Art past to Present Essay - 741 Words

In view of the brief notes above and with reference to the readings in your coursepack combined with your own research please respond to the following questions: 1. How would you define art? What criteria would you use? -After being in the Creative Arts class my ideas about what art really is and how I would define it has changed. To me art is something that an artist has thought of and then made it. I also think that art should be something that stimulates the senses or the mind in some way. Whether it me a painting with a hidden meaning or music which stimulates your hearing senses. 2. In the coursepack discussion â€Å"what is art,† what four pieces do they use as comparative examples and what conclusions do they†¦show more content†¦When we know the meaning of why the artist created that piece it makes a lot more sense. -The third is called â€Å"Psychological analysis.† With this type of art we see many different types of art that may be considered strange or pointless but it is a lot like the Biographical analysis. These pieces of art are based from the situation or the feelings that the artist or the people around him are experiencing. -The fourth is called â€Å"Formal analysis.† Once again at first glance many of us would not recognize the significance of these types of paintings or pieces of art. With Formal analysis the artists use many different and complex methods to create this type of art. Whether it is spacing, color, shading or any other method they are concentrated on more than other types of art. 4. To what extent is our understanding of art shaped and determined by experts such as curators, critics, artists, and collectors? -As we have discussed before our understanding and definition of art has so many different varieties. People who study art such as curators, critics, artists, and collectors to me are people who have their own opinions like any person. What makes them different is that they have a deeper understanding of art than we do. The art that is considered â€Å"extreme† or â€Å"strange† to many of us is thought of that way because we don’t know the stories or background that make the art significant. So ourShow MoreRelatedThe History of the Term Academy Explained in â€Å"Academies of Art; Past and Present† by Nikolaus737 Words   |  3 PagesThe article â€Å"Academies of Art; Past and Present† by Nikolaus (1973) encompasses the history of academies in general. Beginning from the Plato’s time, the term â€Å"academy† has changed its connotations. The writing style is eloquent, yet covers the developments on the topic in every era. The write r used the article as a prologue for the reader to understand the term â€Å"academy† in order to make sense of the forthcoming chapters of the book. As the term had varied meanings, its reference in each centuryRead MoreA Survivor Feeling Guilty of His Survival Essay1608 Words   |  7 Pagesoften shaped by their past experiences. If ensuing guilt is not dealt with, however, the past can hinder the ability to achieve in the present. In Art Spielgelman’s MAUS II, Vladek and Art struggle to live in the present and are laden with guilt from their pasts. When not properly dealt with, guilt can become an overpowering emotion, governing decisions and depleting self motivation. To move successfully past debilitating guilt one often must learn to be accepting of the past and willing to embraceRead MoreHow The Pain And Trauma Of The Holocaust Affected Artie And Vladek s Diasporic Memories1319 Words   |  6 Pages In Art Spiegelman’s graphical novel Maus his demonstration of the Holocaust and its recollection in Maus was very emotional, affecting and the most expressing. The approach that the author has taken construes and magnifies the comical shape of telling history. It portrays Spiegelman dialog between himself and his father about his happenings as holocaust and polish jew survivor. Most of the narrative specifically focuses on Spiegelman s difficult connection with his father, and the nonappearanceRead MoreThe Artistic Experience Of Fine Arts792 Words   |  4 Pagesworld of humans to the outside. Art possesses the continuance and legitimacy of culture and connects the past with the present. Therefore, humans recognize their existence and value through an artistic cultural heritage and expand their creative abilities accordingly. Elliot W. Eisner (1988) described fine arts as an area of art in which thoughts and feelings are created and developed through a visual formative langu age. Fine arts as a visual and tactile form of art are the act of shaping one’s ownRead MoreRelationship Between The Live Event And The Document Within Performance Practice1692 Words   |  7 PagesPerformance art is commonly known as a performance presented to a viewer within a fine art context. Through performance artists emphasize the body’s role in artistic production. Performance archive has been characterized as a false representation of the art performance in the past. Yet, in contemporary art the relationship between live performance practices and documentation has overcome to reconciliation. Whether, the performance is scripted or unscripted, the performer’s body is present or absentRead MoreRelationship Between The Live Event And The Document Within Performance Practice1588 Words   |  7 Pageswithin performance practice, specifically focus on in relation to body, time and space. Performance