A Report on Apple Inc.'s Management Strategies and Challenges

This report examines Apple Inc.'s management practices, focusing on challenges related to ethical issues, leveraging culture and diversity, and fostering innovation. It highlights the company's attempts to maintain ethical conduct, address privacy concerns, and promote environmental sustainability. The report also discusses the challenges Apple faces in building a diverse cultural background and integrating employees from various backgrounds. Furthermore, it analyzes the company's strategic human resource management (HRM) practices, including attracting and retaining talent, and the importance of aligning HR strategies with overall organizational goals. Recommendations are provided to improve communication, enhance innovation strategies, and establish partnerships for market expansion. The report concludes by emphasizing the significance of effective communication and skilled management in addressing organizational challenges and risks.

Running head: MANAGEMENT
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Introduction
Apple Inc. being a very well-known multinational technology company is involved in
designing, developing and selling of the computer software and also the consumer durables
("Apple", 2020). The multinational was founded in 1976 which is about forty-four years from
now by Steve Jobs, Steve Wozniak and Ronald Wayne and has its headquarters in Cupertino,
California ("Apple", 2020). This presentation will help in identifying the various challenges
faced by the corporation in leveraging diversity, creating an ethical organization, fostering
innovations in the organization and also on the competitive advantage through several HR
practices of Apple Inc ("Apple", 2020).
Ethical issues at Apple Inc.
There have been many challenges faced by the organization in the history of the
business (Nuseir & Ghandour, 2019). Apple Inc. has always tried to encourage and ensure the
employees in maintaining proper conduct in every situation. The code of conduct is the same
for all the employees working there, and the principles that contribute to the integrity of the
organization includes honesty, confidentiality, compliance and respect. However, in applying
this, many challenges were faced by the organization. The quality of the product reduced and
privacy became a primary concern for the Apple Inc. customers found that there was an
infringement on the privacy of the users and this became a significant challenge to overcome
for the company. There were several other challenges that were based on the sustainability of
the environment. The company admitted that most of the emissions were due to the products
of the company. However, later the company is now directed towards developing new
products that are more sustainable.

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Leveraging culture and diversity
Apple Inc. is known for the diversity it has in the organization as being the most
significant strength of the company. The culture of the organization is an accepting one
where each individual is treated and valued equally. However, the main challenge that the
company faced was building a diverse cultural background that would be considered
beneficial for all the employees coming from several backgrounds. Besides, integration was
considered as a challenge by the company (Jaeger, Kim & Butt, 2016).
Recommendations:
Therefore, it was important that Apple had made the employees understand about
each having experiences that are varying as this would have helped the company in building a
strong community and mitigate the challenges faced.
Strategic people management at Apple Inc.
The HR practices of the corporation aimed at attracting the best talents across the
globe and retain them as they could be beneficial for the organization in the long-run (Brown,
Hirsh & Reilly, 2019). Employees of the organization play a crucial role in the success of any
organization (Turner, 2020). The main problem that came in between these HR practices was
the communication gap regarding the information flowing in the organization as well as the
issues in the span of control. Lack of communication resulted in many opportunities misses
for the organization.
Recommendations:
The strategy of the HR must be aligned with that of the overall organizational strategy
as it would then be more comfortable to communicate and boost up the morale of the
employees. The organization must also involve in doing practices that are systematic.

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Fostering innovations
The primary element for any organization that helps in keeping the organization
distinct is the ability of the organization to create something innovative and creative for the
customers (Lusch, Vargo & Gustafsson, 2016). The organizations embracing the principles of
innovation are now sustainable as well as have the edge over others. Apple Inc. was known
for the type of innovations it did to the products and brought them to the customers.
However, there were specific challenges faced by the organization in bringing these changes;
there was a lack of collaboration seen in the organization, and there was also a misalignment
of the innovation strategy in the organization.
Recommendations:
Therefore, Apple must have aligned its innovation strategy to that of the
organizational goals.
Overall recommendations:
It would be beneficial for Apple Inc. if the production process is enhanced and if the
organization establishes partnerships with more distributors as this could help in improving
the coverage of the overall market and reach to masses by aligned the innovation strategy,
HR practices and the diverse workgroup to that of the organizational goals and objectives.
Conclusion
Thus, from the above discussion, it can be concluded that effective communication is
essential for the success of any organization and the people in the organization must be
skilful enough to handle the problems of the organization and accordingly address the risks
that are associated with the changing environments.

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References
Apple. (2020). Retrieved 18 April 2020, from https://www.apple.com/
Brown, D., Hirsh, W., & Reilly, P. (2019). Strategic Human Resource Management in
Practice: Case Studies and Conclusions–from HRM Strategy to Strategic People
Management.
Jaeger, A. M., Kim, S. S., & Butt, A. N. (2016). Leveraging values diversity: The emergence
and implications of a global managerial culture in global organizations. Management
International Review, 56(2), 227-254.
Lusch, R. F., Vargo, S. L., & Gustafsson, A. (2016). Fostering a trans-disciplinary
perspectives of service ecosystems. Journal of Business Research, 69(8), 2957-2963.
Nuseir, M. T., & Ghandour, A. (2019). Ethical issues in modern business
management. International Journal of Procurement Management, 12(5), 592-605.
Turner, P. (2020). Engagement Driven Strategic HRM. In Employee Engagement in
Contemporary Organizations (pp. 223-256). Palgrave Macmillan, Cham.