1. Who is/are the author(s) of this article? · McKenzie Griffin, Heloisa Cursi Campos, Irina Khramtsova, Amy R. Pearce 2. What is the title of the article? · Stress and Anxiety Reduction in College Students through Biofeedback 3. What year was this article published? · 2020 4. What are the 2-3 main things you learned from the introduction? · Stress and anxiety are within the top five health concerns for college students which lead to mental, emotional, and academic struggles. · When college students practice mindfulness, it increases levels of coping ability, and it also decreases anxiety levels when paired with meditation. 5. What is one of the articles cited in the introduction? (Refer to it by the authors & the year it was published.) · Wyner, D. (2015). 6. What is the hypothesis? · Levels of stress and anxiety would be lower and coping ability levels higher during periods of biofeedback intervention 7. How many participants were in the study? · Originally 7 but dropped to 4 8. Who were the participants (e.g., college students, infants, etc)? · Students aged 18-29 9. Were the participants compensated for their participation? · Not that I saw 10. What was/were the independent variable(s)? · Periods in where they received intervention or not. · The biofeedback they used 11. How many levels of the independent variable(s) were there? · 4 levels · 2 levels 12. What were the levels of the IV(s)? That is, what groups were people divided into? · week 1 intervention week 2 no intervention week 3 intervention week 4 intervention · if they used the device or not 13. What was the dependent variable? · Stress and anxiety levels · Coping method levels 14. What materials were used in the study? Did participants complete a survey, use a computer program, were they interviewed, etc? · The HeartMath Inner Balance Lightning earlobe sensor, Perceived Stress Scale (PSS), Coping Self-Efficacy scale (CSE), Generalized Anxiety Disorder 7-tem scale (GAD-7), iPhone, log sheets 15. Summarize what the participants did. · Participants were asked to use the device for the first phase of the study and take the same three assessments at the end of that period. In the second phase, the participants didn’t use the device and again completed the assessments. This pattern happened one more time and they took the assessment a final time. Participants returned logs and were provided with new ones each time. 16. What type of research method was used? That is, was it an experiment, a correlational study, an observational study or a case study? · Repeated measures experiment 17. How was the data analyzed (that is, what statistical analysis was used)? · They collected the scores on the three scales over the course of the study and compiling the data into individual graphs for each participant 18. Did the author(s) find a significant effect? · They saw that their anxiety and stress levels decreased significantly and better able to monitor their stress 19. What did you ...

1. 1. Who is/are the author(s) of this article?
· McKenzie Griffin, Heloisa Cursi Campos, Irina Khramtsova,
Amy R. Pearce
2. What is the title of the article?
· Stress and Anxiety Reduction in College Students through
Biofeedback
3. What year was this article published?
· 2020
4. What are the 2-3 main things you learned from the
introduction?
· Stress and anxiety are within the top five health concerns for
college students which lead to mental, emotional, and academic
struggles.
· When college students practice mindfulness, it increases levels
of coping ability, and it also decreases anxiety levels when
paired with meditation.
5. What is one of the articles cited in the introduction? (Refer to
it by the authors & the year it was published.)
· Wyner, D. (2015).
6. What is the hypothesis?
· Levels of stress and anxiety would be lower and coping ability
levels higher during periods of biofeedback intervention
7. How many participants were in the study?
· Originally 7 but dropped to 4
8. Who were the participants (e.g., college students, infants,
etc)?
· Students aged 18-29
9. Were the participants compensated for their participation?
· Not that I saw
10. What was/were the independent variable(s)?
· Periods in where they received intervention or not.
· The biofeedback they used
11. How many levels of the independent variable(s) were there?
· 4 levels

2. · 2 levels
12. What were the levels of the IV(s)? That is, what groups
were people divided into?
· week 1 intervention week 2 no intervention week 3
intervention week 4 intervention
· if they used the device or not
13. What was the dependent variable?
· Stress and anxiety levels
· Coping method levels
14. What materials were used in the study? Did participants
complete a survey, use a computer program, were they
interviewed, etc?
· The HeartMath Inner Balance Lightning earlobe sensor,
Perceived Stress Scale (PSS), Coping Self-Efficacy scale (CSE),
Generalized Anxiety Disorder 7-tem scale (GAD-7), iPhone, log
sheets
15. Summarize what the participants did.
· Participants were asked to use the device for the first phase of
the study and take the same three assessments at the end of that
period. In the second phase, the participants didn’t use the
device and again completed the assessments. This pattern
happened one more time and they took the assessment a final
time. Participants returned logs and were provided with new
ones each time.
16. What type of research method was used? That is, was it an
experiment, a correlational study, an observational study or a
case study?
· Repeated measures experiment
17. How was the data analyzed (that is, what statistical analysis
was used)?
· They collected the scores on the three scales over the course
of the study and compiling the data into individual graphs for
each participant
18. Did the author(s) find a significant effect?
· They saw that their anxiety and stress levels decreased
significantly and better able to monitor their stress

