Organisational Behaviour: Apple Inc. Culture, Power and Motivation

This report provides an analysis of organisational behaviour within Apple Inc., focusing on the impact of culture, power, and politics on individual and team behaviour. It explores various types of organisational culture, including task, power, role, and person culture, and assesses their suitability for Apple. The report also examines different types of power, such as reward, coercive, referent, legitimate, and expert power, and their effects on employee motivation and productivity. Furthermore, it discusses the role of politics in the workplace, distinguishing between positive and negative politics and their consequences. The analysis incorporates Hofstede's Cultural Dimension Theory to understand cultural differences and their influence on organisational settings. The report also delves into process and content theories of motivation, including Maslow's Hierarchy of Needs, and discusses the characteristics of effective and ineffective teams, along with team development theories. Finally, it touches upon the concepts and philosophies of organisational behaviour, aiming to provide a comprehensive overview of the factors that shape employee attitudes and behaviours within Apple Inc.

Organisational
Behaviour
Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3

Analysis of how culture, politics and power effect on behaviour of individuals and Teams.3
Process and Content theory of motivation..............................................................................8
Effective and Ineffective teams............................................................................................11
Concepts and Philosophies of organisation behaviour.........................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Organisation behaviour is mainly the study of attitude and behaviour of groups as well as
individuals. It is an interface that take place among individuals and team members working
within the organisation. The study of behaviour of employees help managers to easily identify
performance as well as effectiveness of staff members prevailing within the company. It involve
various factors such as leadership, job structure, communication, motivation & many more
(Aderibigbe, Nwokolo and Oluwole, 2019). The main motive of analysing behaviour is to
maintain a positive environment at workplace so that employees work with full zeal and attain
objectives in the given time period. In the present report, Apple is taken into consideration. It
was established in the year 1976 by Steve Jobs. Apple has more than 1000 stores globally that
shows company high market share and position as well. The company offer product like iPod,
iPhone, TV, watch, Macintosh and many more. The services provided by Apple are App store,
Mac, Apple card, iTunes and many more. The report cover the influence of power, culture,
motivation and politics on the attitude as well as behaviour of individuals. Along with this, there
is a discussion about content &process theories of motivation. Moreover, the discussion about
effective and non-effective teams along with team development theories is described. Later, the
philosophies & concepts of organisational behaviour is cover in the present report.
MAIN BODY
Analysis of how culture, power and politics effect on behaviour of individuals & Teams
One of the major objectives of study of behaviour of staff members is to gain knowledge
about efficiency and productivity of employees prevailing in the company. Along with this, it
also help higher authorities to satisfy employee needs which has a positive effect on sales and
profitability of the organisation. It also assist an entity to make staff members feel important and
valued at workplace that leads to increases in efficiency of organisation. Moreover, it enables an
organisation to engage staff members for longer period and save their cost of recruiting new
employee. The managers of Apple analyse that company is performing well but face high
competition in market. For this, its higher authorities identify the impact of politics, power and
culture on team and individual behaviour which are as follows:
Culture: It involve traditions, beliefs, values, opinions, norms of an individual that directly
impact on its behaviour. It is determined that culture plays an essential role at workplace and

