Today, organizational behaviour has become one of the most important trends in any organization. Industrialisation throughout the world resulted in economic growth and also has changed the structures of the companies. It has also increased the need of changing in the models of organization and managerial that is used in every kind and size of organization to grow (Iedunote, 2018). Therefore, there is always a need of improvement in the existing processes of the organization with the rapidly changing environment and also demand of new processes. Therefore, organizational behaviour is very important for a company and has important elements that it should consider, monitor, and examine. Some of these factors are the individuals and the group in the company. Individuals and the groups in an organization are the most important in the formation of a firm. Together they act like engine of the organization that takes the organization to the heights of success. Hence, it is the responsibility of manger to keep focused on them in order to ensure the efficiency of the organization (Reissner et al., 2011). This is all about the organization behaviour study is.
In the following report, analysis of Apple Company is attempted to understand the issues in the organization and the behaviour of individuals and groups within the organization would be considered, culture and structure of Apple, role of leadership in resolving issues, and motivation and decision-making will be analysed.
There are various organizational behaviour issues that have been observed in Apple. These issues are categorized in four major categories that are face by mangers in today’s organizations: managerial challenges, workplace challenges, organisational challenges, and global challenges (Linn, 2018).
Every organization so as Apple also and mangers have to deal with different kind of people. This is the most common and important challenge that mangers and organizations are facing today. This challenge is also known as work force diversity. As organizations are becoming more cosmopolitan, so there are employees who are different from one another in terms of gender, religion, race, culture, and ethnicity. In Apple, it is a serious issue for the mangers to team the employees to respect the diversity (Vakola et al., 2013).
Accountability: Innovation, secrecy, and accountability have always been the key elements of Apple. Every employee in Apple is familiar with the term “Direct Responsible Individual”. It means that every employee is directly responsible for the action of individual. Steve Jobs once fired an employee in elevator because he did not get satisfactory answer for his question “What he has done for Apple recently”. This culture has been criticized because employees feel a huge pressure on them.
Communication: Today’s competitive environment is creating challenges for the Apple and mangers have to think seriously about improving the productivity and quality. For this mangers are taking several steps and making several strategies for implementing programs like Total Quality Management (TQM). As TQM is a management philosophy for providing satisfaction to the employees by improving the all organizational processes, these programs have implications for organizational behaviour as it demands employees to rethink and more involvement in the work place decisions. Therefore, it requires mangers to involve his employees in the decision making processes before implementing any kind of change whether it is strategy, technology and innovation, and ethical changes in the workplace environment. After all, employees are the major force for carrying out those changes (Hartnell et al., 2011). But in Apple, communication has always been one way. All power was centred at Steve Jobs, as he only takes decision and asks the employees to follow them.
Integrity: On the surfaces, Apple consists of integrated culture, where the employees have to fit into the defined culture of the firm. But, there are many subcultures within the organization, that possesses several but small differences between them. Initially these differences occurred between the Mac and Apple divisions. There was a lot of differences were seen between the two divisions and a clear discomfort between the two team because Steve was in the Mac division and most of the priorities and the company’s attention was centred towards the Mac division (Kashyap, 2018).
Also, there were young employees in the Mac team, and they were provided with lot of facilities like rock music was played for them at night and during day time classical music was played, facility of free juice for the Mac division employees, and several other. In addition to that, Jobs’ behaviour was dismissive towards Apple II division. Jobs used to call Apple II division a boring and dull product division and this made difficult for Apple employees to compete with Mac division. It is obvious that the power centre of the Apple was in the Mac division and Steve Jobs use his power to get benefits for the Mac division while ignoring the Apple II division (Carolinealbanesesite, 2018).
Organizational structure of Apple is unique and different as compared to other multinational organizations but still Apple follows some traditional rules for the well-function of the organization. The purpose of Apple was very clear from the starting that it wanted to create one of the best products for the customers through technology and innovation that bring a life changing experiences. Organization structure of Apple is focused on rapid and effective innovation. It is considered as the most critical factor for the success of Apple in the information technology (Meyer, 2018). Corporate structure of Apple is the combination of resources, workforce groups and interconnection between these resources and groups in the business. Corporate structure of Apple supports technological innovation strategies while the structural characteristics of the company maintain a traditional hierarchy. Success of Apple is linked with its innovation and leadership style of Steve Jobs while the corporate structure of Apple supported this leadership style of Steve Jobs. However, Apple has made some changes in its organizational structure under the leadership of Tim Cook in order to meet and suit the existing market and industry demands (Seppälä et al., 2012).
Organizational behaviour is studies of management that always try to find out relationship between individuals and the elements that inspires or motivates them. The contingency approach of organizational behaviour focuses on different elements that can affect organization’s behaviour. This theory says that there should be a fit between size, structure, technology, and the requirements of the organization (Meyer, 2018).
