The Corporate Culture Of Apple Inc Business Essay

Apple incorporation is today's one of the biggest if not the largest organisation culture change style master, before couple of years apple to be in the light of it totally perceive genius ways of getting thing done with a new, however Apples corporate culture is continually changing therefore of changes to its management/CEO every once in awhile. To gain an in-depth understanding of this we should dwell into apple historical background, it benefits and drawbacks, and the probability of future management. Therefore the empirical question would be what's the culture of Apple?

What is culture?

Culture has been illustrate by many creators, institution of thoughts, theories to mention a few in relation to its conceptual utilization, it has been explained for example as the dominant worth espoused by an company', ' the commonly held and relatively secure set of beliefs, attitudes, prices and norms that exit throughout an company' the essential assumption and beliefs that are talk about by person in an company'. In recent time culture has been make reference to as 'the way things are done around here. Lynch (2006, p. 37) culture identifies the distributed understandings and meanings of that members have concerning an organisation. Rather as individuals have distinctive personalities organisation have their own particular culture. Some will be friendly, laid back and informal while others will be highly formal aloof and hostile. Also Drenna(1992). in older. B (1997). p101)says culture is exactly what typical of the company, the behaviors the prevailing attitudes, the grown up structure of accepted and expected behavior ".

The main feature of culture is the fact that even though there are numerous organisational dissimilarities there seem to be talk about understandings within them. Culture will build slowly but surely in rational thinking about groups with the system which later forms a sub/prominent culture. Using Handy (1993) cultural model, convenient opine that 'A culture can't be precisely define, for it is something that is perceived, something felt helpful (p. 191). however he described the four kind of culture in organisation which are describe in fig1. 1.




Power Culture

A web

Control from centre; political and entrepreneurial, personal power serves the figure-head and the leader

Role Culture

The Greek Temple

Classical framework; bureaucratic; role id position electric power predominate, provides the structure

Task culture

A net

Valued individual experience and contribution concentrate on completing the work, both personal and position forces are important; advanced of collaboration bottom part on group unity.

Person culture

A cluster or galaxy

Combine of your lose collection of individuals-pursuing own goal but share common facility, electricity not necessary a concentration because associates are experts in their own field. This culture provides the individual.

Fig1. 1

The four culture type illustrates how power and control are used by organisation and of whose interest are they offering? certainly there's an factor of power culture at Apple inc, as noted in the case study, Steve Careers entrepreneurship style experienced giving method for personal ideology and more-or-less gain control over the system, he's characterise as Apple itself, the span of control and politic is also associated with Steve upon returning back overdue 1990s, when he evolved the culture back to just how it's use to be when he was at the apex Apple. Also the Role culture could be link with eras of sculley, and other leaders who try to formalize the structure by imposing their own rule, neglecting the top of project groupings, which is central to the Task culture even though individual skills at Apple is essential to its innovation the one existing collaboration is based on secrecy. A typical representation of Apple is the individual culture we may say is the individual culture as different geeks work tiredly to bring about a unique invention predicated on their skills.

According to, Truck backer(research study p. 10), ( Backer)an analyst at Gartner inc, mentioned" when Apple goes out to hire a person, the no 1 requirements isn't how much experience you have or who you understand. it's if they think you will match the culture. However the culture seems unique but can it function without composition, the control, performance and strategy? Ideally, we can talk this by a thorough examination of the model below; take notice that the model is a non linear model as all the elements are inter-related and interdependent.

Fig1. 2 a culture relationship model


Noticeable in the case analysis is the commentators' mention of Apple as a Unique culture, experts argued that Steve jobs the CEO of Apple is a good marketer on the globe, but his management style suggest another view. For example secrecy is the pinnacle of Apples proper marketing culture. Apple was known to appreciate and value its employee, it worthwhile noting that whereas motivational ideas such as B. F Skinner (1974), Mintberg (1979), have outlined the value of prize and value as the ideological stimuli that motivate individual to work, on the other hand, at Apple any general concept of determination might not work, because of how apple justifies its incentive system with a do or die culture. Way more the framework at Apple Inc is now complicated as it evolves into some other pattern over time.

