Organizational Behavior Report: Apple Inc. - Leadership & Motivation

This report provides an in-depth analysis of organizational behavior within Apple Inc., examining the influence of organizational culture, politics, and power on individual and team behavior. It explores various motivational theories, including content theories like ERG theory, and critiques their impact on employee conduct. The report also evaluates effective and ineffective team dynamics, along with relevant group theories, and discusses the application of organizational behavior concepts. Furthermore, it critiques team development theories and their effects on overall organizational behavior. The analysis covers various aspects of Apple's internal structure, leadership styles, and employee motivation strategies, offering insights into how these elements contribute to the company's success. The report concludes with recommendations for fostering a positive and productive work environment at Apple.

Organizational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Influence of organization culture, politics and power on individual and team behaviour.....3
M1 Critique of organisation components on team and individual behaviour ...........................6
TASK 2............................................................................................................................................7
P2 Process and content theories of Motivation...........................................................................7
M2 Critique on how behaviour is affected by motivational theories..........................................8
D1 Critique of overall relationship between power, politics , culture and motivation which
will enable a organisational success in justification of recommendations..................................9
TASK 3............................................................................................................................................9
P3 Effective & Ineffective teams................................................................................................9
M3 Analysis of relevant groups and teams in development of theories which will help in
dynamic cooperation.................................................................................................................11
TASK 4..........................................................................................................................................11
P4 Application of various concept of Organisational behaviour..............................................11
M4 Concepts of organisational behaviour which will help in affirmative way.......................13
D2 Critique of team development theories in OB which will impact organisational behaviour
...................................................................................................................................................13
CONCLUSION..............................................................................................................................15
REFERNCE...................................................................................................................................16

INTRODUCTION
Organisational behaviour can be defined as a interface which takes place between
individuals and organisation who are working there. This is a study which is focussing on
development of a positive environment at the workplace and will help in creation of growth
opportunities for individual and personnel development in a team(Testa, and Lee, 2018). This
report is based on the study of Apple is a multinational technology company which as its
headquarters present in California. Hardware products of this brand include IPOD, Home pad,
media player etc. this brand was founded by steve jobs in the year 1977. various parts included in
this report are influence of organisational politics on team and individual behaviour, various
theories of motivation, effective and ineffective teams and at last various concepts which have a
effect on organisation behaviour is studied.
TASK 1
P1 Influence of organization culture, politics and power on individual and team behaviour
Organisational behaviour is defined as a procedure which aims at gaining comprehension
of various characteristic of human behaviour with a motive of making strategies so that
employees can be motivated(Peralta, and et. al., 2018). The human resource department will play
a very important role in maintaining healthy relation between employee and employer. There are
some element with concern to Apple are discussed below:
Culture
This can be regarded as the basic ideology & values which can be used by enterprises. It
is the most important role of Human resource department in formation of a working culture
which will support and help in the welfare of employees. With this regard, one of the models
which can be used is Handy's typology. There are four cultures which is present in enterprise and
can be analysed with respect to Apple as discussed below:
Role culture: This function is related to the functional structure. This mainly implies that the
major power in assignment of duties by the manager according to the competence and skills of
their personnel. In Apple, this culture can be executed by Apple which can lead to increasing the
performance level of their employees as individuals and team. This will help in having a
significant contribution for team and individual which will help in development of organisation.

Task culture: This is a form of culture which is related to the formation of groups which can be
used for establishment of harmony in the organisation. If task culture can be adopted in in Apple
then it will help in enhancement of team and individual behaviour which will help in creation of
healthy relations amongst employees. This will help in encouragement of their workforce for
attainment of corporate goals in the specified time frame. In case of Apple this culture will help
in increasing the output of employees for long term growth of the company.
Person culture: This can be regarded as a culture which is having a negative impact as in this the
focus is on individuals instead of team or the organisation. If this culture will be adopted by
Apple than this will help in development of individuals as per the requirements in the
organisation. This culture may have a negative impact on the motivation level of employees as
teams as individuals may consider themselves superior in comparison with the group which may
create negativity. Teams operating in this culture may not be able to achieve their objectives in
time.
Power culture: This is that type of culture which can be seen in a enterprise where power is
devised with few individuals. The execution of this culture in Apple can have a negative impact
on the behaviour of individuals and team which may impact their innovative and creative
thinking. This negativity will be prevailing between employees as power culture leads to
decrease in the output of groups and individuals(Odor , 201).
From the above discussion it is concluded that Role culture can be seen as the most suitable for
Apple to motivate their personnel as individuals and teams so that their performance can be
increased.
Politics: This can be depicted as a process in which human interaction takes place by usage of
power. It can be both positive and negative. The positive politics is related to the way employees
telecommute, take leaves, work in rotational shifts etc. negative politics takes place when there is
stereotype and biased behaviour towards some special individuals. In Apple, positive politics
will lead to increase in output which is being delivered by the personnels as individuals and
teams. It will lead to encouragement for welfare of company. Negative politics, always spread
negativity in the organisations. This happens because of core elements which are related to

