Mg414 Organisational Behaviour Assignment Sample

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Introduction

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Because of the tremendous rise in networking, individuals from all walks of life are increasingly working together under the umbrella of the same groups. “It generates a hard situation for HR managers to handle and this is when excellent communication among employees and robust organisational culture shows to be useful”. Even huge firms utilise tried-and-true procedures and principles. The corporate culture of Apple Inc. was examined in this study. Apple Inc., an American multinational firm, offers a wide range of products, including software for personal computers and other electronic gadgets. From 2008 through 2014, Forbes Magazine ranked it the world's "most admired company" as one of the most successful firms of the twenty-first century. Apple has long credited its success to its efforts to foster a creative work atmosphere, dating all the way back to 1976. (Shah, 2020). On their official website, Apple claims that they “expect innovative thinking and solutions from everyone here,” regardless of their profession. Every day, it appears as if our staff are coming up with new and imaginative ideas. It is as easy as asking around. Asking "Why is it this way?" and "How can it be better?" are all part of the process. During a conference speech in 2013, Apple CEO Tim Cook declared that the company’s innovation culture had “never been ber” before. Apple’s culture of invention is firmly established (Trivedi, 2019). Primary and secondary studies along with theoretical models, communication, and cultural usefulness give a thorough overview of Apple's culture. 

Identifying the culture of Apple Inc. applying an appropriate theoretical model

Organizational culture may be simply defined as a code of behaviour inside the organization's boundaries. These regulations must be adhered to by everybody who works for a business, regardless of their position. These rules are created following comprehensive research by executives. The way information is communicated inside a business, as well as the hierarchy of command and the flow of that information, is determined by the firm's culture. These are meant to focus on overall organisational success via influencing the workforce. Every business has its own set of values and norms (Yagnik, Ward and Shah, 2021). “But some important tactics are followed in various businesses. Apple follows their own culture that very much suits their economic activities and enhances the individual engagement of the employees too”. A culture may often be broken down into four main parts, each of which has its own unique structure. Roger Harrison and Charles handy created this paradigm by examining approved authority and individual collaboration (Peñaloza, 2018). They contend that a company's culture needs not be advantageous to it. Occasionally, events may devolve into disasters. “At the light of organisational culture adopted at Apple, there’s a brief talk on how the model works”.

Role Culture: The most prevalent role culture is seen in government organisations, where each employee's function is clearly defined and their performance is highly valued. Employees that adhere to the so-called "Apollo culture" put their own safety and well-being first above everything else (van Gunsteren and Vlas, 2022). Employees in this culture place more significance on their job's function or status than on career progress or financial reward. Employees that seem uneasy in new environments may have flaws that may be identified.

Person Culture: “The idea of person culture is not well-known in the realm of organisational development. This is a culture where a person gets to rule the workplace totally on the basis of their performance and they are authorised to do so. Overlooking corporate objectives over individual qualities is typical in this culture” (Velho, Mondino and Stadnik, 2018). “Employees no longer care about the well-being of the company because they do not like their jobs. But the strength of this culture is that the utmost potential of an individual may be brought here as they have a convenient environment to work in”. People with a broad range of qualifications and expertise, such as doctors, engineers, and lawyers, are a part of this community.

Task culture: Many businesses recognise the importance of this kind of mindset while trying to get a foothold in a crowded market by completing a certain set of goals or tasks. These values are well-suited to organisations having a nested matrix structure. “In the corporation, where every sector is separated fully dependent on activities like sales, manufacturing, marketing; personnel from a different department, are recruited to fulfil their duty in achieving a project or assignment” (Fannon, 2019). “Cross-departmental cooperation is made easier as a consequence of this culture, which promotes a more unified workplace. But it is short term method where the team is disbanded after attaining the target”.

Power culture: “In the modern corporate world there are many successful individual personalities, who showed themselves as highly competent executives by demonstrating extraordinary leadership performance”. Executives in a corporation with a “power culture” or “Zeus culture” hold the majority of the responsibility for all of the organization’s key outcomes. These people have a certain amount of power, which they make excellent use of in order to progress the aims of the company (Trivedi, 2019). Employees in the lower echelons of an organisation are assigned specific duties and answer directly to their superiors. An executive evaluates an employee's performance and makes adjustments to better suit the employee's working style.

“Apple Plc does not follow a single sort blindly; rather they mix up and make them work in a beneficial way”. Keeping the organization's goal in mind, they typically deploy a combination of the task culture and the power culture. Apple, a big actor in global trade, cannot constantly rely on a single theory (Shah, 2020). Depending on the location, they make adjustments and carry out actions.

Exploring how culture enhances organisational success with an emphasis on communication at Apple

The act of conveying one’s ideas to another is known as communication. Communication between individuals or organisations is also included in the term “fellow procedure.” As a sender, message, and receiver, there are three parts to the process. Not all forms of communication must be spoken or written. Nonverbal expressions such as body language and data visualisation may also be used to complete the communication process. The good effect of the communication method is indicated below:

For Apple, successful communication means adhering to a set of guiding principles. In this section, we will go into more depth on how Apple communicates and how it impacts its products.

Non-verbal communication impact: It is impossible to exaggerate the importance of nonverbal communication in an organization's communication process. Most of the time, workers are unable to engage in direct conversation since they are not given the proper chance (Wood et al., 2019). Management and employees benefit from nonverbal communication by being able to communicate with each other in a more relaxed and active manner. Communication relies on nonverbal cues such as body language, facial expressions, and direct eye contact. The organization's overall performance may be boosted by fulfilling such little details, which helps it to encourage its employees (Rekogama, 2022). How the firm interacts with its personnel is outlined in this step-by-step manner. Apple has a rigorous strategy to this method as it investigates the company’s aim further in advance. Using official communications to communicate with employees, the goal is to be as complete and succinct as possible (Shamsudin and Velmurugan, 2021). Keeping staff updated on the current situation of the company and their tasks is one way for board members to keep an eye on their performance. 

