Managing People in Organizations: A Report on Apple Inc.

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MANAGING PEOPLE IN
ORGANISATIONS

Contents
Introduction......................................................................................................................................3
Part-A: Recruitment, Selection, Training, and Induction................................................................3
Recruitment and Selection Process of Apple Inc........................................................................3
Training and Induction Program of Apple...................................................................................5
Part B: Factors affecting behavior and teamwork...........................................................................6
Factors influencing the behavior of individual............................................................................6
Factors influencing effective Teamwork.....................................................................................6
Tuckman’s Theory.......................................................................................................................7
Part C: Management and leadership styles......................................................................................9
Leadership Styles.........................................................................................................................9
Management Styles......................................................................................................................9
Part D: Organisational structure and culture.................................................................................10
Charles Handy Culture Model...................................................................................................10
Conclusion.....................................................................................................................................11
References......................................................................................................................................12

Introduction
This report is all about how to manage the peoples in the organizations. Basically, this is a
department in the firms which assists the managers to understand the role of management,
employees and human resources management. This department mainly focuses on the teaching
and on searching about the main role of the peoples which is played by them in the organization
in order to attain a competitive advantage. Apple Inc. which is the organization of choice in the
present assignment is an American multinational company and having the work of technology.
This organization was founded in the year 1976 by Steve Jobs, Ronald Wayne, and Steve
Wozniak. This report is going to cover the description of recruitment, selection, induction, and
training. Along with this, the factors which affect the behavior and teamwork is also going to be
explained. Apart from this, the report is having the evaluation of leadership and motivation
styles. The last is to explain the culture and structure of the organization.
Part-A: Recruitment, Selection, Training, and Induction
This is the methodology which refers to selecting the best applicants from the large pool of
candidates with adequate knowledge and best experience. This is just a chance for the
organization to fill their vacancy with the best ones (Rahman and et.al. 2015). As Apple is a
large organization and having a reputation in the market so the recruitment and selection process
of Apple is slightly different from other companies.
Recruitment and Selection Process of Apple Inc.
This is the process of hiring and finding the best highly skilled candidates from inside or outside
the organization. Apple defines its recruitment process to examine the requirements of the
applicants so that they get attracted towards the job, this is going to help the organization in
recruiting the peoples easily and in an effective manner (Russell and Brannan, 2016). The
process of recruitment and selection in the Apple organization is defined below -

1. Commence Recruitment - In the first step, the HR manager of the Apple complete the
following forms whenever there is any vacancy comes such as to the request form for
recruitment, Interview questions, tools to evaluate the skills, job classification, etc.

2. Announces for the vacant position - In the second step, the HR department announces for
the vacant position and also give the advertisement for that position (Chandor, 2017). The job
description is also circulated in approx. 340 business agencies, firms, and universities.
3. Advertisement for the vacant position - HR department gives the ads in the newspapers,
journals, magazines, television, radio, online websites, social media, etc.
4. Receives the resume and starting the process - In this step, the HR manager starts recruiting
the applicants who are having the knowledge and skills as per the vacant designation. The
applicants are rejected and selected on the basis of their qualifications.
5. Face-to-face Interviews - In this step the applicants are having the face to face interview with
the manager. In this, the interview questions are put up by the candidates and the sheet is filled
by the interviewer as per the performance of the applicant (Brine, 2016). The candidate has to go
from 3-4 interviews and if the company is satisfied with all the rounds of the interview then the
mail regarding the job is sent to their e-mail id within 1 week.
6. Reference Check - Before sending the offer letter to the selected candidate the main HR
manager checks the reference. The HR manager personally contacts to all the references to check
the references such as personal Reference, academic reference, financial reference, etc.
Training and Induction Program of Apple
Apple is having a well-planned training and induction program. The higher authorities of Apple
are totally engaged with the workers and teach them about new and advanced skills. The higher
managers are also trained about their roles and responsibilities towards their superiors. Apple is
having the thought that resolving the issues is not enough to train the employees but training is
done to educate the employees and the suppliers about their right as a worker, their health and
safety and the local laws. In today’s time, around a million individuals know their responsibility
and their rights as because they are trained and known that they are going to work as a supplier
of Apple.
Induction training is given to the new ones in the organization on the first day so that they can
know the rules and regulations of the firm. The induction training defines the work they are

