Culture and Leadership in Organizations

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Companies are increasingly realizing the impact that culture and leadership have on productivity. I contend with Sackmann (2021), who states that organizations can only function due to their informal systems that encompass the patterns of institutional values. Moreover, understanding the various dynamics and personality traits of the leaders and other employees. Although there is a formal mission and vision that govern organizational operations, I think culture is much deeper, entailing relationships, decision-making structures, and tolerance across diverse groups of people.

I will exemplify Tesla motors corporation in my discussion as I would love to work with them in the future. The vision statement for Tesla is “to create the most compelling car company of the 21st century by driving the world’s transition to electric vehicles” (Rowland, 2018). Its mission is to accelerate the global transition to sustainable transport. In my opinion, the achievements that Tesla has made, such as being the leading company that makes electric cars and other energy products. Some of the company’s core values include respect, continuous learning, environmental consciousness, taking risks, and doing the best (Rowland, 2018). The values set the standards for developing a positive work environment

The organizational culture of the company is characterized by innovativeness and problem-solving behavior. For example, the company’s chief executive officer, Elon Musk, tells his employees reasoning from first principles in which he encourages employees to identify the root factor in solving a problem (Meyer, 2019). Moreover, employees are encouraged to think and act like the owners of the company. For example, managers expect employees to take individual responsibility for their work (Meyer, 2019). The culture reflects tolerance since if a worker experiences a challenge, they can think of an idea to resolve it without fear of penalization. Thus, the environment promotes teamwork, horizontal relationship between leaders and workers, problem-solving strategy, and innovativeness.

Noteworthy, the corporate philosophy has a significant role in daily operations, such as working together, innovative ideas, and taking responsibility. I think the leaders acknowledge and value their employers, as evident in how they allow them to make key decisions within their capacity. The communication, such as Elon Musk telling the workers to adopt the first principle, is proper as it reflects the empowering culture. Essentially, Musk is a transformative leader who wants to impact the workers with knowledge of thinking smart in the technological industry.

From the Big Five personality test results, I am skeptical and reserved. Although these results may appear discouraging for a leader, I have some attributes that may benefit an organization such as Tesla. Particularly, I am a pacesetting and commanding leader who prefers doing first what I expect of my followers. Therefore, it is not hard for me to set the standards and help Tesla realize its vision by positively influencing people to adhere by the quality standards.

In conclusion, organizational culture determines the daily operations and overall productivity of a company. A company like Tesla has specified its vision, mission, and values which provides a foundation for interactions and production in the company. The leader is evidently determined to instill a culture of mutual respect and innovation and believes that the employees are a significant part of the process. If I ever get a chance to work with Tesla Motors, I believe that I will contribute positively to their goal. Moreover, I will learn and improve on some of the negative traits in my personality to ensure that I cooperate with other workers.