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¶ … APPLE'S ORGANIZATIONAL CULTURE
Organizational Culture in the Workplace
Effects of Apple's organizational culture on organizational development and change
Organizational philosophy, mission, vision, values and structure
Apple's business philosophy is designed around its core values of simplicity, innovativeness, control, participation, dedication, collaboration and excellence. The company strives to provide simple solutions to the needs of consumers. The company also believes that they only exist to provide great products to their customers. Therefore, they strive to participate only in those markets where the company makes a significant contribution. The company believes that by saying no to thousands of projects, they are able to keep their focus on the few projects which are extremely important and meaningful to both the company and its customers. The company believes in creating new partnerships and strengthening their existing ones to allow them to be innovative in ways...
The company also does not settle for anything less than excellence. It strives to be honest at all times and to exercise courage in tackling its problems as well as to find the projects which are most beneficial.
The company's vision is "To make a contribution to the world by making tools for the mind that advance humankind." The organizational structure of Apple is designed to create a high performance work environment and to contribute to the strict secrecy of the company. Simplicity is also the guiding value in the design of the organizational structure of Google. The structure is centered on giving each person command and control over their role, and they become able to share ideas in all directions.
Relationship with the organizational culture
The culture of Apple is one of change. It is driven by the desire to outperform and succeed in all its endeavors. The structure of the organization has also transformed to be more competitive, and though the…
References
Kotter, J. (1992). Corporate Culture and Performance. New York: Free Press.
Rosenthal, J., & Masarech, M.A. (2003). High-Performance Cultures: How Values Can Drive Business Results. Journal of Organizational Excellence, Spring (2003).
Organizational Cultures: Annotated Bibliography and Summary Annotated Bibliography Aronson, Z. And Patanakul, P. 2012. "Managing a group of multiple projects: do culture and leader's competencies matter?" Journal of the Knowledge Economy, 3(2): pp. Web. Retrieved from: LexisNexis Database. [Accessed on 21 May This article focuses significantly on how team culture within an organization is a pivotal factor that contributes to a team being able to successfully complete a project. A focus is made on
Organizational Behavior Terminology Organizational Culture and Behavior: Author Edgar H. Schein, professor of management at the Sloan School of Management, MIT, believes that organizational culture has in the recent past embraced themes from a number of disciplines, including sociology, social psychology, anthropology and cognitive psychology as well. And although all of these fields of study feed into today's concept of organizational culture, Schein asserts that organizational culture "has become a field
The second activity that is given most priority is marketing. The company accepts that marketing is required to boost sales as well as increase brand recognition and maintain brand awareness Pham-Gia, 2009() In terms of attention to details, Starbucks pays huge attention to detail to make sure no relevant details are left behind when making an important decision. In terms of innovation, the company has a high degree of innovation.
Employees handle a large amount of private documentation and must uphold the law of confidentiality legally and ethically. Despite the stress on confidentiality of client information, communication flow is still important to the organization's ability to get work done. / Thus confidentiality in the service of customers, not in the service of secrecy is the organizational mantra. Additionally, communication is not simply fostered in the organizational culture's common professional dress.
" (Simon, 188) the fundamental perspective here is that leadership and the ability to apply actions based on culturally driven decisions are central to helping members of the organization learn in a concrete manner how best to accord with the reigning culture. In order for this to occur though, there must be a certain initial scrutiny and selectiveness where leadership and personnel are concerned, endorsing an organization-wide emphasis on the quality
Retrieved September 17, 2008, from ABI/INFORM Global database. (Document ID: 1325026401) Drucker, Peter F (1992, February 11). There's More Than One Kind of Team. Wall Street Journal (Eastern Edition), p. A16. Retrieved September 20, 2008, from ABI/INFORM Global database. (Document ID: 4277929) Nicki Hayes (2008). Improving engagement in a small business. Strategic Communication Management, 12(4), 28-31. Retrieved September 18, 2008, from ABI/INFORM Global database. (Document ID: 1516270091). Yan Ling, Zeki Simsek, Michael