effect both negatively and positively on the organisation. There are various types of culture
which is given below in context to chosen company:
Task culture: Herein, the overall task is divided among employees with an aim to
complete it on time frame. If it is talked about Apple, its managers can acquire this type of
culture at workplace which help them to divided project work properly and finish in on time
period. It will affect positively on the productivity and profitability of Apple.
Power culture: According to this culture, the authority of taking decision regarding
activities and implementation is in the hands of higher authorities or few members of the
company (Alblas, Wijsman and van Noort, 2019). They pit efforts and develop strategies in
order to manage as well as control activities associated with the project in an appropriate manner.
In relation to Apple, if power culture is adopted at workplace then it develop conflicts between
staff members and higher authorities. In addition to this, it bring down the confidence level of
staff members that has a negative influence on performance of company.
Role culture: As per this culture, the work is assigned by higher authorities to employees
according to their experience, skills, knowledge, qualification and many more. In relation to
Apple, acquisition of this type of culture within the organisation assist managers to enhance
productivity level of employees. In addition to this, employees take interest and work with full
zeal due to which company will be able to attain objectives within stipulate time frame.
Furthermore, role culture also help managers to retain employees for longer time period and
decline the turnover rate of the organisation in an effective manner.
Person culture: Herein, the mangers mainly focuses on behaviour, attitude and
characteristics of staff members working in the company. By the assistance of person culture, the
managers of Apple will be able to maintain positive environment in premises of company. It also
assist company to provide growth and development opportunities to employees which impact
positively on efficiency and profitability of Apple.
By analysing the different types of culture, it is stated that adoption of role culture is
beneficial as well as suitable for Apple as it help in raising efficiency of employees due to which
objectives can be attained within stipulated time frame.
Power: It is defined as the ability of an individual to give responsibility and duties to staff
members of the organisation. With reference to Apple, its managers have the authority to take

decision & delegate it to staff members of the organisation. There are different types of power
that is given below with relation to apple:
Reward power: It is defined as the power of power of giving rewards and recognition to
employees of their performance in the organisation. The mangers of Apple given rewards,
achievement and recognition to staff members after analysing their performance. It motivate
employees, which leads to raise in efficiency & profitability of the organisation.
Coercive power: In this type of power, the higher authorities possess employees to follow
all the guidelines and rules in a proper manner. They also have the right to punish staff members,
if instructions is not followed by employees (Balwant, 2018). This types of culture impact
negatively on the mind set of employees that directly impact on productivity of staff members in
a negative manner.
Referent power: The higher authorities adopt referent power with an aim to influence,
motivate and inspire employees in order to enhance productivity of the company. It help
managers of Apple to gain attain higher growth and earn higher profits as well.
Legitimate power: Herein, the higher authorities has the authority to take decisions
associated with the company. Legitimate power reduce creativity and productivity of staff
members of Apple as they did not have the opportunity to participate in decision making and
share their thoughts as well.

Expert power: According to this power, the authority of taking decision is in the hands of experts
belong to the specific field. It help Apple to enhance confidence level of workers and develop
positive mind set as they working as per the guidelines of an expert.
From the above discussion, it has been analysed that reward power is beneficial for Apple
as it assist in motivating employees which has a positive effect on productivity and profitability
of the organisation.

Politics: It is defined as an activity that arise when interaction or communication take place
between the two person working in the organisation. The politics arise in companies lead to
conflicts that impact on the overall performance of the organisation. There are two types of
politics that is negative and positive politics (Brankovic, 2018). Occurrence of negative politics
reduce confidence level of staff members that effect on the efficiency and objective of the
organisation in a negative manner. In addition to this, positive politics directly leads to rise in
productivity of employees due to which companies earn higher profits and gain success in
market. It is essential for higher authorities of Apple ensure that positive politics take place in the
organisation as it Assist Company to meet with their targets and attain objective within stipulated
time frame.
Hofstede's Cultural Dimension Theory:
This theory was proposed in the year 1980 by Geert Hofstede with an objective to gain
understanding about culture difference across the world. In addition to this, this theory is used by
managers in order to make difference between national cultures and to know its effect on
organisation setting objectives. This theory include six major dimension which are as follows:
Illustration 1: Types of organisational politics