Problem-solving system: The current triumph of Apple in the competition is known to everyone. One of the key grounds for their outstanding performance is their effectiveness in issue resolution. To avoid difficulties from spreading throughout the company, the firm adheres to the nip in the bud mentality (Lee, Howe and Kreiser, 2019). However, finding and securing the problem demands excellent communication between the staff and the board of directors in both official and informal settings. “Apple has both of them to lessen the impact as minimal as possible along with taking advantage of certain conditions in the market”. 

Internal culture: The internal culture of a firm confronts its aim and ambition with moral grounds. It is supervisors who, more than anyone else, have a direct effect on how employees perceive the culture of a firm. This strategy is really vital for the business as it enables the company people to understand and grasp management boards’ perspectives (Akanji et al., 2019). As part of their corporate culture, Apple requires that all of its employees adhere to a high standard of morality and eloquence. As a consequence of this strategy, employees' performance might be influenced since they have a better understanding of their jobs.

Motivation theories and the influence of culture on workplace motivation

Apple Plc become a well-known company by maintaining a steady public image and also by resolving employee motivation issues. This organisation appears to have effectively sculpted its culture in such a fashion that it has been able to continuously deliver decent performance from its staff. Apple puts a high importance on the financial and non-financial needs of its employees, helping it to maintain a healthy working connection with them (Hald, Gillespie and Reader, 2021). (Hald, Gillespie and Reader, 2021). Proper two-way communication, they suggest, is the most successful technique. Throughout a person’s lifetime, Abraham Maslow suggested a hierarchy of needs that includes practically every potential need. It is a graphic that demonstrates how human nature encourages individuals to discover their need one after another.

Psychological needs: “The most fundamental of all desires, psychological necessities include items like food, clothes, and a decent education. Only after these requirements are satisfied then someone may think about additional aims (Hong et al., 2022). (Hong et al., 2022). Apple assures every employee is getting rewarded by their sweat. They pay at a set level which enables the worker to operate without any hassles”.

Security and safety needs: Needs at this level of the hierarchy contains the most prominent needs that the current world has to satisfy (Yagnik, Ward and Shah, 2021). (Yagnik, Ward and Shah, 2021). Those who are fortunate enough to live well want to be prepared for everything that could happen. Apple gives numerous pleasant regulations that aid the workers to rest safe and focus on organisational success.

Social needs: Everyone wants to live in a society where they can be proud to be a member. People aspire to retain a good contact with others and love daily life and precisely what this stage of needs is all about (Velho, Mondino and Stadnik, 2018). As and when the need arises, Apple makes exceptional accommodations for its workers and contractors.

Esteem needs: When one human need is satisfied, another one emerges, according to Abraham Maslow (Fannon, 2019). So, he put them in a flow chart, with respect needs appearing directly after the ones that came before it. Apple is flexible enough to accommodate its workers’ requests.

Self-actualization needs: This is the highest rung on the ladder. Maslow assessed the maximum degree to which a person’s needs may be met given that they can never be completely satisfied (Trivedi, 2019). One’s goal in life is to have the most wonderful existence he may possibly have. He/she wishes to make an erasable mark in their lives. For an HR manager, the most difficult element of their job is figuring out how to interact with people of various types. They need to figure out who will respond best to whatever kind of incentive component.

Intrinsic motivational factor: “Human nature sometimes has a tendency to labour hard for no specific purpose. It is not unusual since a person might perform out of delight or simply, he/she can take up a work as a challenge to themselves”.

Findings and Discussion

For acquiring extensive knowledge regarding the subject concerned, one store manager of Apple Store is contacted and interviewed. In the following some key questions and their respective responses is contextualised.

Q1: What is the importance of culture and what benefits it yields in workplace?

Given the velocity with which the world has evolved, it is only natural that workplaces comprise a varied spectrum of individuals. Not only variety only gives various forms of ideas but also a simple technique to interact with a broad range of clients. Due to the diversity of its workforce, Apple has been able to find and hire talented individuals from all over the world. Despite experiencing challenges at the early stage, the organisation overcome them with their outstanding communication and encouraging support

Q2: How culture and communication promote teamwork?

In any case, collaboration has always been the most important factor in achieving success. A team superb team synergy may always eclipse the individual performance. Apple has been able to outperform its competitors in part because of the b presence of communication among its workers, all of whom adhere to the same set of cultural norms.

Q3: What is the importance of Cross-cultural communication?

Being one of the most notorious smartphone and electronics businesses throughout the world Apple has expanded its hold from one end to another. It has allowed the firm to obtain information from diverse cultures and beliefs of several stationed nations. Cross-cultural management explores this knowledge to develop required impacts on the management. The firm analyses this information and make needed alteration in their activities on that region.

Q4: Does Apple benefits empowerment from diverse culture?

Focus and morale can only be maintained if staff are given the proper level of autonomy, which in turn improves output. The presence of empowerment allows the workers an opportunity to assess how their labour is impacting the company’s success directly. Apple consistently believes in its open-minded individuals and provides them to gain freedom of action via suitable responsibilities.

Conclusion

Instead of blindly adopting a culture that other firms have excelled with, an organisation should examine their existing circumstances and decide which sort of modifications are helpful for them. As it turned out, Apple’s experimentation with task and power culture systems was a success. To make an impression and maintain fluid communication inside the workplace, they also worked on their nonverbal communication skills. They aim to offer adequate respect to the specific demands of each employee. Apple Ltd is a company that places a high value on democratic values and a commitment to diversification.