Introduction Ford and Tesla in 2017 represent a race for the future of the automotive industry. At first glance, the two companies seem like opposites; Ford being one of the most established companies in the world, and Tesla, the fiery start-up with an ambitious CEO. The mental picture these two provide is something similar to David and Goliath, but when it comes to shaping tomorrow’s automotive industry, Ford sees Tesla as real a threat as any of their other major competition. Ford Motor Company has been one of America’s chief automakers for over a century, alongside their Detroit rivals GM and Chrysler. In their recent history, Ford has had its highs and lows but still remains an elite automotive company today, ranking 10th on the Fortune
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Satisfied employees are internally motivated to achieve the company’s goals and build value for shareholders. At first, one might be inclined to believe that a substantial salary and reasonable hours are all that are needed to satisfy the needs of employees. However, job satisfaction theory is much more complex and requires a very calculated approach from management. The distinct organizational structures of Tesla Motors and Ford Motor Co. lead to a number of differences in job satisfaction and a comparison of the two companies can provide a living example of job satisfaction …show more content…
This theory illustrates that in order to maximize satisfaction, an individual most work their way up a ladder of needs, satisfying each one before the next can be evaluated. The hierarchy begins with an individual’s most basic psychological needs and ascends to self-actualization at the very top. When considering the corporate culture of these two established automotive companies, it is safe to assume that employees have their basic psychological and safety needs provided for. Both companies pay their employees salaries and provide benefits sufficient for survival. With respect to the next step, love and belonging, it is difficult to get a picture of an individual’s satisfaction within the two companies. One employee may have a feeling of belonging within the company while another in the same role may not to the same extent. For this reason, this element of Maslow’s Hierarchy is very subjective. However, a great test of a company’s ability to create job satisfaction for their employees lies in the last two stages of Maslow’s model, esteem and
Satisfied employees are internally motivated to achieve the company’s goals and build value for shareholders. At first, one might be inclined to believe that a substantial salary and reasonable hours are all that are needed to satisfy the needs of employees. However, job satisfaction theory is much more complex and requires a very calculated approach from management. The distinct organizational structures of Tesla Motors and Ford Motor Co. lead to a number of differences in job satisfaction and a comparison of the two companies can provide a living example of job satisfaction …show more content…
This theory illustrates that in order to maximize satisfaction, an individual most work their way up a ladder of needs, satisfying each one before the next can be evaluated. The hierarchy begins with an individual’s most basic psychological needs and ascends to self-actualization at the very top. When considering the corporate culture of these two established automotive companies, it is safe to assume that employees have their basic psychological and safety needs provided for. Both companies pay their employees salaries and provide benefits sufficient for survival. With respect to the next step, love and belonging, it is difficult to get a picture of an individual’s satisfaction within the two companies. One employee may have a feeling of belonging within the company while another in the same role may not to the same extent. For this reason, this element of Maslow’s Hierarchy is very subjective. However, a great test of a company’s ability to create job satisfaction for their employees lies in the last two stages of Maslow’s model, esteem and