employment relations, trust us not present in such cases which leads to reduced performance
quality of employees.
In case of Apple it will help in fostering development of relations which are healthy for
employees in delivering their output.
Power: This can be defined as authority which is possessed by individuals who belong to top
management . According to French & Raven, there are basically five types of powers which can
be exercised by leaders in the diverse situations in organisations. These are discussed below in
context of Apple:
Reward power:This power is witnessed by the usage of authority by a leader and then
recognizing the most deserving employee in the organisation. If this power is exercised in Apple,
it will help in development of a positive impact on employee behaviour and this will help in
having best outcomes.
Coercive power:In this the force or threat is used by the leaders to influence individuals and then
teams to carry work. This power if exercised in Apple will lead to decrease in morality of
individuals. This also means the inability of individuals to complete a particular task(Natvig and
Stark, 2016).
Legitimate power: This is the form of authority which is possessed by the top management
people such as owner and the CEO. Execution of this power will imply that creativity of
employees is getting wasted and their views are not taken into account while the decisions are
made.
Referent power: This form of authority can be exercised by individuals who have the “X-factor”
and Certain features so as to get the attention of members in the company. This will lead to
increase in the productivity of the workforce of the company. It has a adverse impact on output
of the whole team as there is decrease in performance of individuals start focussing on getting
referent power then the attainment of goal.
Expert power: This authority is present in the hands of various individuals who have
specialisation in certain fields. This power is helpful in boosting up of performance and morale
of the team as they posses expert view which helps them in doing various tasks. It may have
negative impact also on the overall output of individuals. This may happen because of feeling of
insecurity which may be developed because of their inability to access powers possessed by a
expert leader.

It can be stated that Reward power is the most suitable power in case of Apple. This
power will help the company in motivating the individuals & teams with the help of non
monetary and monetary incentives.
Hofstede's Cultural Dimensions Theory
The following theory developed by Geert Hofstede in year 1980. According to the
theory, it is said that this theory will help in knowing various cultural differences across various
countries. There are various ways which business can use to deal with such cultural differences.
There are six categories which a re part of this theory as discussed below:
Power Distance Index: In this power index, there is high power which means there is
bureaucracy and respect for authority and rank(Maio, and et. al., 2019).
Individualism vs. Collectivism: In this there has to be attainment of goals. Individualism
focuses on attainment of individual goals and collectivism focus on completing organisations
objectives.
Uncertainty Avoidance Index: If the index is high then tolerance power can be low. Which is
related to risk taking, strict rules and the other situation is vice versa.
Masculinity vs. Femininity: In the index it can be considered that there is a tough situation,
which is having preference for society which is related to attitude, sexuality, achievement,
equality, behaviour.
Long-Term Orientation vs. Short-Term Orientation: In this long term focuses up on future
and there is delay in achieving short period objectives. Where as short term orientation is
focussing on short term success.
Indulgence vs. Restraint: There are two terms which is focussing on consideration towards
society towards the extent of society and to fulfil the desires.
M1 Critique of organisation components on team and individual behaviour
It can be said that when affirmative culture of role and task is applied then it may lead to sense of
motivation amongst team and individuals. Implementation of negative culture such as person and
power can have a adverse impact on the behaviour of employees as individuals and team. This is
observed with relation to politics which can lead to fostering of development of some healthy
relationship and avoidance of conflicts. The major three powers such as expert, reward and
referent will facilitate employees as individuals and groups. Coercive and legitimate power lead
to decrease in creativity and innovation skills of individuals.