To fix all the organizational problems, there is not any suitable management solution. Contingency theory is an extension of system approach. As, internal and external factors in an organization keeps on changing, hence system approach is not enough to provide relationship between environment and organization, this gap is filled by contingency approach. Contingency theory is based on the fundamental concept that there is no best or defined way for dealing with employees and corporation. In the business world, these activities cannot be planned because things changes very quickly. Therefore, contingency theory requires mangers to be reactive instead of proactive to the changes to face the challenges on day-to-day basis (Schmid, 2008).
Apple Company mainly uses theory X and theory Y to deal with the changes in the corporate culture. Models described by Kennedy and Deal for the corporate cultures says that work hard, play hard ethic style in working is fun because the in this style of working risk is less, easy feedback on those risk, and it is also a successful method. Fun is one of the important elements in the culture of Apple. Company organises many recreation events for its employees to make them valued and refreshed. Apple employees are allowed to work in their casual outfits and do not force any kind of dress code on their employees (Carter et al., 2013). Therefore, it is the favourable side of working ethics at Apple that it provides its employees a relaxed and casual culture. If an organization gives its employees a toxic and dysfunctional environment for the working then the employees give the same to the organization which is not good for both the employees and for the organization, according to Jeffrey. Hence, it is required to provide a relaxing environment for working to the employees so that they give their best practises. As per the theory X, Apple uses the threat of dismissing and no rewards to the employees and also follows zero tolerance for goals of the company (Hale, 2018).
Jobs leadership style was as a transformational leader and it is believed that transformational leaders have the capability of changing the traditional ways into the new ways. Jobs has done the same and discovered new ways and led his employees to discover new and innovative ideas for making different and unique products. Therefore, change management is an important element of an organization and for successful implementation of a strategy in an organization requires skilful leaders and mangers that can stir the change and ensures proper alignment of change with the business objectives of the company (Mupepi et al., 2008). This is seen in the Apple that even after the change of CEO, Apple is still holding its position of market leader in the industry.
Apple employees know it very well that company does not compromise on the quality of the product. Apple understands the needs of its consumers and work hard to meet those set bench marks of the company in order to fulfil the needs of the customers. This pressure of being perfectionist falls on employees and they know if they fail to meet those needs, they have to lose their jobs. Apple is known for innovation and employees need to forget the technology they have known before (Rees et al., 2012). When people criticize its product, Apple takes it to heart and this result in the harsh statements to the employees in way that other companies even do not dare to do that.
Apple is a large company where thousands of employees work. There are times due to huge work pressure that employee’s stamina start tolling. Here, the role of mangers come where hi is required to move everything efficiently and smoothly. Mangers must motivate employees to push them to achieve their targets and keep working productively. Apple’s former CEO, Steve Jobs believed in empowering his employees and always believes in them before believing in anyone. It was also the strategy of Steve Jobs of socialized power, where all the parties who are working for the same organization and for the same goal use their power to take interest in others to achieve the objectives of the organization (Nguyen, 2017). This is the same done by Apple employees, where they use each other for motivation. Apple employees inspire each other to be innovative and productive. It is known that behind the success of Apple, there are many brains that have developed new technologies for the Apple and this requires co-workers to provide support to each other. Apple’s concept is based on team work and it is a team oriented company and this team work of the employees give motivation to other employees (Shanks, n.d.). Apple always want their employees to be succeed and has shown genuine concerned for the employees. This makes Apple a self-less company. Under the leadership of Steve Jobs, Apple has created a unique work culture. Company also provides several benefits to its employees to motivate and increase their zeal. These benefits include health and life insurance, long and short-term disability coverage, employee stock purchase plan, paid vacations and holidays, wellness programs, and several other perks also.
Leadership plays a vital role in business of any organization. Leadership is the process of directing and guiding the behaviour of employees. Although, it seems easy to achieve leadership but it is really very difficult for an organization to find out a quality leadership skills that would take company to the heights of success. Apple is known for the outstanding leadership skills of Steve Jobs. Even after the passing of Steve Jobs, Apple is still one of the best companies in the tech industry (Gordon, 2017). Charismatic leaders leave an impression that lasts longer on the organization, and similarly this is the case with Apple which is now led by Tim Cook. Although the management and leadership style of Steve Jobs and Tim Cook are different but the revenue growth of the company support both of them. Current CEO of Apple, Tim Cook is allowed to do work and led the company in the way he used to do, and not say to figure out the ways Steve Jobs used to do in the scenario keeping the Apple a vibrant company (Nagel, 2006). Even while handling over the position to Tim Cook, Steve Jobs told him not to figure out the ways that I have done in certain situations, but do what is beneficial for the company. And this kind of leader-follower relationship is followed in the Apple organization.