3. 19. What did you learn from the figure (graph) in the results
section?
· Stress and anxiety levels decreased while coping abilities
increased
20. Was the hypothesis supported?
· Yes, because the assessment scores showed stress and anxiety
levels were lower during phases when biofeedback was
provided, but it was deemed a substantial commitme nt due to
the difficulty of the participants and researchers to stay in
contact which led to having some incomplete data.
21. Are there any ethical issues with this study? If so, what are
they?
· They only had one biofeedback monitor for the second study
that they all had to share, and they had to make an appointment
in order to use it, possibly increasing the levels of stress
22. What can you conclude from this study?
· That biofeedback is a productive tool in lowering people’s
stress and anxiety levels
23. Did the author(s) make any suggestions for further
investigation? If so, what suggestion was made?
· Have a better means of communication from researcher to
participant, having them keep the monitor, more participants,
pay participants
24. How many references were cited in this article?
· 18
25. What did you think of the article?
· The article was interesting. It’s important to recognize the
amount of stress and anxiety college students go through
26. Was it an effective study? Do you accept the results? Why
or why not?
· I feel as though this was an effective study. I think it’s
important to focus on people’s mental health and how to try and
help deal with it, the results are there to prove it.

4. Tesla
Cody Ngo
Grand Canyon University
Raquel City-Carroll
April 3th, 2021
Organizational Change Research: Part 2
Directions:Continue researching the company you selected for
the Topic 6 assignment using the previous research sources and
others that may be needed to address the remaining questions.
You will use this research to determine potential organizational
change areas and address questions related to planning and
managing change within the company.
Criteria
Research Findings
Citation of Sources
Provide APA citations for the company's annual report and the
other research sources utilized in completing the assignment.
What needs to change or improve for the organization?
Most people love how Tesla's service works as it mainly doesn't
aim to make money off its customers from its services that it
offers, and it also bends backward for early customers. Tesla's
products tend to bring about long-term reliability as most of its
cars have many fewer moving parts. Moreover, with the
continuous improvement designs of its vehicles, Tesla tends to
make them more reliable. Thus, making them cheaper to fix.
However, with all those advantages Tesla brings about, there

5. are some changes or improvements that Tesla could focus on for
its success. Firstly, Tesla tends to have a mobile service
whereby most customers can check issues and be solved through
the mobile service. This forces the customers to make
appointments through a mobile application to get their cars
fixed. Not all customers are convenient with using the mobile
service others prefer face-to-face or phone conversation with
the technician. I will propose the company hire more people for
the existing service centers and hope to open new ones in areas
with high sales for them to perform services to their customers.
Secondly, most customers who use Tesla have complained of
getting an appointment after a few weeks. Tesla needs to hire
more mobile service technicians, and according to Fosse (2020),
Tesla needs to open more service centers and increase their staff
to support its growth. With Tesla aiming to reduce the service
demand needed through their innovative design, Tesla must
have a little more service to protect its reputation.
· Fosse, P. (2020, September 15). Suggestions To Improve Tesla
Service To Meet Mainstream Buyers' Expectations. Retrieved
April 5, 2021, from Torque News website:
https://www.torquenews.com/11681/suggestions-improve-tesla-
service-meet-mainstream-buyers-expectations
What kind of communication needs to occur between
management, employees, and the change agent(s)?
Elon Musk, the CEO and the face of Tesla, isn't a fan of
bureaucracy meetings hierarchy or any other system to hinder
immediate communication (Kanter & Loria, 2019). He expects
employees to apply common sense to the task at hand rather
than wasting time going through various managers to pass on a
piece of information. According to an email sent to employees
by Elon Musk cited in Bariso (2017), he stated that it's down for
data to go from one manager to its employee and then back the
same way will lead the managers that encouraged finding
themselves working in another company. Tesla is encouraging
direct communication among its employees in various