art is commonly known as a performance presented to a view er within a fine art context. Through performance artists emphasize the body’s role in artistic production. Historically, performance archive has been characterized as an unfaithful representation of the momentary art experience. Yet, in contemporary art the relationship between live performance practices and documentation has progressed towards reconciliationRead MoreEssay on The Great Buddha: Nadeem Aslam1714 Words   |  7 PagesNadeem Aslam is what can be considered a transatlantic writer. Firstly I would like to engage with the reoccurring â€Å"Great Buddha† which is omnipresent throughout the novel, and presents a key reference point for its readers. Rather than suggest that this is a reference to a religious question, it is in fact a reference to the past and the peace that Afghanistan embraced before the horrors of war. If we take for example, Marcus who is the great pacifist of the novel, he is fantastically described as â€Å"aRead MoreThe Search For Meaning Through Culture1283 Words   |  6 Pageswould be â€Å"To broaden the knowledge of the arts, music, and literature of Western culture to the youth.† There are 6 main objectives. The first objective is to be able to demonstrate an understanding on major works in art, music, and Western literature (James Larner, Marcia Eppich-Harris, Annie Loechle, James Johnston, and Jeffrey Nelson.). Through this first objective the youth will be able to have a deeper understanding on the present as a produc t of the past. The second objective is to recognizeRead MoreThe Comic Book Maus1662 Words   |  7 PagesIn the comic book Maus, Art Spiegelman shows the readers what people endured during the Holocaust terror. Art mostly spoke about persons of Jewish descent. He utilized great imagery, and characteristics to allow readers to get a mental image and painting of the immense pain and suffering Jews endured during the Holocaust. His use of symbolism of mice and cats helped to show how Jews were just pawns, and experimental factors to Germans. Art allows for the reader to see how terrifying and horrificRead MoreAnalysis Of Maus And The Sandman By Neil Gainman1454 Words   |  6 Pageseducation curriculums are heavily relied on reading comprehension, which has proven to be a struggle for visual learners. Graphic novels offer value, variety, and new medium for literacy that acknowledges the impact of visuals. Novels such as Maus by Art Spiegelman and The Sandman (vertigo) by Neil Gain man, not only appeal to visual learners, but are useful across all curriculums. Maus and The Sandman offer different style narratives and visuals that reflect the diverse nature of graphic novels.

Introduction. Erik Erickson’S Interest In How One’S...

Introduction Erik Erickson’s interest in how one’s environment and social interaction drives human behavior and the development of personality, led him to create the psychosocial theory, â€Å"Eight Stages of Man.† Erikson’s final four stages of psychosocial development describes a person’s development from adolescence to late adulthood. This paper will analyze the final four stages of development, which includes: Adolescence, Young Adulthood, Middle Adulthood, and Late Adulthood. However, one of the major criticisms of the stage theories is that they do not equally apply to all individuals. Each stage of development looks different depending on a person’s culture, gender, environment, etc. This paper will analyze how each stage is impacted†¦show more content†¦22).† This stage may also be impacted by a person’s sexual identity. According to Levy (2009), â€Å"sexual identity is not simple or clean-cut and does not stand alone. It intersects with other aspects of identity such as race, ethnicity, class, gender, religion, education, and so forth (p. 982).† What is considered normal sexual behavior does not constitute homosexuality. Therefore, adolescents who are struggling with their sexuality, may run into an identity crisis by trying to find themselves while trying to appeal to societal norms. â€Å"While the pressure to conform to the heterosexual norm, gays and lesbians may struggle with their same sex desires. Further, with this schism between their desires, behaviors, and identities, individuals may experience isolation, low self-esteem, depression, and anger (Levy, 2009, p. 983).† Unsuccessful resolution of this crisis may lead to role confusion or identity diffusion (Robins et. all, 2012, p. 215).† According to Robins et. Al (2012), youths who emerge with a strong sense of identity and individuality gain a lasting ego quality of fidelity, or freely pledged loyalties (p. 215).