Power - distance Index: It is defined as an extent to which inequality is accepted or
tolerated. The managers of Apple ensures that all the staff members must be fairly treated at the
workplace as it motivate them and also develop positive mind set towards organisation.
Individualism vs Collectivism: It is defined as a level to which perception of societies is
involves and create mutual relationship in a particular community. With reference to Apple, ot
allow employees and give freedom to them to implement activities or task accordingly as it
positively effect on their efficiency level.
Uncertainty Avoidance: This dimension is termed as level to which ambiguity and
uncertainties is acceptable or tolerated within the organisation. It is important for mangers of
Apple too make employees flexible and efficient so that they can deal with uncertainties and
cope up with them in an effective manner (Chou, 2019). The company provide development and
training session to staff members so that they can get knowledge about how to deal with
uncertainties that take place in future.
Femininity vs Masculinity: It is defined as the involvement of societies in equality,
achievements, sexuality and many more. In relation to Apple, it offer job opportunity to both
woman and man in order to bring equality in the organisation.
Short term vs Long term orientation: It is stated as rules ad obligations of societies which
is totally based on old traditions and customs as well. If it is talked about Apple, it make
alteration or changes in products as well as service according to the change in technology and
market trends as well.
Indulgence vs Restraint: It is defined as a freedom that is provided to people of societies
so that they can fulfil or satisfy their basic needs. The managers of Apple ensure that
requirements of all the staff members is fulfilled due to which they can work without any mental
depression and implement activities in a proper manner.
Process and Content theory of motivation
Motivation is defined as a capability of an individual to inspire, encourage or motivate
another person towards achievement of objectives or goals as well. The motivation is of two
types that is intrinsic motivation & extrinsic motivation. Intrinsic motivation is basically the
inner power or willingness of people to encourage itself. On the other hand, extrinsic motivation
is the inspiration that is develop by seeing other people and observing their learning behaviour.

Motivational Theories: There are different motivational theories which is adopted or used by an
entity in order to encourage employees to attain objectives within given time period. In addition
to this, motivational theories help companies to enhance their productivity level which has a
positive effect on profitability and market share of the organisation. The two types of
motivational theories are content theory and process theory. This theories is given below:
Content Theory – content theory is the theory which is attempt to survey the factors and
elements that motivate people to pursue after their desire and satisfy their needs. Content theory
is tended to be the earliest theory of motivation (Choi, 2018). Content theory have great impact
on management practices and policies. This theory also known as need theory because it is
generally associated with the view which concentrate on the needs of people. The Content theory
is mention below –
Maslow’s Need Hierarchy Theory – The theory was proposed by M.H. Maslow and it
state that fulfilment of one need arise another need. This theory include five levels in the
hierarchy are basic need, safety and security, social needs, ego need, self-actualization. These
needs progressed from basic need to the higher need that self actualization need.
Physiological needs –These are the basic need, which is require for the survival of
people. Apple take care of the basic physical needs of employees because it is important to the
survival & maintenance of an individual. These needs include air, water, clothing as well as
shelter.
Safety & Security Needs –It is determined that this need arise after the fulfilment of
basic need of an individual. Employees want that there job is to be secure, which make them feel
valued and important to be the part of an organisation. Apple provide job safety and security to
their employees which help in increasing the productivity and profitability.
Social Needs – It include family, sense of belongingness, friendship and many more. To
fulfil social needs of employees Apple, provide comfortable and satisfied working environment
or culture to employees.
Esteem Needs – This need takes inward & outward orientation and involve needs such as
independence, self-confidence, achievements, knowledge and success. Outward ego needs are
concern with prestige and status. Apple try to fulfil both the esteem needs of employees by
providing them various opportunities within the organization.