6. departments in that it uses the shortest path to get the job done
and mainly discourages the chain of command communication.
In other words, the organizationallows a free flow of
information between all departments to get the job done within
the shortest period, rather than wasting time passing
information from one director of another department to the
director of other departments to get the data to a particular
employee.
· Bariso, J. (2017, August 30). This Email From Elon Musk to
Tesla Employees Describes What Great Communication Looks
Like. Retrieved April 5, 2021, from Inc.com website:
https://www.inc.com/justin-bariso/this-email-from-elon-musk-
to-tesla-employees-descr.html
· Kanter, J., & Loria, K. (2019, June 13). These are eight strict
workplace rules Elon Musk makes his Tesla employees follow.
Retrieved April 5, 2021, from Business Insider website:
https://www.businessinsider.com/elon-musk-productivity-tips-
for-tesla-employees-2018-4?IR=T
Identify at least two proactive steps the organization needs to
take today to avert possible problems in the future.
In the third quarter of 2017, there were production woes
whereby the company intended to produce 1500 model 3 cars
for September alone but only achieved creating 222 modelsthree
cars (Global Electronic Services Inc, 2017). This originated
because being dependent on one external supplier as an external
supplier had issues with Tesla, forcing the Tesla manufacturers
to rework one of the four steps to create their car batteries. To
avoid such problems in the near future, Tesla should aim to be
independent in making all of its parts rather than depending on
third-party suppliers. Self-reliance in manufacturing your parts
tends to create more control over production and enables the
company to avoid third-party products' risks. With Tesla using
highly automated systems, the company should opt to value
adaptability more as humans can adapt to change more than
artificial intelligence (AI), Floreano (2018), which also led to

7. the company's reduced output.
· Floreano, D. (2018). Tesla's problem: overestimating
automation, underestimating humans. Retrieved April 5, 2021,
from IMD business school website:
https://www.imd.org/research-knowledge/articles/teslas-
problem-overestimating-automation-underestimating-humans/
· Global Electronic Services Inc. (2017, November 11). Tesla
Manufacturers Work to Overcome Production Issues. Retrieved
April 5, 2021, from Global Electronic Services website:
https://gesrepair.com/tesla-manufacturers-work-overcome-
production-issues/
Identify and explain the most significant obstacle that might be
encountered by each of the following: management, employees,
the change agent(s), and other significant stakeholders?
One of the significant obstacles that face Tesla's management is
receiving lawsuits from different investors and other
stakeholders. According to various petitions that have been
against Tesla, they tend to be expensive for the company as they
have to hire or appoint costly lawyers to get the best favorable
decision. With this, it tends to affect a company's funding, and
the share prices might fall and go down with each lawsuit thus,
putting the company at risk. According to Alamalhodaei (2021),
a Tesla investor sued the company and Musk for the continuous
sending of erratic tweets that tended to violate the settlement
with the US Security and Exchange Commission. The Investor
stated that with Musk's erratic tweets, it tends to face potential
fines and penalties from various regulators that could drive
down the company's share price that's putting the company at
risk.
Employees at Tesla tend to face more layoffs, and those that
have been fired tend to point out that Musk has created a more
toxic environment working at Tesla (Matousek, 2020). The
electric car market becoming more demanding extends to more
job stress and employees working long hours. According to the
survey done by Matousek (2020), stated that the nine former

8. employees interviewed, one of them said that there are a million
things that might go wrong from a car being manufactured and
reaching the final consumer; thus, one needs to be perfect
everywhere in every step along the way or else one would be
fired.
· Alamalhodaei, A. (2021, March 13). Elon Musk, Tesla board,
sued in a lawsuit alleging "erratic" tweets violate a fiduciary
duty. Retrieved April 5, 2021, from TechCrunch website:
https://techcrunch.com/2021/03/12/elon-musk-tesla-board-sued-
in-lawsuit-alleging-erratic-tweets-violate-fiduciary-duty/
· Matousek, M. (2020, March 23). Tesla is having another
chaotic year — these are the biggest challenges that Tesla has
faced in 2019 (TSLA). Retrieved April 5, 2021, from Business
Insider Africa website:
https://africa.businessinsider.com/lifestyle/tesla-is-having-
another-chaotic-year-these-are-the-biggest-challenges-tesla-has-
faced/zehy5mr
What sacrifices might need to be made to accomplish the
goals/objectives of this organization?
According to Brooks (2018), the company's mission is
accelerating the world's transition to sustainable energy. To
achieve this mission, Tesla opts to recruit people who genuinely
believe the company's mission—having employees who share
the common goal and drive the company to achieve its mission
and vision, thus creating a loyal employee base. For Tesla to
maintain and be competitive in the electric car market, it has to
ensure that its employees will work tremendously hard and
improve their communication channels. Tesla is also aiming to
build a medium-sized, mass market and low weight vehicle it
will tend to move to a high strength steel construction or have a
new aluminum chassis. Advantages of these cars are that it's
fast and most likely affordable. For Tesla to be competitive in
the electric car market, it will lower their price benchmark for
their cars as Nissan and GM have sold more electric vehicles
than Tesla because of the cost that is less than the target price