TASK 2
P2 Process and content theories of Motivation
Motivation is a basic process which helps Companies in enhancing the overall
performance of their employees it is a very important tool which helps companies in having a
workforce with high level of motivation, as this plays a very effective role kin changing the
performance level of employees in a positive manner(Jansen and Samuel, 2014).
Motivational theories: These are defined as the theories which can be used for identifying the
needs of individuals which can help the organisation in motivating them. There are some factors
which can be considered to motivate employees. In Respect of Apple the company focuses on
applying the two very common theories of motivation to encourage their workforce. These are
explained below:
Content theory:
This theory takes into account the evolution of expectation of employees. With this regard, one
of motivational theories which can be used is ERG motivation theory. In respect of apple this is
discussed below:
ERG motivation theory:
This theory was developed by Clayton P. Alderfer, this deals with five basic needs which
are divided into three categories such as Existence, Relatedness and Growth. This is a theory
which considers the needs of individuals and then tries to fulfil them:
Existence needs: This consists of materialistic and physiological needs such as sir, food,
clothing, water etc. Apple can meet such needs by using motivational techniques which are
stipulating the incentives, conducting surveys related to employees level of satisfaction and
bonus criteria. When such needs are met then it will motivate the employees to work with
increased potential for accomplishing objectives and goals( Vasconcelos, Gouveia and Kimble,
2016).
Relatedness Needs: Such needs are related to social esteem and external needs together
with peers, colleagues and family. Such needs can be fulfilled by Apple with the help of
unofficial meetings such as parties, get together, some other events. This will help in giving
recognition to employees in front of the whole workforce of the company. This will lead to a
sense of competition amongst employees and accomplishment of objectives and goals.

Growth Needs: This constitute those needs which can have a influence on individuals so
that their personality can be enriched for the overall benefit of the organisation. Apple can also
fulfil such type of needs by conducting various training programmes which will help in growth
of professionalism in individuals with the passing of time. When such needs will be fulfilled it
will encourage employees to be creative and productive with the execution of objectives of the
company as a whole(Dawson, 2018).
Process theory:
This theory is emphasising on the overall process which can help organization to evolve
with the passing of time. Adam's Equity is the most widely used motivational theories which is
explained below:
Adam's Equity Theory:
This theory was proposed by John Stacy Adams, which has a major focus on two basic
principles. The first is related to establishment of equilibrium between output and input among
individuals. The second is that personnel must have a trust on the organisation that they are been
treating in a fair manner. Apple is a company which is also using this theory by providing its
employees wit various non monetary and monetary rewards which can be bonus, productivity,
paid leaves, certification courses, opportunities for individual development, working hours which
can be flexible when needed and many other such type of benefits. This helps in fostering the
best output of the employees. Such acts will also help the organisation in achieving their
objectives and goals in the stipulated time frame.
M2 Critique on how behaviour is affected by motivational theories
With the usage of various motivational theories such as Adam's theory and ERG
motivation, Apple will be able to influence the overall behaviour of individuals in a positive
manner, it is also been analysed that such behavioural characteristic will help in development of
the propensity of individuals in a positive manner(Cooke, 2018). Adams equity theory helps in
promoting equality between the individuals but this has a disadvantage that this theory says that
employees belonging to similar units must be paid similar kinds of wages but this should be with
accordance to the capability of individuals and bot the department to which one belongs.
Fulfilment of ERG needs may lead to enhancement of the motivation level of personnel but at

same time it may also lead to lower level of motivation in the staff who may have performed
better in future as all their needs have already been met and such needs can not motivate them
further.
D1 Critique of overall relationship between power, politics , culture and motivation which will
enable a organisational success in justification of recommendations
The application of positive culture such as Task and role culture & powers such as
reward, referent and expert, politics may facilitate the overall development in an effective and
affirmative atmosphere of working in which individuals will be encouraged for giving best
performance(Coccia and Cadario, 2014). In an instance, if the three elements turn be negative
this can have an adverse have an adverse impact on the working of enterprise, with this it is
recommended that Apple must ensure that power, politics and culture persisting in organisation
will have to be positive so that motivation level of employees does not gets affected.
TASK 3
P3 Effective & Ineffective teams
Team can be said as accumulation of various individuals for a purpose which is related to
attaining of some specific goals. In an organisation, teams are basically divided into two
categories which is effective and ineffective. Effective teams are those which consists of a set of
employees who are having clear guidance and direction with regards to what work has to be
done. Apple ensures that effective teams are developed so that various functions can be executed
in an effective manner(Christina and et. al., 2014).
Basis Effective Team Ineffective team
Decision making All the members must get
equal opportunities so that
they are bale to give their
views, options so that
stipulation of decisions. With
this organisations will be able
to have development and
growth.
In ineffective team, team
members are not indulged in
the process of decision making
which leads to issues between
the members and has adverse
effect on the performance.

