Uber: Company

Assessment
Dean Rozier
Darren Smith
Stephanie Urbina
Pattayawat Youcharoen
Zhou Zhou

Company Background
Founded in 2009 by Travis
Kalanick and Garrett Camp in
Silicon Valley.
Shared economy model with
advanced technological
platform.
Present in over 50 countries and
300 cities with over 150,000
employees.
Fast-paced growth has led to
issues with the government and
competitors such as traditional

SWOT Analysis: Strengths

High quality service with low operational
costs
Model allows for fast-paced expansin
Dual-rating system
No market regulations yet
Network effects
Independent workplace

SWOT Analysis: Weaknesses

Replicability of its business model
Low employee loyalty
Questionable employee status
Weak data security infrastructure

SWOT Analysis: Opportunities

Expansion into rural and suburban
markets
Self-driving cars
First mover advantage in a Winnertake-all Marketplace
Delivery of services represents
opportunity for further expansion

SWOT Analysis: Threats

Regulatory intervention from governments
Employee benefits court decision
Safety and privacy concerns
Discriminatory use of ratings system
Potential technology advances
Global competitors

Current Situation
There is widespread dissatisfaction
among Uber drivers either because of
low pay or lack of benefits
Uber is facing several lawsuits from
groups of employees
Several nations are fighting to
regulate Uber
Taxi cab drivers are heavily protesting
against Uber
Safety concerns in global markets are
holding Ubers expansin plans back.

Employee Motivation Analysis

Measures like the dual rating
system and the Sixth Star award
boost employee motivation
Low pay is a deterrent for its
employees
Low employee loyalty and
attachment to the Brand also hurt
employee motivation
Uber needs to offer more nonfinancial motivators to strengthen
its employee relationship

Job Satisfaction Analysis

42% of Ubers drivers are currently
dissatisfied with pay
Lack of proper communication
channels between corporate
headquarters and the drivers
Ubers recruiting process is too light
and does not integrate employees
into the Brand
Uber needs to build a stronger
relationship with its employees to
boost employee satisfaction

Conclusion & Recommendation

Uber needs to ensure that employees
have job satisfaction through better pay
and benefits
Needs to participate actively in job
classification discussions to ensure proper
definition of its employees
We recommend that Uber finds local allies
in new markets to strengthen expansin
plans
Finally, Uber has to deal with its investors
to take advantage of its current
popularity.