† Intimacy Vs. Isolation Erik Erikson’s sixth stag of psychosocial development is Young Adulthood (early to late 20s). Erikson describes this stage as the young adult â€Å"develops ability to give and receive love;Show MoreRelatedErick Erickson A Psychoanalytical Perspective on human development2657 Words   |  11 Pagesï » ¿ Erickson’s Psychoanalytical Perspective on Human Development Final Project Paper Excelsior Community College Tatiane Boyd 4/19/15 This paper was prepared for PSY 235, Lifespan Development. Abstract The growth and development happening throughout a human’s life have been divided into five broad categories including infancy, childhood, adolescence, adulthood, and aging. However, in accordance with Erick Erickson, human development happens in eight different psychosocial stagesRead MoreEriksons Psychosocial Development Theory10839 Words   |  44 Pageserik eriksons psychosocial crisis life cycle model - the eight stages of human development Eriksons model of psychosocial development is a very significant, highly regarded and meaningful concept. Life is a serious of lessons and challenges which help us to grow. Eriksons wonderful theory helps to tell us why. The theory is helpful for child development, and adults too. For the lite version, heres a quick diagram and summary. Extra details follow the initial overview. For more informationRead MoreFactors Affecting the Career Choice of Senior High School Students9169 Words   |  37 PagesLIMBAGA JR., Ph.D. Collge Dean College of Agricultural Sciences Southern Philippines Agri – Business and Marine and Aquatic School of Technology (SPAMAST), Matti, Digos City ____________________ Date Signed CHAPTER I THE PROBLEM AND ITS BACKGROUND Introduction Career choice is one of the many important decisions the student will make in determining plans. This decision will affect them throughout their lives. The essence of who the student is will revolve around what the student needs to do with their

The Role of Leadership Free Essays

string(31) " initiated in BP in the 1990s\." With the increased level of competitiveness in the business world and high tempo of change at present, leading a change is currently a key leadership aptitude, and the capability for companies to discover, grow up, adjust, and change is becoming a key organisational ability. Transformational leaders are capable of identifying the need for key organisational transformation or change, and subsequently get employees concerned in carrying out the change. Through the use of a range of skills from other leadership concepts, transformational leaders are capable of leading managing change projects of all extents. We will write a custom essay sample on The Role of Leadership or any similar topic only for you Order Now Transformational leaders are generally extremely good at selling their initiatives, building commanding support systems, organizing different professionals around decisive projects and be able keep them determined and also energized until when the transformation is over. These leaders recognize when to act; get things made; commence and complete the projects successfully; and bring positive results; Transformational leaders usual make things to happen. (Bassand and Avolio, 1999) The Role of Leadership For a company where the employees have faith in the capabilities of leaders, the employees look forwards to the leaders for several of aspects. Through radical changes times, the employees will anticipate efficient and reasonable planning, self-assured and effectual decision-making, and frequent, inclusive communication which are timely. In addition throughout these periods of change, the employees will observe leadership as encouraging, committed and concerned to their interests, whilst at the same moment identifying that hard decisions must be made. The best manner to sum up is that there should be an environment of trust among a leader and all employees of the organization or a team. The continuation of this trust and faith brings optimism for improved moments in the future, and this makes handle the radical change quite easier. (Bassand and Avolio, 1999) In organizations which are characterized by bad leadership, employees anticipate nothing positive from any change. In an environment of mistrust, employees find out that leaders will operate in indecipherable manners and in manners which do not appear to be for anyone’s best concerns. Bad leadership implies a lack of hope that, if permitted to continue for a long time, results in such organizations becoming entirely non-functioning. Such an organization ought to tackle the practical effect of distasteful change, however more significantly, have to work under the burden of the employees who have lost hope, have no trust in the organization or in the capability of leaders in turning the organization about. Importance of leadership in the management of transformational change prudent leadership previous to, through and following change implementation is the solution to attainment during the swamp. Regrettably, if a leader hasn’t created a track record of efficient leadership, at the time the leader will have difficulties during changes, it might be too late. If a leader is to manage transformational change successfully, a leader needs to be conscious that there are three distinctive period zones where transformational leadership is significant. We shall call these â€Å"Preparing for the Journey†, â€Å"Slogging through The Swamp†, and â€Å"after Arrival†. We shall examine more circumspectly at all of these. The Journey preparation We would be a mistaken to presume that the Journey preparation takes part only subsequent to the purpose has been defined or selected. When talking about the Journey preparation for change, it means that leading in a manner that lay the groundwork or foundation for any changes which may happen in future. Preparing is regards creating resources, through building strong organizations in the initial position. Much akin to healthy persons, who are well capable to deal with infection or illness than unhealthy persons, organizations which are strong in the initial position are better capable to cope with any