9. set by Tesla.
· Brooks, R. (2018, July 23). The Challenge of Maintaining
Tesla's Mission-Driven Culture. Retrieved from Peakon website:
https://peakon.com/blog/employee-success/tesla-company-
culture/
© 2019. Grand Canyon University. All Rights Reserved.
8
Organizational Change Research: Part 1
Directions: Visit the website for the company you have selected
and obtain a copy of the annual report. Locate three to five
additional resources that provide data and information about the
organization. You will use this research to determine potential
areas for organizational change and to address questions related
to planning and managing change within the company.
Name of Team Members: Brady Buchanan, Emily Brown, Cody
Ngo, and Cole Yearout
Company Name: Tesla
Company Vision: “To create the most compelling car company
of the 21st century by driving the world's transition to electric
vehicles.”
Company Mission: “Today, Tesla builds not only all-electric
vehicles but also infinitely scalable clean energy generation and
storage products.” Day to day Tesla is building the future of
cars and helping to change the world with not only all-electric
vehicles, but also infinitely scalable clean energy generations
and storage products.
Found on: About Tesla: Tesla. (n.d.). Retrieved from
https://www.tesla.com/about
Area of Change: Production Improvement

10. Problem Statement: Tesla may be on the brink of extinction due
to an increase in electric models from their competition and
their inability to meet their projected production levels to turn a
profit.
Criteria
Research Findings
Citation of Sources
Provide APA citations for the company’s annual report and the
other research sources utilized in completing the assignment.
What are the indicators of an awareness of a need for change
within the selected organization?
1. Environmental
Transportation and electricity production are two of the largest
sources of GHG emissions, making up more than half of all U.S.
emissions. Tesla has an ecosystem that involves solar, batteries,
and vehicles. This ecosystem’s goal is to help decrease the
transportation, electricity production, and energy use of all
people that are connected to the grid.
2. Reliance of the grid
In South Australia, Tesla turned on the world's largest lithium-
ion battery. A 50-year storm had wreaked havoc on the region's
vital infrastructure, resulting in a nationwide blackout that left
1.7 million people without power. Tesla's battery system was
activated in milliseconds to assist in grid stabilization. This
grid-scale energy storage project is a zero-emissions solution
that is reducing power outages and improving the reliability of
South Australia's electrical infrastructure.
3. Access to sustainable energy
More than 1 billion people do not have access to electricity, and
many of those who do rely on polluting sources like coal or
fossil fuels on the island of Ta’u in American Samoa. Tesla is
bringing energy solutions that are both sustainable and
affordable to communities all over the world. Tesla built a

11. microgrid with over 5.3K solar panels and 60 Powerpack
systems that can power the entire island on clean energy for
three full days without the sun. Instead of burning nearly 110K
gallons of diesel per year, paying for rising fuel and
transportation costs, and risking negative health effects Tesla
has made it easier than ever to use bio-diesel.
4. Building the safest car from the ground up
Tesla's mission has always prioritized occupant safety. Vehicle
safety is critical for widespread adoption of all -electric
vehicles. Tesla positioned the battery pack and electric motors
beneath the floor of their first full-sized vehicle, the Model S,
to give it an extremely low center of gravity, greatly reducing
the risk of rollover while improving handling and performance.
This battery placement is now standard on all Tesla vehicles.
Tesla Impact Report. (2019). Retrieved from
https://www.tesla.com/ns_videos/tesla-impact-report-2019.pdf
Niedermeyer, E. (2019, April 16). Fact checking TESLA'S
"IMPACT REPORT". Retrieved March 24, 2021, from
https://www.thedrive.com/tech/27484/fact-checking-teslas-
impact-report
What role does management play within change for this
organization?
Tesla relies on its management team to be leading factors in the
company's rise and success. Managers are key decision makers
for the company, and aim to lead their company in the right
direction for years to come. The infamous Elon Musk (CEO and
product architect) uses his leadership style to set the tone for
Tesla’s management and at entry employee level. Musk believes
there is a better way to do everything, and that going above and
beyond the standard is what will set Tesla Motors apart from its
competitors in the industry. The publicity that Tesla receives is