Conclusion
Therefore, it can be concluded that knowledge of organizational behaviour is important for every organization as it tells about the behaviour of employees, individuals, and group in an organization. Managing organizational behaviour is important for any organization because these are employees of any organization that area responsible for its success. Apple Inc. is the best example for understanding the human or organizational behaviour concepts and theories. Apple organization is completely unique and it seeks best employees who can understand the company’s objectives and work in aligned to them. Leadership plays the most important role in managing the human behaviour at the work place. It was the Steve Jobs leadership that makes his employees to work on the objectives of company. Under his leadership Apple become the market leader in the technology industry. He uses transformational leadership style to lead and motivate the employees. Apart from hard work, Apple provides its employees with flexible and casual working environment. Apple has theory X and Y to deal with the employees that provide its employees all benefits but also threat them of losing their jobs if does not meet the company objectives.
It is clear that organizations are made up of people, and everyone wants to be a part of great organization that provides them flexible work environment and opportunities for future growth. Hence, below are the some recommendations to enhance organizational behaviour:
References
Carolinealbanesesite, 2018. Organizational Behavior in Apple Inc. [Online] Available at: https://carolinealbanesesite.wordpress.com/.
Carter, M.Z., Armenakis, A.A., Feild, H.S. & Mossholder, K.W., 2013. Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organizational Behavior, 34(7), pp.942-58.
Gordon, G., 2017. Leadership as It Relates to Organizational Behavior and Performance. In Leadership through Trust. Springer. pp.17-22.
Hale, E., 2018. The 6 Group Dynamics Of High-Performing Teams. [Online] Available at: https://www.fastcompany.com/1842891/6-group-dynamics-high-performing-teams.
Hartnell, C.A., Ou, A.Y. & Kinicki, A., 2011. Organizational culture and organizational effectiveness: a meta-analytic investigation of the competing values framework’s theoretical suppositions. Journal of applied psychology, 96(4), p.677.
Iedunote, 2018. 13 Challenges and Opportunities of Organizational Behavior. [Online] Available at: https://iedunote.com/challenges-opportunities-organizational-behavior.
Iedunote, 2018. Organizational Behavior Explained: Definition, Importance, Nature, Model. [Online] Available at: https://iedunote.com/organizational-behavior.
Kashyap, D., 2018. Organizational Behaviour Issues Faced by Today’s Manager. [Online] Available at: https://www.yourarticlelibrary.com/organization/organizational-behaviour/organizational-behaviour-issues-faced-by-todays-manager/63755.
Linn, B., 2018. Organizational Behavior Theory in Business. [Online] Available at: https://study.com/academy/lesson/organizational-behavior-theory-in-business.html.
Meyer, P., 2018. Apple Inc.’s Organizational Structure & Its Characteristics (An Analysis). [Online] Available at: https://panmore.com/apple-inc-organizational-structure-features-pros-cons.
Mupepi, M.G., Mupepi, S.C., Tenkasi, R.V. & Jewell, G., 2008. Precision in managing organisational change: identifying and analysing needs using social constructs. International Journal of Management Practice, 3(2), pp.150-63.
Nagel, R.N., 2006. Organizational Behavior and Organizational Change Leadership & Power. [Online] Available at: https://www.cse.lehigh.edu/~rnn0/bio/emba/EMBA05.pdf.
Nguyen, M.L., 2017. The Impact of Employees Motivation on Organizational. Thesis. UNIVERSITY OF APPLIED SCIENCES.
Rees, C.J. et al., 2012. Leadership and organizational change in the Middle East. Leadership development in the Middle East, pp.129-49.
Reissner, S.C., Pagan, V. & Smith, C., 2011. ‘Our iceberg is melting’: Story, metaphor and the management of organisational change. Culture and Organization, 17(5), pp.417-33.
Schmid, H., 2008. Leadership styles and leadership change in human and community service organizations. In In Handbook of community movements and local organizations. Boston: Springer. pp.395-409.
SEO, M.G. et al., 2012. The role of affect and leadership during organizational change. Personnel Psychology, 65(1), pp.121-65.
Seppälä, T., Lipponen, J., Bardi, A. & Pirttilä?Backman, A.M., 2012. Change?oriented organizational citizenship behaviour: An interactive product of openness to change values, work unit identification, and sense of power. Journal of Occupational and Organizational Psychology, 85(1), pp.136-55.
Shanks, N.H., n.d. Management and Motivation. Jones and Bartlett Publishers. pp.23-35.
Vakola, M., Armenakis, A. & Oreg, S., 2013. Reactions to organizational change from an individual differences perspective: A review of empirical research. The psychology of organizational change: Viewing change from the employee’s perspective, pp.95-122.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download