change. (Kochan and Useem, 1992) A transformational leader will require to institute credibility and a impressive track record of efficient decision making, in order to create trust in his/her capability to find out what is needed in bringing the organization through. (Kochan and Useem, 1992) Slogging through the Swamp A transformational leader plays a crucial role throughout the change implementation, the time from the when the change was announcement throughout the setting up of the change project. In this middle time the organization is in highly unbalanced, characterized with fear, confusion, reduced productivity, failure of direction, and absence of clarity regarding mandate and direction. This can be a time of emotions, with the employees mournful for what they lost, and at first incapable of looking to the prospect or future. (Kochan and Useem, 1992) During this time, effective transformational leaders require to put focus on two aspects. One; the confusion and feelings of the employees have to be recognized and confirmed. Two; the transformational leader ought to work with the employees to start crafting a new vision for the transformed organisation, and assisting employees to comprehend the future direction. Focusing barely on the feelings, might end in wallowing of employees. That is reason it is essential to start the transformation into the fresh approaches or situations. While, focusing just on the fresh vision might result in a perception that the transformational leader is not in touch, uncaring and cold. A core part of transformational leadership in this stage is to understand when to put focus on the pain of the organisation, and when to put focus on construction and getting into the future. (Kochan and Useem, 1992) After Arrival In a feeling change is never complete, thus in a way a leader will never arrive, however here, we are looking at the time when the early instability of enormous change has been able to be reduced. Employees at this time have now become less emotional, and thus more steady, and with efficient transformational leadership during the prior stages, are currently more open to looking in to new innovative directions, authorization and manners of performing things. This is the ideal moment for transformational leaders to commence positive new change, for example the BP transformational management change that Horton, initiated in BP in the 1990s. You read "The Role of Leadership" in category "Leadership" The crucial aspect here is that, transformational leaders should now provide hope and trust that an organization is running towards being better, through solving its problems and also improving the standards of the organisation and of employees’ work life. Whereas the fresh vision of an organization might have started whereas employees were trudging through the swamp, this is the moment to complete the progression, and also ensure that employees and all other stakeholders buy it, and comprehend their functions in this fresh organization. (Kochan and Useem, 1992) The Extent the process of change adopted by BP was consistent with theories of change management. Change in a work place is normally initiated by an organization in order to improve its service delivery. Change in management requires a thorough planning and responsive implementation, most of all, consultation need to done involving the people who are going to be affected by the planned changes. If change is forced to the people usually it brings problems. Galpin (1996) observes that, change has to be realistic, attainable and measurable, these factors are important especially when considering personal change in management. It has been observed that people change their ways because of being given statistics that change their way of thinking rather than the truth in the content. (Walton, 1995) In the case of BP, the management adopted change with resistance, and as stated in some theories for change, human being are habitual creatures that will resist change even if it is good, a person don’t like changing the way he has been operating, this resistance is shown both in personal life and at place of work. Thus, as stated above it is a true person will require analysis of the issue to make him change. For example if when BP was undergoing the transformational change from traditional ways of management, a lot of questions were asked. The analysis will include, how successful is the change compared to the current ways of doing the activity, and what are the trend taking place. Also comparison has to be made in relation to other plays. If the analysis shows that the project if implemented will be successful then it is bound to get acknowledgement from the workers than if when the analysis shows that it may fail. Despite the fact that the, truth of the matter was different. The board of BP did not wait to realize the end results; this is may be due to the fact that the time frame of the transformation was to long while the board required faster outcomes. (Stoner and Freeman, 1992) Walton (1995) also says that change management implies that, employees need to feel that they are part of a process, thus, in bringing a change the people, the must be consulted and their suggestions sought. Stoner and Freeman (1992) observes that, In initiating the change ensure that it agrees with them, and that they understand the need of having the change, the people also need to