论文代写：管理和激励
根据马斯克自己的话说，他希望被驱赶的人。这些人必须自我激励，并且必须以创新的方式工作。管理层，领导者和员工之间的这种能量转移只能发生在更加封闭和更少层次的结构中。因此，员工与管理层之间的沟通更加开放。创始人的愿景被翻译并用于改变公司内部的工作。拥有良好愿景和明确战略的力量意味着特斯拉的自动驾驶技术往往是他们的首要任务。不会有失误，而且技术本身非常具有竞争力。该公司承担了计算风险并且有时保持利润率较低。
虽然公司的转型领导和管理风格有很多积极的方面（Blazek，2016），但也有一些负面因素。例如，有人指责特斯拉汽车发生微观管理。马斯克称自己是一名纳米经理（Alspach，2016）。微观管理必然是一个消极的内涵。这意味着经理会严密控制下属的工作。这意味着工作中的自主性水平会降低，并且在某种程度上甚至会破坏民主管理。第二个问题是员工如何面对持续的压力（Monarch，2016）。这种持续的压力确实收获了成果，但作为管理和激励策略，它可能会给员工带来很大的压力。
论文代写：管理和激励
According to Musk’s own words, he wants people who are driven. These people must be self-motivated and must work in innovative ways. This kind of energy transference between the management, leader and the employees can only happen in a more closed and less hierarchical structuring. Therefore, communication between employees and management is more open. The vision of the founder is translated and used to transform working within the company. The power of having a good vision and a clear strategy would mean Tesla’s self-driving technologies are often top of their game. There are to be no missteps, and the technology itself is built very competitively. The company took calculated risks and kept its margins razor thin at times.
While the transformation leadership of the company and the management style has much positive things (Blazek, 2016), there are some negative elements. For instance, there are accusations that micromanagement happens in Tesla Motors. Musk calls himself a nano manager (Alspach, 2016). Micromanagement is necessarily a negative connotation. It means that the manager would closely control the work of their subordinates. This would mean that the level of autonomy in working would be reduced, and to a certain extent, this even destroys a democratic setup of management. The second issue is how there is constant pressure on employees to outperform themselves (Monarch, 2016). This constant pressure does indeed reap results but as a management and motivational strategy, it could lead to much pressure for the employees.