FIG2 Hierarchy and Flat structure

The above can be an illustration of an standardize framework of organisation designed by many scholars over the entire year to clarify organizational functionality; the even is more visible to entrepreneurship, with ideal element of casual, charismatic, and casual management quality but grapevine in aspect as the other is ideal for a larger organisation. However, of all supportive research is the task of Canadian academic, Henry Mintzberg. Relating to Mintzberg (1979) an organisational structure is the sum total of the way in which it divides its labour into particular jobs and then achieve coordination between them'. also framework is define as "the proven pattern of romance between the components parts of an company, out lining both communication control and specialist patterns. supportive to this is Wilson and Rosenfeld(1990) described that framework distinguishes the parts of an company and delineates the relationship between them".

This is reinforced by Apple's pattern in organisation composition which is more complex than initially identified, for occasion Apple is seen as the pioneer of "work hard play hard" ethic. Similarly important is the consistent changes in culture as different market leaders tried to look at a different method of reorganise the composition, it is interesting that analyst said Apple used a style that had not been too much too formal or hierarchical and that the approach was more result-driven.

In unsightly circumstances as a mention of the research study, any poor performance at Apple will not be consistent using its culture; it is important to say that any change in culture will resort in change in structure, however if the structure cannot survive minus the culture then where do we inject the command style to bring about ultimate performance? Apple framework is neither hierarchy nor even we could say it's more of a hybrid or matrix unlike hierarchy which is susceptible to bureaucracy=read further matching to Webber (1947), in his research of organisation he had identified the basic principle of bureaucracy as a continuing company that is destined by guidelines. Webber outline the importance of ideal bureaucracy to an company as positive and rational unlike the other which he referred to as domination as charismatic power and traditional power. . . . talk about adocrasy=read further

Fig 2. 1 A representation of Apples company formation structure.


Leadership as an idea has been a fascinating centre piece to different areas of thought, to the ordinary man; a head is merely a symbolic mind, but as a supportive element by theorists and analysts a definite category of classification; it is stated the main type of leaderships are of the following: the charismatic, the original, the situational, the appointed, the useful and the theory centred leader for the purpose of this essay we can look at leadership from management perspective, according Cole(2004), authority is define as the following:

"leadership at work is a energetic process whereby one individual in an organization isn't just in charge of the group results but positively seeks the collaboration and commitment of all the group members in a achieving group goals in a specific framework and against the backdrop of a specific national culture"


The leadership design of Apple is highly displayed by their iconic CEO Steve job that is highly regarded for his innovative, creative and marketing strategies. Using classification of leadership his style could be connected as the transformational head which is characterised by the change of organisation, creative imagination and advancement with the reason to engender dedication. However the convenience of his strategy could holiday resort in the downfall of his perceived personality and organisational performance, for illustration if this is ideal for the organisational culture then the question could be the sited instances of global workforce revolting resistant to the culture of secretary used by Apple as a recognized way to go the company ahead. If apple is to keep up its position quo as the number one most valued company on the globe then it needs to activate itself in some form of control re orientation as within the last 10 years different management/market leaders have tied to change the culture of apple and its structure only to return to the starting point which is where they are really today, Steve job certainly must be doing some right, concrete research claim that Steve job will need to have outperformed his expectation to the plank of management as emphasized in the event study.


the ripple effect of change of market leaders/managers at Apple inc emphasis the necessity for change in culture, however this changes also brought about change in composition as each leader tries to put into practice his/her own ideology, arguable is the internal problem that apple faces from its reorganisation, for illustration the appointment of Sculley who was credit for making Apple one of the primary and fastest-growing organization in the US. (case study p. 5 ). Some failure in the early 90s again brought another power shift when the table chose it time for command change and Micheal spindler was appointed in 1993 to replace Sculley, Spinder also neglect to perform as expected, Amelio might well have being the one man that brought the last drastic become apple because of his focus on Apple product line and workforce reduction but fail follow Apples corporate and business culture, once again Steve was back in business to carefully turn things Around. A significant factor to his transformational management style, nevertheless it seems that the table were more thinking about performance somewhat than command quality or style; however performance cannot be divorced from leadership.