chose how they will manage the change and in also should be involved in planning and also implementing the change. It is also important to use face to face way of communication in handling a sensitive issue. Thus, in the case of BP the management adopted changes on basis intellectual stimulation, through adopted the transformational process brought about by the Horton. According to this concept leaders stimulate the efforts of their employees through they innovativeness and also creativity, which was adopted by BP Company. (Stoner and Freeman, 1992) Question two: the extent to which organizational culture may impede the process of change Organization culture is the manners in which activities are performed in an organization, the culture of an organization are guided by its values, beliefs, attitudes and experiences of an organization. Organization culture is a defined collection of norms and values that people and groups share in an organization, which directs the manner they interact with one another and with organization’s stakeholders. According to Schein (1992) concept, organizational culture is a model of shared fundamental assumption which an organization has leant in the process of solving its internal integration which has worked adequately well to be taken valid in order to be used to be taught to other new members of the organization. (Schein, 1992) Schein identifies three main aspects which are; †¢ Artefacts; evident organizational structures and procedures †¢ Espoused values; these are goals objective and strategies of the organization †¢ Underlying assumptions; unconscious, assumed, thoughts beliefs perceptions and feelings (the eventual source of values and acts) Schein (1992) also points out that we have a deeper essential assumption that has a relationship with views of employees about the organization; that influence how employees feel and perceive the organization. (Bowditch and Buono (1990) states that; culture of an organization is dynamic and it is a continuous process. Leadership structure o an organization has a major position in defining organizational culture of an organization. Managers and founders of the organization play a significant role in as creators of culture of an organization. There are various aspects which decide the perception of the employees, these aspects includes how the organization treats its workforce, or how the management treats professional ethics or even the social relationship in organization, whether it is warm or cold. The organization climate created can help the organization achieve its goals and objectives or hinder it. Recent research reveals that management structure of an organization plays a significant function in defining the organizational climate in an organization. (Bowditch and Buono, 1990) Culture has an enormous effect on success rate of change Bowditch and Buono (1990) states that the organization’s culture has much to do with success rate of an organisation’s projects. This entails any change that the organisation will adopt whether managerial or technological. The expression culture in general means â€Å"how things are done. † visualizes where a person asks you how effectively your organization succeeds on projects. If you answer, â€Å"We’re very poor at projects delivery,† you’re just voicing a view of one feature of your organisation culture. Culture comes into participation on changes or projects in several areas. Process orientation A lot of organizations have got good processes in position and employees normally follow them well. This is possibly the principal single issue in generally project success. When an organization adheres to a well, scalable project management practice, a leader is more possibly to be constantly successful on the projects he initiates. The whole project team usually knows how to formulate and pursue a work plan, and can also apply standard procedures to successfully manage risk, extent of change, and issues of change. (Bowditch and Buono, 1990) However if the culture of the organization do not have a good processes then change procedures will not be followed and success may not be realized. Governance Numerous organizations have placed processes in position, although no one adheres to them. This underscores a difficulty with management control. In basic terms, governance of organisation entails the management role that has deals with ensuring people do what they’re ought to do. Usually, if the management arrangement is engaged and concerned in any projects, and if managers or leaders ensure that the project management procedure is well followed, a leader bring about change will be highly successful. But when each project manager is by his/her own and the management support is disorganized, though, a leader may try, he/she will fail. (Bowditch and Buono, 1990) Training Several organizations poorly train their project managers. Normally, such organizations have a poor training programme in genera even for other employees. When project managers in general do not have the correct skills, the transformational leader will not be successful. Organisation with poor culture on employee training will not be supportive to new changes. Roles and responsibilities Bowditch and Buono, (1990) points out that, in a successful organization, employees usually know the function they ought to play on projects and also what is anticipated of them. This comprises of