going to perform in the upcoming days for the organization. The Induction training program is
held in order to help the new employees to get adjusts with the existing employees of the
organization and get familiar with the environment of the organization. This training will give
new employees a good and positive impression. Induction training is given to the new staff so
that they can get relax instead of having stress on the first day. The induction training must be so
interesting so that the new ones can enjoy and take interest to take part in that training. If the
induction is boing then there is having a chance that they can resign or quit from the job.
Part B: Factors affecting behavior and teamwork
Each and every organization is formed with a group of individuals who are working together in a
group to attain the goals and objectives of the firm (O'Neill and Salas, 2018). There are many
factors in which the behavior of an individual get affected such as essential and environmental
factors. The factors influencing the behavior of the individual are outlined below -
Factors influencing the behavior of individual
1. Demographic factors - The superiors always select those employees who are highly
skilled and having adequate knowledge and which is very effective and responsible for
their work (Davis and et.al. 2015). These factors like gender, race, education, age, etc.,
aid the employers to select the suitable candidate.
2. Skills and abilities - Skill can be said as the talent of employees and on the other hand,
the ability is to be said as the efficiency of the employee while performing the mental and
physical task.
3. Attitude - This defines the quick positive or negative response to the situation. Some
factors like family, friends, culture, and society affected the attitude of the individual
which reflects the behavior also
4. Perception - The employees cannot able to work if their surroundings are not good as
this is affecting the mind of the individual.
Factors influencing effective Teamwork
There are many factors which affect the effective teamwork, and these are outlined below-

1. Leadership - The individual who is having the ability to cope with any situation then
they can become the leader of the team (Jain and et.al. 2016). For example - Apple CEO
the leader is motivating and encouraging the members to work with coordination and
work openly by putting more efforts.
2. Communication - This is very important to have the clear and precise communication
between the superiors and subordinates as by this the work is getting completed with
coordination and cooperation (Dietz and et.al. 2017) .
3. Diversity - The diverse environment helps the organization to have the positive
environment as the peoples with different culture and background are having different
thoughts and ideas which makes the work more innovative and creative and this result to
the positive outcomes.
4. Focus on goals - The team of Apple is having the common goals so it is important to
explain each of the members about the goals and objectives of the organization clearly so
that they can work by getting focused towards the goal (Ford and et.al. 2016).
5. Team-building exercise - The team-building helps the members to come together and
have a clear flow of communication, this also enhances the creativity and positive
relationship.
Tuckman’s Theory
This is the theory which mainly focuses on the completion of the task in an effective time frame.
This is the model which is developed by Bruce Tuckman in the year of 1965. The stages of this
theory are outlined below -

1. Forming - In this stage, the entire team is gathered and a task is assigned to the team, in
which no member is known by another member but having the trust and work
independently. In this, the planning is to be done to perform the task and then the
resources are to be gathered and collected by the team members and the bonding between
them becomes stronger.
2. Storming - This is the phase in which the team has to address the task and in that time
each member is having their own thought by which they can’t be able to support the
team. Thus the team which is fully focused towards their goals can win (Wressell and
et.al. 2018).
3. Norming - In this stage the responsibility is given to each member and by that, they can
tend to lose their quality of work and creativity.
4. Performing - In this stage the performance of the team members is judged and they are
identifying at the key points of independency in the work, motivation, and knowledge.
5. Adjourning and Transforming - This is the last stage of this theory in which if any of the
new members comes then the team has to revert to the forming stage and this is done for
a short time as the new one is folded to the team.
At last, this is to recommend to the Apple Inc. team members that by having effective teamwork
and working with the positive behavior and attitude will bring the positivity in them to perform