12. mainly because of this style of management, it is bold and
unique. This gives the company a massive amount of media
attention that boosts productivity within the structure of the
company. But massive amounts of media coverage can be
dangerous to the company, especially when it's centered towards
the manager of the company. Based on this, the following
attributes from management inspire positive change within the
organization:
1. Inspiration
Although Tesla’s management is known to be very bold, the
unattainable ideas and project proposals inspire employees to do
a little more than required. This maximizes productivity and
also brings forward ideas that could put the company in a good
spot.
2. Innovation
Tesla’s upper management pushes innovation, they go above
and beyond to ensure that their next model paves a path for the
industry, thus setting Tesla apart. Management's approach to the
creation of new electric cars have inspired classic cars like the
Ford Mustang to go electric. According to Furr & Dyer (2020),
“there is no question that the company has shifted the auto
industry toward electric vehicles and achieved consistently
growing revenues” (Para. 5).
3. Ambition
Tesla is one of the most ambitious companies in the world, and
that is all thanks to Musk and upper management. Gwynne
Shotwell, president and COO of SpaceX says,“When Elon says
something, you have to pause and not blurt out, ‘Well, that’s
impossible.’ You zip it, you think about it, and you find ways to
get it done” (Boogaa, n.d). This statement shows management's
mindset on the direction of the company, and compliments the

13. previous statement of Tesla going above and beyond.
In summary, management brings key characteristics and
demands forward that inspire positive change, and allow
employees to find a purpose in their work.
Boogaa, K. (2021, January 20). What is the Elon Musk
leadership style (and should you use it)? RSS.
https://www.fingerprintforsuccess.com/blog/elon-musk-
leadership-style.
Furr, N., & Dyer, J. (2020, February 18). Lessons from Tesla's
Approach to Innovation. Harvard Business Review.
https://hbr.org/2020/02/lessons-from-teslas-approach-to-
innovation.
How will this awareness of change be important to at least three
stakeholders in the organization?
Tesla’s overall goal is to help change the world by transitioning
to sustainable energy (Tesla, n.d.). Employees, leaders, and
investors all should take the time to become very aware of this
change because Tesla needs to have a certain confidence about
improving their profitability for the future.
Tesla’s employees play a very crucial role in stirring up change
within the organization. The employees being aware of the
changes, not only within Tesla, but also within the market is
very important. By being aware of this they are going to be
thinking more about how to continue to be innovative and
maintaining pace with the global market. To help with this,
Tesla actually uses a survey tool called Tesla360. This tool was
designed to measure employee engagement while also eliciting
employee feedback and suggestions (Everwise, 2015). So even
while the employees don’t direct the change in the company,

14. they put invaluable input. Also, being aware of change will
allow and help the leaders implement changes that improve so
much including their sustainability and productivity. Honestly,
the awareness will help with the overall satisfaction within the
company.
Aside from Tesla's employees, Tesla’s leaders drive the change
at Tesla. The corporate structure that Tesla has adapted follows
the conventional, hierarchical model where leaders and
managers are able to successfully veer the company and relay
the change (Meyer, 2018). Meyer (2018) proceeds to state that
“Elon Musk’s leadership effectiveness depends on the corporate
structure’s ability to disseminate and support the
implementation of new strategies for business growth and
improvement”. This shows how well Tesla’s leadership
understands change and is conscientious of the key role that
communication plays.
The profitability and stocks of Tesla are extremely volatile, and
Tesla would discontinue to exist without investors believing in
them as a company and continuing to invest their money in the
company (Tesla, Inc., 2019). Tesla’s investors are very aware of
Tesla’s changes which is easy to see when seeing that Tesla has
posted their profit four times. Not only do the investors see the
changes, but they also are putting an investment in towards the
future of Tesla and what the company will look like after the
changes are in place.
Everwise (2015) How Tesla engages its employees to drive
business results. Retrieved from
https://www.geteverwise.com/human-resources/how-tesla-
engages-its-employees-to-drive-business-results/
Gitlin, J. (2019, October 23). Tesla made a profit of $143
million in Q3 2019 on record deliveries. Retrieved from
https://arstechnica.com/cars/2019/10/tesla-made-a-profit-of-
143-million-in-q3-2019-on-record-deliveries/

