Apple Inc. Behavior Issue Management in Organizational Context

This report analyzes organizational behavior issues at Apple Inc., specifically addressing complaints of a toxic work environment, harassment, and unsafe conditions. It examines indicators such as declining employee availability and productivity. The report explores the need for a positive and equitable organizational atmosphere and suggests solutions like implementing strict codes of conduct, ethical guidelines, and effective team management to improve communication and address employee dissatisfaction. Recommendations are provided to enhance the working environment and improve organizational performance, focusing on strategies to reduce employee dissatisfaction and improve overall organizational behavior. References include relevant research articles supporting the analysis and recommendations.

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Objective
Objective this report is to deliver the importance and application of behavioural management
theories in an organisation. Organisation selected for the report is Apple Inc. a detailed
discussion of the issues elated to the behavioural issues are discussed on the report with
introducing the atmosphere and working of the organisation from its establishment. At first,
this report will discuss the issues faced by the employees working in the organisation. Many
complaints received by the management were from female and male staffs regarding
harassment and unsafe environment at the workplace (Grant, Arjoon, & McGhee, 2017).
Issue
Many complaints in the email have compared the atmosphere of office with the “Toxic work
environment.” This is a serious issue for the management of the Apple because in its previous
years of operations it was counted between the one of the best and safe place for the working
for female and male. This report will discuss the indicators that represent the threat of toxic
environment in the organisation some of these are decrease in the employee availability,
decline in productivity, increased termination rate, and declining the rates of the digital rating
of the employee’s performance. Organisational atmosphere need to be mixture of positivity
and equality (Koçyiğit & Karadağ, urkish Journal of Business Ethics).
This issues is possible to solve by application of some strict policies in the code of conducts
equally applicable on all the employees working in the Apple, behavioural development of an
employees is based on the personality and thinking capacity. , on the time of screening of the
interviews and employees training organisation can add a session to describe the code of
conduct to the employees and the ethical and professional guidelines essential to be follow at
the time of being part of the organisation (Manoharan & Singal, 2017).
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This report will include the theories of the behavioural management of the employees with
the development of group dynamics, power and politics and many other approaches. Apple
provides workforce diversity of equal rights and equal benefits to the employees and includes
E-verify method for the security and effective management.
Issue management
Issue identified and reported to the management are very serious and ignorance of the
complaints made by a female from the top management replying her in unprofessional manor
affected the image of the employees positively environment in negative manner. To deal this
issue effective team management with the effective communication with the employees is
essential. Communication with the employees directly will help the management to identify
the challenges and to make effective and reliable solution quickly (Mines, 2019).
This report will provide some essential and effective recommendations to the managers of the
Apple to reduce the dissatisfaction of employees from the organisational atmosphere. It will
include the manner useful to deal such issue occurring regularly in the organisation, with fast
solving procedure. Recommendations in their report will base on the approach to increase the
value of organisational working environment for the employees and to reflect this change in
the recorded performance of the organisation.
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References
Grant, P., Arjoon, S., & McGhee, P. (2017). Reconciling Ethical Theory and Practice:
Toward Developing a Business Ethics Pedagogical Model. Business and Professional
Ethics Journal, 41-65.
Koçyiğit, M., & Karadağ, E. (urkish Journal of Business Ethics). Developing an ethical
tendencies scale based on the theories of ethics. 2016: 297-307.
Manoharan, A., & Singal, M. (2017). A systematic literature review of research on diversity
and diversity management in the hospitality literature. International Journal of
Hospitality Management, 66, 77-91.
Mines, K. C. (2019). code of ethics. Retrieved September 10, 2019, from
http://kcm.co.zm/corporate-profile/corporate-governance/code-of-ethics/
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