes.com/sites/simonmainwaring/2019/08/13/purpose-at-work-how-tesla-leverages-purpose-to-build-its-workforce-and-business/?sh=17071cc046da
Maverick, J. (2020, June 21). Who Is Driving Tesla’s Leadership Team? Retrieved from investopedia.com: https://www.investopedia.com/articles/company-insights/090316/who-driving-teslas-management-team-tsla.asp
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The Air Canada Flight 797, 1983 Accident Essay Example
In the world, different industries face different disasters. An example of a disaster is in the airline industry, where an Air Canada flight 797 accident occurred in 1983. The accident led to deaths and caused a lot of damage. Hence, the industry came up with some solutions, such as implementing risk management controls to help during and after such an emergency. There were also some codes and regulations to help in such situations. Therefore this paper will explain the controls, principles, and rules implemented.
Following the controls implemented, they were all related to the Canadian flight disaster. An investigation was conducted after the whole incident, and some findings showed how the fire came to be severe. The severity of the accident was due to the poor maintenance of the plane as well as the time taken to understand the nature and cause of the fire and what to do to serve as a solution in the emergency (Insley., et al. 2020). To prevent such a disaster from happening again in the airline industry, it was essential to implement risk management measures like lavatory modification, cabin floor modification, passenger cabin modification, cock pit voice modification, and fuselage modification.
For the passenger cabin, a garment storage space was added in the location of the proper aft restroom. The house’s walls and roof were modified, and overhead luggage containers were added. This allowed the passengers to be more comfortable, have enough space to travel safely, and even wear survival garments in case of an accident quickly. During the accident, this was lacking, so most commuters needed to learn what was happening and how they could survive the accident. Lavatory modification is another modification that was done after the immense airline tragedy. There was the installation of lavatory smoke detectors which would help in waking people who are asleep before they are burned alive. The airline may have cut the danger of death in a disaster by 50% by implementing and servicing smoke alarms in an aircraft. Each segment of the plane and each space in which passengers rest or sleep ought to have alarm systems.
Proceeding with the controls, there was the cock pit voice modification. Here there was better positioning of the cockpit to ensure good communication in the airline. The two main purposes of airplane communication are increased protection and reduced disasters that may be avoided. There were also changes in the cabin floor after the tragedy. The track lighting was installed on the cabin floor to help guide the passengers to the exiting points in cases of darkness or smoke. The fuselage modification was the last control implemented in the industry after the accident case. The fuselage gives the plane its structure and the aerodynamics required for the kind of travel that will be made and it acts as a hub for assembling the airplane’s many components and the stresses are dispersed across its full area (Al-Maliki., et. al. 2021). It is discovered that an increase in fuselage size has no discernible impact on the aircraft combination’s overall drag thus the fuselage should be maintained.
Aside from the controls that were implemented, the Canadian airline tragedy led to improvement in the code and regulations. There were some changes in that there was implementation of a computation code that still exists till date. The aviation sector has come to rely heavily on computers (Knight., et. al. 2002). Technologies are employed to determine prices, organize staff and planes, determine routes, and buy reservations. This allows for the safety and security of the passengers and everyone on the plane. Code exchange deals among aircraft have been made possible by computerized booking networks, allowing passengers to journey on many airplanes with one booking. The number of passengers moving across an airport system is increased and optimized by code interchange. Code exchange arrangements with passenger, international, and provincial flights are possible for big carriers and this means computer technology is required to provide safety for commuters. Therefore, the computation codes are used in the safety briefing, the plane’s control systems, and communication. This allows the passengers to be aware of the airplane’s safety tips, communicate in case of something, and control the plane in specific ways, thus preventing an enormous tragedy like the Canadian flight incident.
Based on the developing technology in the world, new regulations have been set aside in airline industries to avoid accidents like the Canadian flight disaster. The aviation authorities maintain these rules, providing safety and making the journey simple and comfortable for commuters. Some of those rules are making sure the planes are well maintained. They have no issues before setting for the flight, ensuring enough staff and materials to help in case of an emergency, ensuring the better repair of the planes, and lastly, making the number of passengers in the plane matches the capacity of what the aircraft can carry. This leads to easy saving of the people inside the plane, safe flights as the aircraft are in good condition, and instant help due to communication, thus saving more lives and avoiding injuries and damage.
The above implementations done after the Air Canada Flight 797 have helped a lot. Looking at the number of such accident cases, there has been a significant reduction, or more lives have been saved. This is because the set controls have been implemented as supposed, and codes and regulations have been followed, thus increasing safety measures. However, there should be emergency preparedness which helps a lot in the survival of a plane accident. This involves choosing a good seat, ensuring one has dressed up for survival, providing one has understood clearly about the safety tips, being prepared for whatever might happen, and trying to use survival skills to survive the accident. These steps help in fighting against the accident when there is nothing more the pilots can do. It assists during and even after the incident, and most people should familiarize themselves with this as it helps reduce risk or danger.
The suggested accident control method
Aside from the controls mentioned earlier concerning the big Canadian flight accident, one rule was never implemented. This is a technology that is referred to as IOT and cloud technology. The IOT involves a large quantity of analytic data, while cloud technology involves having enough storage, speed for accessing something, and scale (Alshouiliy., et al., 2021). With this kind of control system, plane accidents can reduce. Technology helps in having more knowledge; thus, it becomes easier to implement several options during an emergency. Also, it allows easy accessibility; hence being able to survive the accident becomes more accessible as there is the easy accessibility of exit locations, and easy access to extinguishers may help with dealing with a fire in the plane. Hence, this control should have been implemented though it was not due to the cost in terms of time, money, and labor as it requires more technical skills.
Al-Maliki, N. R. T. (2021). Aerodynamic principles of helicopter design (Master’s thesis, Altınbaş Üniversitesi/Lisansüstü Eğitim Enstitüsü).
Alshouiliy, K., & Agrawal, D. P. (2021). A confluence of 4G LTE, 5G, fog, and cloud computing and understanding security issues. In Fog/Edge Computing For Security, Privacy, and Applications (pp. 3-32). Springer, Cham.
Insley, J., & Turkoglu, C. (2020). A contemporary analysis of aircraft maintenance-related accidents and serious incidents. Aerospace, 7(6), 81.
Knight, J. C. (2002, May). Safety critical systems: challenges and directions. In Proceedings of the 24th international conference on software engineering (pp. 547-550).