15. Meyer, P., (2018). Tesla inc.’s organizational structure and its
characteristics (analysis). Retrieved from
https://panmore.com/tesla-motors-inc-organizational-structure-
characteristics-analysis
Tesla (n.d.). About tesla. Retrieved from
https://www.tesla.com/about
Tesla, Inc. (2019). 2018 10-K form. Retrieved from
https://tesla.gcs-web.com/static-files/15df7636-8cd8-4b18-
989b-4badeeda806c
Who are the agents of change within the organization?
Elon Musk- CEO and Technoking
Elon Musk is the main person who is the agent of change within
Tesla. He is the face, leader, and CEO of Tesla and is the agent
of change that affects where the company goes and how they
will get there. Elon Musk is one of the most world-renowned
entrepreneurs who founded SpaceX, Tesla, and PayPal
(Biography Editors, 2021).
Board of Directors and Leadership- Elon Musk, Robyn
Denholm, Larry Ellison, Hiro Mizuno, Kimbal Musk, Ira
Ehrenpreis, Antonio Gracias, James Murdoch, Kathleen Wilson-
Thompson, Zachary Kirkhorn, Jerome Guillen, and Andrew
Baglino
Other than Elon Musk, the board of directors are also agents of
change for the company. The board of directors is supposed to
represent the shareholder’s interests, hiring and firing of
personnel, dividend policies and payouts, and executive
compensation (Chen, 2020). Not just the CEO and Board of
Directors should be leading the company to new territories and

16. new ways of operating. The COO, Robyn Denholm, and the
CFO, Zachary Kirkhorn, must aid Elon Musk in his path for the
company but also add value to that path as well (Tesla, 2021).
CTO Larry Ellison, Senior Vice President Andrew Baglino,
Jerome Guillen, the entire board of directors, and lower level
managers must be agents of change that assist and add value to
where the company is going (Tesla, 2021).
The entire executive team must be willing and able to be agents
of change for Tesla because with the rising competition of
electric cars, if Tesla does not continue to grow and change
with the competition they will become obsolete as a company. If
they do not change then the blame will fall on the executive
team that was supposed to lead Tesla and be the agents of
change within the organization to avoid becoming obsolete and
unprofitable.
Biography Editors. (2021). Elon Musk.
Retrieved from https://www.biography.com/business-
figure/elon-
musk#:~:text=Elon%20Musk%20is%20a%20South,a%20divisio
n%20of%20Compaq%20Computers.
Chen, James. (2020). Board of Directors.
Retrieved from
https://www.investopedia.com/terms/b/boardofdirectors.asp#:~:t
ext=The%20board%20of%20directors%20is,and%20payouts%2
C%20and%20executive%20compensation.
Tesla. (2021). Corporate Governance.
Retrieved from https://ir.tesla.com/corporate/elon-musk
What role do these people play in the future of the
organization?
Elon Musk needs to send a clear and concise message as well as
the CFO, so they are on the same page with the changes that are
happening within the organization. Musk and the executives are

17. able to see the financial statements and reports, and they have
the insight to be able to see the problems and fix them before
they become too large to handle.
There is definitely some tension and stress within the employees
because they have been seeing all of the layoffs causing them to
be on edge about holding onto their jobs. I believe that the
introduction of a different insurance option will be the agents
path to making the most difference.
In order for this insurance gig to actually be put into action,
Tesla will have to arrange a whole new team. Doing this will
open up jobs within the company that current employees may
transfer to. Tesla is a company that has the capabilities of
influencing the trends of the world, but with the company
struggling to make a profit year after year now more than ever
the executives and employees of Tesla need to band together to
continue to post profits like they did in 2019. By seeing this
you are able to also see that the difficult choices that the
company is making can and will continue to work if they are
executed correctly.
Bariso, Justin. “Tesla Just Made a Huge Announcement That
May Completely Change the Auto Industry. Here’s Why It’s
Brilliant.” Inc.com, Inc., 3 Sept. 2019, www.inc.com/justin-
bariso/tesla-just-made-a-huge-announcement-that-may-
completely-change-auto -industry-heres-why-its-brilliant.html
Dow, Jameson, et al. “Tesla Changes Entire Sales Strategy,
Makes Sales Online-Only, Closes Stores w/Layoffs.” Electrek,
28 Feb. 2019, electrek.co/2019/02/28/tesla-is-changes-entire-
sales-strategy-makes-sales-online-only-closes-stores-w-layoffs/
© 2019. Grand Canyon University. All Rights Reserved.
2