active sponsors, concerned clients, and connected management stakeholders of organisation. The sponsors, for example, require carrying out a quality assurance functions and, being the project defender in his/her organization. Supposing an organization begins projects and then leaves a project manager in a leadership void, then, such a leader is not going to be constantly successful. Culture plays possibly the largest part in whether an organization will be successful in executing its projects. If an organization has difficulties completing their projects effectively and successfully, then, the organisation should not fault the project manager. A project manager only toils within an organisation culture which is not supporting their efforts. Managers, and even the head of the organizations, require stepping in and assess the project culture in organisation. Until an organisation culture changes for good, project managers will constantly struggle in being successful. (Bowditch and Buono, 1990) Organizational structure can assist or harm project success To a lager extent, an organizational structure and culture can hinder, or assist support, the generally success of organisation projects. However, the organisational structure can be changed to some degree with time. Indeed, the management can change the organization chart regularly, and several companies do simply that. Culture, in contrast, is not easily to change. It takes many years for a big organization to build up a culture and thus it will take so many other years for such culture to be changed. A strong culture of an organization emphasis status-quo and any new ideas are not easily assimilated by employees or the management of such organisations. Conclusion As Tichy and Devanna (1986) states, transformational leaders are persons who through their own innovativeness, ability knowledge and imaginations and to influence the conduct of employees create circumstances for transforming. Thus, the management employees during the time when the organizational is going through transformation, is the critical substance of the progression of overseeing the transformation. The victorious management of this substance also comprises, (transactional) capabilities of the management, proper transformational abilities (inspirational motivation, idealized Influence, etc), and proper transformational attributes (creativity, team orientation, teaching). Organisation culture can also hinder or assist the change to take place and it’s very vital in determining how successful the transformation change will be. Hence, we conclude that qualities of transformational leadership and the organisational culture make the core of transformational management in an organisation and the means to successful running of transformational organization changes. Reference Bass, B. , M. and Avolio, B. , J (1999): (ed. ) Improving Organizational Effectiveness through Transformational Leadership, Sage Publications, Ltd. , USA. Bowditch, J. , L and Buono, A. , F. (1990): A Primer on Organizational Behaviour, John Wiley and Sons, New York, Galpin, T. , J. (1996): The Human Side of Change: A Practical Guide to Organization Redesign, Jossey-Bass Publishers, San Francisco, Kochan, T. and Useem, M. (1992) :(ed. ), Transforming Organizations, Oxford University Press, Inc. , New York, Lorenz, C (1990): ‘A drama behind Closed Doors That Paved the Way for a Corporate Metamorphosis’, Financial Times, (March 21), Parry, K. , W. , (1996): Transformational Leadership: Developing an Enterprising Management Culture, Pitman Publishing, Pearson Professional Pty Ltd. , Melbourne, Australia, Schein, E. H. (1992): Organizational Culture and Leadership (2nd edition. ). San Francisco; Wiley Sons Stoner, J. , A. and Freeman, R. , E. (1992): Management, Prentice Hall, Inc. , New Jersey, Tichy, N and Devanna, M. , A. (1986): The Transformational Leader, John Wiley and Sons, Inc. , USA, Walton, A. , E. , (1995): (ed. ), Discontinuous Change: Leading Organizational Transformational, Jossey-Bass Publishers, San Francisco, How to cite The Role of Leadership, Essays

Innovation Strategic Management And Leadership Tesla motor

Question: Discuss about the Innovation Strategic Management and Leadership. Answer: Introduction: Hybrid strategy is a new strategy that is used to achieve competitive advantage. The organizations have realized the importance of both cost and differentiation strategy for improving the performance of the organization. A Tesla motor is a vehicle company that operates in a highly competitive environment. The focus of Tesla motors is on differentiation strategy where the organization focuses on small group of customers that are rich preferring stylish cars and are environmental conscious (Rothaermel, 2015). The company cannot adopt hybrid strategy or cost strategy because of lack of capital to compete based on cost. The organization is surviving due to its product uniqueness, designs and technologies that are attracting larger customers. Hence, the focus of the organization is on the differentiating strategy by differentiating the cars manufactured based on design and style. Tesla motors use intensive technologies in its electric vehicles and related products. Such evolution is reflection of Tesla increasing popularity and improving profitability. Value innovation strategy is use of both the differentiation and low cost strategy in order to create