the task effectively so that the organization can able to enhance their productivity and
profitability and attain the higher growth with a high rate of profit margin.
Part C: Management and leadership styles
Leadership Styles
As the leader of the organization, each one of them is having the leadership style which comes in
action at a hard time at the workplace. The various leadership style are outlined below -
1. Autocratic Style - In this the leader itself takes all the decision and instructs the
subordinates to perform the task. This is having the use in Apple Inc. has if the leader is
much smart to take the effective decisions for the betterment of the organization as well
as for the team members.
2. Democratic Style - In this there is always an active communication from upward to
downward (Amanchukwu and et.al. 2015). This style is having the best use and this is to
suggest to the Apple team leaders to select this style of leadership for selecting the
appropriate methods.
3. Charismatic Style - This style is having either success or failure and this depends on the
impact of the leader so most of the organization does not prefer this to use as for effective
leadership.
Management Styles
The various types of management styles are mentioned below -
1. Democratic Style - If this style is chosen by the manager then they have to trust their
team members and respect their inputs. They also have to be confident towards the
viewpoint of employees as well as towards their ability to be a leader (Nguyen and et.al.
2017). Apple can use this management style if they have faith in their employees and on
their working.
2. Inspirational style - The leaders of Apple Company must be inspirational so that the
team members can easily be able to coordinate with them by asking them about any
query and putting their issues towards them.

3. Authoritative Style - When you are a new manager in the company and the environment
between the team members seems to be very confused and chaotic and also having the
lacking in the structure of organization then you have to select the authoritative style of
management
Thus, this is to recommend to the Apple team that as per the given scenario the leaders of the
organization must choose the democratic leadership and democratic management style for
their team members so that the team can work accordingly and give best outcomes to the
company by attaining the goals and objectives.
Part D: Organisational structure and culture
The culture of the organization is defined as the ethics, mentality, values, and norms of the
company employees and owners (Laforet, 2016). On the other hand, the structure of the
organization is defined as the overall framework of the company. The decision in the
organization is taken on the basis of what culture is going on in the organization and only by that
the structure is going to design in the mind. The concept of what the culture is going to have a
huge influence on the structure which is going to developed (Abraham, 2019). Each of the
members of the firm is having any kind of role. When the member is interacting with their roles
then the culture of the company arises. Apart from that if the more employees are added and the
change is done in their roles then the structure of the company gets change. Thus, with the
assumptions, norms, and values the culture of the organization influences the top management
which forms the structure of the company. Thus this is defined above clearly that the culture
influences the structure of the organization, as because the structure is the framework of the
culture and this dictates that how the company is going to be structured (Anitha, 2016).
Charles Handy Culture Model
This is the model which defines the effect of the culture on the values of the team members and
also describes how these values can be related to their behavior of the individual. there are four
factors of this model which are mentioned below -

1. Power Culture - In this type of culture, the power is given to the higher authority and
in this, the performance is to be judged according to the achieved results (Al Saifi,
2015). In this, the employees are bound to perform the entire tasks which are given by
the higher authority and in a given time.
2. Role Culture - In this culture, each of the members is authorized a responsibility
according to their qualification and interest to get the best out for them.
3. Task Culture -In this the team are assigned to attain the targets and resolve the critical
issues which are followed by the task culture (do Carmo Silva and Gomes, 2015) .
4. Person Culture - In this employees are coming to the organization but do not get
familiar or attached to it. All of them are rarely loyal to the management and never
take any decision in favour of the organization (Quang, 2017).

Conclusion
From the above-mentioned report, this has been concluding the organization must manage the
peoples in such a manner that they can able to perform their task effectively and on time. The
above report is concluded by the description of various models and theories in order to manage
the peoples of the organization. The report has also gone through the various styles of leadership
and management which will help the firm to attain productivity as by this the work is going to be
performed on time.