18. Rubic_Print_FormatCourse CodeClass CodeAssignment
TitleTotal PointsMGT-325MGT-325-ETR900ABenchmark -
Leading Organizational Change140.0CriteriaPercentage1:
Unsatisfactory (0.00%)2: Less Than Satisfactory (65.00%)3:
Satisfactory (75.00%)4: Good (85.00%)5: Excellent
(100.00%)CommentsPoints EarnedGroup 1100.0%Need for
Change5.0%Summary of need for change, including specific
indicators, the role of management in change, and stakeholder
considerations, is not included.Summary of need for change,
including specific indicators, the role of management in change,
and stakeholder considerations, is incomplete or
incorrect.Summary of need for change, including specific
indicators, the role of management in change, and stakeholder
considerations, is included but lacks explanation and relevant
supporting details.Summary of need for change, including
specific indicators, the role of management in change, and
stakeholder considerations, is complete and includes
explanation and relevant supporting details.Summary of need
for change, including specific indicators, the role of
management in change, and stakeholder considerations, is
extremely thorough and includes substantial explanation and
relevant supporting details.Change Agents5.0%Summary of
organizational change agents and their roles in the future of the
organization is not included.Summary of organizational change
agents and their roles in the future of the organization is
incomplete or incorrect.Summary of organizational change
agents and their roles in the future of the organization is
included but lacks explanation and relevant supporting
details.Summary of organizational change agents and their roles
in the future of the organization is complete and includes
explanation and relevant supporting details.Summary of
organizational change agents and their roles in the future of the
organization is extremely thorough and includes substantial
explanation and relevant supporting details.Communicating

19. About Change10.0%Summary of needed change and specific
communication to occur between management, employees, and
change agents is not included.Summary of needed change and
specific communication to occur between management,
employees, and change agents is incomplete or
incorrect.Summary of needed change and specific
communication to occur between management, employees, and
change agents is included but lacks explanation and relevant
supporting details.Summary of needed change and specific
communication to occur between management, employees, and
change agents is complete and includes explanation and relevant
supporting details.Summary of needed change and specific
communication to occur between management, employees, and
change agents is extremely thorough and includes substantial
explanation and relevant supporting details.Averting Change-
Related Problems10.0%Identification of two proactive steps to
be taken by the organization to avert potential future problems
is not included.Identification of two proactive steps to be taken
by the organization to avert potential future problems is
incomplete or incorrect.Identification of two proactive steps to
be taken by the organization to avert potential future problems
is included but lacks explanation and relevant supporting
details.Identification of two proactive steps to be taken by the
organization to avert potential future problems is complete and
includes explanation and relevant supporting
details.Identification of two proactive steps to be taken by the
organization to avert potential future problems is extremely
thorough and includes substantial explanation and relevant
supporting details.Identification of Obstacles5.0%Identification
of most significant obstacle that could be encountered by
management, employees, change agents, and two stakeholders is
not included.Identification of most significant obstacle that
could be encountered by management, employees, change
agents, and two stakeholders is incomplete or
incorrect.Identification of most significant obstacle that could
be encountered by management, employees, change agents, and

20. two stakeholders is included but lacks explanation and relevant
supporting details.Identification of most significant obstacle
that could be encountered by management, employees, change
agents, and two stakeholders is complete and includes
explanation and relevant supporting details.Identification of
most significant obstacle that could be encountered by
management, employees, change agents, and two stakeholders is
extremely thorough and includes substantial explanation and
relevant supporting details.Identification of
Sacrifices5.0%Identification of two potential sacrifices that may
need to be made to accomplish the goals and objectives of the
organization is not included.Identification of two potential
sacrifices that may need to be made to accomplish the goals and
objectives of the organization is incomplete or
incorrect.Identification of two potential sacrifices that may need
to be made to accomplish the goals and objectives of the
organization is included but lacks explanation and relevant
supporting details.Identification of two potential sacrifices that
may need to be made to accomplish the goals and objectives of
the organization is complete and includes explanation and
relevant supporting details.Identification of two potential
sacrifices that may need to be made to accomplish the goals and
objectives of the organization is extremely thorough and
includes substantial explanation and relevant supporting
details.Essential Resources5.0%Summary of three essential
resources necessary to implement proposed change is not
included.Summary of three essential resources necessary to
implement proposed change is incomplete or incorrect.Summary
of three essential resources necessary to implement proposed
change is included but lacks explanation and relevant
supporting details.Summary of three essential resources
necessary to implement proposed change is complete and
includes explanation and relevant supporting details.Summary
of three essential resources necessary to implement proposed
change is extremely thorough and includes substantial
explanation and relevant supporting details.Change Management