value for both the buyers and the companies. Value innovation strategy aims at creation of new spaces instead of fighting with the competitors over the same product. It is a key principle of blue ocean startgegy. The introduction of electric vehicle by Tesla motors is considered as one the most innovative move of the company. Tesla motors are considered as worlds most innovative companies. TheLean Startupmethod recommends organizations focus on developing a least viable product (MVP) before creating a full-blown manufactured goods.Tesla uses different approach for innovation of the products. The innovation strategy used by Tesla moors is not perfect but it is radical (Chen Perez, 2015). Value chain analysis helps the company in determining the strengths and weaknesses by analyzing its activities that adds value to the organization. The two activities are primary and support activities. Primary activities directly relates to production and manufacturing while support activities helps in enhancement of primary activities making it more effective (Fearne et al., 2012). Figure: value chain analysis (Source: Rothaermel, 2015). Relation of value chain with Tesla motors Figure: value chain analysis of Tesla motors (Source: Liu et al., 2014). Primary activities Inbound logistics: the important components at Tesla are manufactured in house while the other parts are delivered from the suppliers timely. This helps in reducing the time of production and assembling. Operations: the operations and manufacturing at Tesla motors is highly advanced and automated. The company is able to produce to eight three vehicles per day and all the cars are made in Northern California (Liu et al., 2014). Outbound logistics: Tesla motors distribute the cars from the stores that is located in eighteen countries. Customers have an option of booking the cars online where the car is then delivered on the address provided by the customers (Chen Perez, 2015). Marketing and sales: Tesla has its own network of stores and is not much indulged in advertisements. Many popular celebrities own cars of Tesla that has great impact on customers. The ads are posted in YouTube (Mangram, 2012). Service: the company has its service centers in Europe, Asia and North America. The company provides free services to the customers in order to reduce operational cost for some period. Support activities Infrastructure: the organizational structure at Tesla motors is flat and horizontal. This helps the communication to be better and leads to faster decision-making process. The company chooses the leaders that are able to build a strong corporate culture perfectly execute strategic vision and manage the team. Procurement: the company maintains a good relationship with its suppliers in order to use the opportunities available. The company indulges in short term agreements in order to avoid risk. RD: research and development at Tesla motors is developed and is the main advantage to the company. The money is plowed back to RD to reduce cost and remain innovative so that it is able to sustain competition (Mangram, 2012). HR: the company employs and hires employees that are creative and talented so that they are able to preserve the culture of the organization (Liu et al., 2014). External and internal factors for Tesla motors to sustain in future Tesla motors have big plans for success in future. The CEO of Tesla motors has promised to increase the production of cars and launch one to two new cars by 2020. The company will be producing trucks and new improved cars that will be automotive in ten years time. The production house will use the batteries will help in reducing the cost of profit thus helping the company earn higher profit. It estimates to reduce the cost by 3% by 2020. The company also aims at introducing new and improved cars that are eco friendly (Chung et al., 2016). The main threat of the company is from its competitors that are likely to hamper the plan of Tesla motors in future. It is essential for the company to formulate the strategies so that it is able to survive its competitors in future. The company needs to increase the capital so that it is able to invest in manufacturing in new cars and increasing the production. The main external factors that are likely to affect Tesla motors are the rise in competition, rapid technological advancement and political regulations within the industry. The threat that Tesla motors face is from the new manufacturers entering the market with stronger and larger capabilities and economies of scale. References Chen, Y., Perez, Y. (2015, June). Business model design: lessons learned from Tesla Motors. InGerpisa Conference, ENS Cachan, Paris(pp. 10-12). Chung, D., Elgqvist, E., Santhanagopalan, S. (2016). Automotive Lithium-ion Cell Manufacturing: Regional Cost Structures and Supply Chain Considerations.Contract,303, 275-3000. Fearne, A., Garcia Martinez, M., Dent, B. (2012). Dimensions of sustainable value chains: implications for value chain analysis.Supply Chain Management: An International Journal,17(6), 575-581. Liu, Y. E., Kang, Y., Wu, H., Chen, C., Hon, E. (2014). Tesla Motors Inc. Case Synopsis.Burnaby BC: Simon Fraser University. Retrieved,10(18), 2014. Mangram, M. E. (2012). The globalization of Tesla Motors: a strategic marketing plan analysis.Journal of Strategic Marketing,20(4), 289-312. Rothaermel, F. T. (2015).Strategic management. McGraw-Hill.