Performance, there's no generalised meaning of performance; it offers being said that performance cannot be easily defined as you cannot evaluate or deal with it. However few management analysts have known the key different of performance from other areas compared to management areas. Performance is more designed to performance management day in day trip, therefore performance could be agreed to be of relevance to situational changes. Armstrong and Baron (1998) define performance management as "a proper and integrated approach to delivering sustained success to organization by enhancing the performance of the folks who work in them by expanding the ability of team and individual who work in them". . Therefore, it offers avenue for knowledge on organizational targets and goals and a spectrum to control and train individual in order to achieve to such objectives' Armstrong stress that performance is tactical because it is concern with broader issues facing organizational success.

As evidence in the case study the marketplace value of Apple against the setting of its financial performance over the years in Exhibit VIII, it is clear that in the past decade there being truly a major profit show in the business, more so just lately Apple published all time record earnings with increase income of 78 percent, as of July 2010. Apple published record revenue of $15. 7 billion and also quarterly profit of $3. 25 billion, . Surely the share holders would be happy with the result. These results compare to workforce proposal and the strategy used to attain result can't be overlooked, Apple was recognized to appreciate its employees. It had been look at a great place to work for folks who are personate in what they have. (Research study p. 3) also experts experienced one of the key success to Apples performance is its capacity to appeal to and hold on to key workers in specialized, marketing and personnel positions Nevertheless financial performance in a single comfort zone for the business id externally but will this speak the same for the inner standard audit of staff of Apple who work tirelessly for over 60hours to understand this results away. Then how employed are the staff of Apple incorporation.

The unique culture of Apple which is basic on the control style of one man methodology: Steve careers, can it make it through after the leave of jobs. its plausible to say yes as careers himself claim he had trained others to manage whenever he's no longer available, nevertheless the determination of every individual could cause systemic inability of the culture as every innovator approach with an alternative goal setting. If the target serve as the foundation for determination, and the goals are establish by managers, commercial standard or base on negotiation, how then does one motivate individual, analysts noted that one may be encouraged by target set against others when you could be de-motivated by over pressured standard. "levison(1972)"highlights this in Asinine attitude towards motivation, with regards to prize or punishment to motivate employees, way more borrowing the task of Hygiene theory of determination by Herzberg (1968), which he claim that the main motivator or satisfier are



Work itself



While the next called hygiene factors or dissatisfies

Company insurance plan and administration.

Supervision-the technological aspects.


Interpersonal relations-supervision

Working conditions.

Herzberg remarked that these factors were intrinsically related to the content of work, i. e. with intrinsic challenge, interest and the individual responses produced by them.

If applied to Apple, how do we justify the working condition of staff who work with long hours to complete the job, or will the secrecy atmosphere create individual desire or fear of punishment has whoever fail to comply to the culture is noticeably punished, the compensation structure in apple for the ones that come up with impressive technology like iphone, mac pc ipad could lead to esteem of individual while the abuse methodology on the other side is detrimental to the public image of Apple as any failing contributes to sacking specific or leakage of top secret will automatically bring about dismissal. Therefore we're able to say any general concept of motivation may not work in Apple cooperate culture base on perceived punishment and praise of staff performance, thus Apple cooperate culture is zero experience no stability of staff as yet though it spent some time working for the business.

Even although strategy may be consider high-risk. Apple focus on young staff recruits with less determination and more glory seeking rather than experience. However will probably be worth saying the older generation aren't mush expandable. This may be clarify using Maslow (1956) Hierarchy of needs, which he associated the key of needs to motivate individual, starting from basic needs called physiological needs, follow by safety needs, then love needs, esteem needs, and self applied actualisation. He emphasis that as one needs is fulfil we move up to another.

Goal setting (locke, shaw sari &latham 1981)A big change in goal will foreseen an improved Apple as a firm, for example Apple has always give attention to improving over a past product i. e. Iphone1, 2, 3. . 4. e. tc while not produce something entirely different and innovative. Despite the fact that Apple came up with a micro hand device name ipad, it still relied total on the old operating-system which is steadily facing out as competition develops in the technology industry. Again days gone by ten years down the road Steve Careers was back the in same job at the apex of the business after many failures of different professionals at various periods of ethnic development within Apple inc. even though Careers is making money for apple for now the question is will same strategy that fails at the original past ten years in culture, work for the future?

A do or pass away culture was Apples it it ideal for apple? For example sculleyl tried out for Apple for about five years, thus credited to ethnic strategy of sculley, the mother board eliminated him. At this juncture the response would be everything will depend on many factors conserving strategy culture and changing element to forecast the near future.

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