21. Strategies (C3.1, C 5.4)15.0%Summary evaluation of change
management strategies, including impact on organizational
outcomes, is not included.Summary of three essential resources
necessary to implement proposed change is incomplete or
incorrect.Summary evaluation of change management strategies,
including impact on organizational outcomes, is incomplete or
incorrect.Summary evaluation of change management strategies,
including impact on organizational outcomes, is included but
lacks explanation and relevant supporting details.Summary
evaluation of change management strategies, including impact
on organizational outcomes, is complete and includes
explanation and relevant supporting details.Summary evaluation
of change management strategies, including impact on
organizational outcomes, is extremely thorough and includes
substantial explanation and relevant supporting details.Company
Vision and Mission5.0%Retained or updated vision and mission
statements based upon proposed change implementation are not
included.Retained or updated vision and mission statements
based upon proposed change implementation are incomplete or
incorrect.Retained or updated vision and mission statements
based upon proposed change implementation are included but
lack explanation and relevant supporting details.Retained or
updated vision and mission statements based upon proposed
change implementation are complete and include explanation
and relevant supporting details.Retained or updated vision and
mission statements based upon proposed change implementation
are extremely thorough and include substantial explanation and
relevant supporting details.Communication Techniques and
Channels (C5.3)15.0%Summary of communication techniques
and channels to be leveraged to communicate change to all
company stakeholders is not included.Summary of
communication techniques and channels to be leveraged to
communicate change to all company stakeholders is incomplete
or incorrect.Summary of communication techniques and
channels to be leveraged to communicate change to all company
stakeholders is included but lacks explanation and relevant

22. supporting details.Summary of communication techniques and
channels to be leveraged to communicate change to all company
stakeholders is complete and includes explanation and relevant
supporting details.Summary of communication techniques and
channels to be leveraged to communicate change to all company
stakeholders is extremely thorough and includes substantial
explanation and relevant supporting
details.Timeline5.0%Summary of estimated timeline for
implementing proposed change is not included.Summary of
estimated timeline for implementing proposed change is
incomplete or incorrect.Summary of estimated timeline for
implementing proposed change is included but lacks explanation
and relevant supporting details.Summary of estimated timeline
for implementing proposed change is complete and includes
explanation and relevant supporting details.Summary of
estimated timeline for implementing proposed change is
extremely thorough and includes substantial explanation and
relevant supporting details.Thesis Development and
Purpose2.0%Paper lacks any discernible overall purpose or
organizing claim.Thesis is insufficiently developed or vague.
Purpose is not clear.Thesis is apparent and appropriate to
purpose.Thesis is clear and forecasts the development of the
paper. Thesis is descriptive and reflective of the arguments and
appropriate to the purpose.Thesis is comprehensive and contains
the essence of the paper. Thesis statement makes the purpose of
the paper clear.Argument Logic and Construction3.0%Statement
of purpose is not justified by the conclusion. The conclusion
does not support the claim made. Argument is incoherent and
uses noncredible sources.Sufficient justification of claims is
lacking. Argument lacks consistent unity. There are obvious
flaws in the logic. Some sources have questionable
credibility.Argument is orderly, but may have a few
inconsistencies. The argument presents minimal justification of
claims. Argument logically, but not thoroughly, supports the
purpose. Sources used are credible. Introduction and conclusion
bracket the thesis.Argument shows logical progression.

23. Techniques of argumentation are evident. There is a smooth
progression of claims from introduction to conclusion. Most
sources are authoritative.Clear and convincing argument
presents a persuasive claim in a distinctive and compelling
manner. All sources are authoritative.Mechanics of Writing
(includes spelling, punctuation, grammar, language
use)5.0%Surface errors are pervasive enough that they impede
communication of meaning. Inappropriate word choice or
sentence construction is used.Frequent and repetitive
mechanical errors distract the reader. Inconsistencies in
language choice (register) or word choice are present. Sentence
structure is correct but not varied.Some mechanical errors or
typos are present, but they are not overly distracting to the
reader. Correct and varied sentence structure and audience-
appropriate language are employed.Prose is largely free of
mechanical errors, although a few may be present. The writer
uses a variety of effective sentence structures and figures of
speech.Writer is clearly in command of standard, written,
academic English.Paper Format (use of appropriate style for the
major and assignment)3.0%Template is not used appropriately,
or documentation format is rarely followed
correctly.Appropriate template is used, but some elements are
missing or mistaken. A lack of control with formatting is
apparent.Appropriate template is used. Formatting is correct,
although some minor errors may be present.Appropriate
template is fully used. There are virtually no errors in
formatting style.All format elements are correct.Documentation
of Sources (citations, footnotes, references, bibliography, etc.,
as appropriate to assignment and style)2.0%Sources are not
documented.Documentation of sources is inconsistent or
incorrect, as appropriate to assignment and style, with numerous
formatting errors.Sources are documented, as appropriate to
assignment and style, although some formatting errors may be
present.Sources are documented, as appropriate to assignment
and style, and format is mostly correct.Sources are completely

24. and correctly documented, as appropriate to assignment and
style, and format is free of error.Total Weightage100%