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ElonMusk_CaseStudy

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ElonMusk_CaseStudy

Uploaded by

winterflower3003
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Elon Musk is a billionaire entrepreneur famous for being a co-founder of PayPal,

and the current owner of social platform X (formerly Twitter). However, he is


most well-known for being the CEO of electric automaker Tesla and founder of
Space Exploration Technologies Corporation, acknowledged commonly as
SpaceX. Although Elon Musk did not found Tesla, he took over Tesla as the CEO in
2008 and his leadership led Tesla through the global financial crisis by investing
a large amount of his own money in it. Under his watch, Tesla expanded its
product line and rose to be a major player in the electric automaker industry. In
2002, Elon Musk founded SpaceX for the sake of revolutionizing the aerospace
industry and making space exploration more affordable and accessible. During
his leadership of Tesla, Elon attained many remarkable and historic
achievements including manufacturing reusable rockets and being the first
privately owned company to launch a spacecraft into space. The crucial
contribution to his notable accomplishments must be traced to his inspiring yet
demanding leadership traits as well as his innovative, visionary mindset and risk-
taking attitude.
The former study has pointed out the dominating corporate culture as well as
essential leadership styles in Tesla and SpaceX. In the following paragraph, I will
provide my opinions on the success behind the two companies.
The first lesson that must be drawn from this study is that the selection of
corporate culture and leadership style should overlap with the orientation and
long-term strategy of the corporation. Tesla and SpaceX are corporations
renowned for their advances in cutting-edge technologies e.g. spacecraft, and
electric automobiles. Both of their fundamental beliefs are rooted in the power of
innovation and creativity; therefore, they demand their employees to “think
outside the box” and foster a sense of considerable agility. The requirement is
suitably aligned with the adhocracy culture which emphasizes a flexible and
innovative workplace environment for the staff in order to boost their creativity
and adaptability.
Another memorable lesson that Tesla and SpaceX have taught us is that the
appropriate leadership style also plays a key role in establishing and developing
an organization. The owner of the two corporations, Elon Musk, has shown
himself to embrace the leadership trait of a Transformational Leader. His
leadership traits are usually described as visionary perspectives indicating his
ability to evaluate plans precisely due to his utilization of receiving feedback and
criticism openly on social platforms. “He has even been known to go onto Twitter,
of all places, and listen to what his customers have to say. While some CEOs
leave Twitter to their social media teams and others outright ignore the medium,
Musk actually listens, responds, and uses the information to make improvements
to Tesla's cars.” (Galek, 2018). By being active on social media, Elon Musk has
created a bond with his customers through his personal account and he could
have perceptive insight into their preferences. “Musk is a mastermind and thus
discerns that, it values him while he pays attention to what his critics, customers,
observers, and followers have articulated.” (Khan, 2021)
In addition, Musk opts for Transformational styles including inspiring his
employees toward target outcomes.
Elon Musk’s leadership style has left undeniable adequate impacts on Tesla and
SpaceX; nevertheless, his modus operandi is usually faced with strict criticism
from journalists and media as he is inclined to set high expectations and require
long working hours from his staff as well as his nano-manger style. I would like to
provide self-suggestions that enhance productivity and work ethics at Tesla and
SpaceX. The first recommendation is that he should come up with a program that
offers a more proper work-life balance for his subordinates. This alteration results
in a strike in job satisfaction and productivity among companies’ employees.
Another improvement for Elon Musk is that he should restrain his nano-managing
causing his overcontrolling of his staff and extremely high requirements. He
should learn to trust his subordinates and contribute his excessive workloads to
them. This act could push trust and bond between leader and employees;
therefore, fostering a sense of belonging and unity in the working environment.
References:
Galek, C. (2018). Elon Musk’s management style proves it pays to be a leader,
and not simply a boss. Retrieved from: https://www.inc.com/ candice-galek/elon-
musks-management-style-proves-it-pays-to-bea-leader-not-simply-a-boss.html.
Khan, M.R. A critical analysis of Elon Musk’s leadership in Tesla motors. J Glob
Entrepr Res 11, 213–222 (2021). https://doi.org/10.1007/s40497-021-00284-z

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