Self-Actualization Needs – It is consider as the last need that involve self-development,
creativity, innovativeness and many more. Manger of Apple encourage their employees to bring
out their innovative and creative skills for continuous self-development of employees.
Process Theory – It is the arrangement of ideas, which explain how an organization
change and develop. This theory focusses on the factors that bring change in the behaviour of
staff members. Process theory help in analysing the individual’s behaviour within the
organization. Managers of Apple adopt Adam’s equity theory with the motive to influence their
employee’s behaviour. Adams ‘equity theory is given below –
Adams’ Equity Theory –This theory is maily based on the two principles. The first
principle describe that there should be a balance between input and Output, which means the
employee get paid by company according to their performance and hard work as well. The
second principle state that each and every employee prevailing in the organisation should be
equally as well as fairly treated. So, Adams’ Equity Theory emphasis on treating employees
equally and fairly in order to motivate them. Apple maintain and manage good relationship with
their employees and also treat them equally and fairly. They pay fair remuneration to their
employees according to their efforts. Treating employees fairly and recognizing their efforts help
the company in achieving their goals and objectives.
Importance of Soft Skills for Teams and Managers
Soft skills are basically include habits, attitude and behaviour of higher authorities and
team members as well. In addition to this, it involve the ability of a manager to carry out
activities as well as operations in a smooth and proper manner. It is important for managers to
deal with the situations in an effective that has direct influence on productivity of an
organisation. It is determine that soft skills aid managers to maintain good relationship with the
employees that help in retaining staff members and save the cost of recruiting new candidate for
company. Moreover, it also help managers to motivate workers that leads to increase in
productivity and profitability of an organisation.
Effective and Ineffective teams
Basis Effective Team Ineffective Team
Interdependence In effective teams, the team
members have positive
The team members of
ineffective teams have lack of

perception regarding the
objectives that assist in
fulfilling goals in a proper
manner.
interdependence that directly
leads to non- achievement of
goals of company.
Goals Herein, each and every
member have clear mind set
regarding the activities they
need to perform in order to
meet targets.
The members have no clear
responsibilities and they are
not provide guidance regarding
implementation of activities
which impact negatively on the
overall objectives of company.
Communication In effective teams, there is two
way communication that is
between the team members
and leaders that assist in
executing task in a proper
manner. By the assistance of
this, no conflict and
misunderstanding is arise
among the group members of
the organisation.
In this type of teams, one way
communication take place due
to which conflict and problem
arise between team members
that has a negative effect on
the performance of team
prevailing in the company. In
addition to this, team members
is not willing to share their
thoughts to the leaders and
managers of company.
Decision-making procedures The team members of effective
team allows to participate in
the decision making process
that increase confidence and
productivity level of team
members.
Herein, all the decision is taken
by the higher authorities and
they did not allow any
interference of team members.
This bring down confidence
and creativity level of team
members.
Types of organisational Teams

Team is a group of people that is developed in order to complete the project or achieve
objectives within time period. There are various types of teams which is mentioned below:
Cross functional Team: In this type of team, individuals belong from different expertise is
come together in order to achieve common goal. If cross functional team is adopt by Apple, it is
easy for company to perform activities and meet with the targets.
Problem-solving Team: Herein, the team is develop by mangers in order to solve a
particular problem in an effective manner. This teams are temporary in nature as it get disbanded
after the problem is resolved.
Project Team: This team are developed for the particular project and its members share
their views and strategies to each other in order to finish project in a timely and proper manner.
Tuckman Team development model: Tuckman model was founded by Bruce Tuckman
in year of 1965. This model stresses on initial activities to the completion activities of project.
The managers of Apple used this model that assist in managing as well as controlling activities
associate with the objectives in a proper manner. This model involves five stages which is given
below:
Forming: It is determined that in this level, member of team do not have trust on member
of team as well as to work independently.
Storming: At this stage, relationship is developed between members of team but there are
elevated possibilities of occurring of grievances if perception of team members is not matched. It
is significant for leaders of Apple to ensure that opinion of group members is matched as it lead
to decline in level of conflicts.
Norming: In this level, all the members of team is getting ready to work as per the rules
and policies. The team members started contributing their ideas for accomplishing objectives in
given time frame.
Performing: Herein, Team member’s focuses on attaining objectives and work with
occupied prospective in order to meet the targets on time. It is essential for leaders of Apple to
keep on motivating team members as it leads to rise in productivity and profitability which in
turn help in achieving objectives timely and effectively.
Adjourning: Herein, the project is finished and all members of team are getting
disbanded. With reference to Apple, its higher authorities and leaders make sure that effectual