Goals Goals have to be clearly
stipulated so that it is clear for
the members so that objectives
can be achieved in a given
time frame.
Goals are not stated in a
specific way which can create
confusion between individuals
and they cannot attain within
the time frame.
Team Dynamics
According to Lencioni's theory, there are basic five key elements which are very
important for the organisation to consider for development of cohesive and effective teams. Such
elements are stated below:
 Trust: The members of organisation should have trust so that task can be executed in a
effective manner.
 Healthy Conflict: All the group members must participate in solving of there are serious
conflicts and if there are healthy conflicts then it can be determined so as to complete a
task.
 Commitment: All the individuals which belong to a group must be committed so that
goals can be achieved within a stipulated period of time.
 Accountability: This element relates with having a clear accountability of each member
to deliver best outputs for achievement of predetermined goals. Result focussed: The major aim of team is to focus on realisation of results which are
stipulated in the beginning of the work(Burrell. and Morgan, , 2017).
Types of teams
There are some different types of teams which have been developed according to the task
requirements and organisational requirements. Such types of teams are explained below:
Project team: Such teams are developed with a motive of completion of a project in a effective
manner. Apple is a multinational brand which is coming up with some projects at particular time
intervals and this will help the team in execution of work at various different stages.
Functional team: This group consists of various individuals who belong to diverse business
functions. The team development in Apple will help in utilisation of skills and knowledge which

pertains to various functional backgrounds while important decisions are related to mergers &
acquisition or addressing any potential threats.
Virtual team: This means integration of personnels who belong to various diverse locations
while utilising technologies for overall welfare of company. This creation will help Apple in
attainment of growth for long term by usage of knowledge by various individuals.
M3 Analysis of relevant groups and teams in development of theories which will help in
dynamic cooperation
Tuckman Team Development Theory can be used by Apple for developing a dynamic
cooperation in the individuals. In Apple there is continuous development of new products takes
place with time. For every new product a project team is developed so that each project is carried
on with perfection and effectiveness. Various stages are defined below:
Forming: In the first stage, individuals select a team and they are clubbed together and are
introduced by the team leader in Apple. The leader makes the members aware of various goals
which keep them working in a particular direction.
Storming: At this stage, the interface of team members starts at the place where the overall
motive is getting comprehensibility in strengths and weakness. In this individuals work on a new
product launch of Apple, various duties are allotted and coordination is there so that all activities
are facilitated.
Norming: Here the productivity conflicts take place between members which can help teams in
collectively deciding the best way to launch a product of Apple in the market(Bharathy, , 2018).
Performing: In this phase the team is developed to witness execution of performance of members
for achievement of goals which is associated with the launching of new product of Apple.
Adjourning: In this disbursement of project takes place. The objectives have been achieved
which were laid down for the project in the initial stages and all the team members move towards
their actual place in the organisation.
TASK 4
P4 Application of various concept of Organisational behaviour
Classification of Path Goal Theory

It is the theory which mainly consist of 3 main elements which are going to be discussed
as follows:
Employee Characteristics: In this context, leader takes consideration of the behavioural
characteristics of staff members in order to encourage them using effective strategies. In the
present context of Apple it is said that employees feel some negativity as there is the use of
legitimate power.
Task & Environment Characteristics: It has been said that leader in the organization
create positive and suitable task as well as environment for the employees according to the
requirements. In the context of Apple, there is negative environment which might create conflicts
among the workplace.
Leadership Behaviour: In this context, it is required by the leader to adopt best and most
suitable leadership style which assist in performing business functions in smooth and effective
manner (Bester, Stander and Van Zyl, 2015). According to the current environment of Apple,
leaders decide to use Participative style which will assist in performing business functions
effectively and take better decisions. Along with this, it will help in encouraging employees so
that they can perform their task effectively. Apart from all the benefits there is one negative point
which is associated with this style is that decision making become time consuming. Along with
this there are both positive as well as negative impact of this style on the performance of
business and individual.
Philosophies of OB
Autocratic and contingency are considered as the philosophies of organisational
behaviour. All these philosophies assists in enhancing the performance of organization. In the
present context of Apple, in order to deal with negative working atmosphere along with
ineffective communication, management team decides to adopt Contingency philosophy
(Burrell. and Morgan, , 2017).
Leadership Theory related to OB
System leadership theory
It is very essential for a leader to provide effective working environment to each and
every level of individuals so that they will be able to work according to their capabilities and
potential. In the present context of Apple, it has been analysed that it is one of the most and best
suitable theory of leadership and resolved issues faced by employees. This theory assist leaders

in order to predict staff members and their behaviours within the workplace. Apart from this, it
will assist them in order to create better system in the organization so that they will be able to
produce outcomes. Therefore as a result employees feel satisfied and doesn’t leave their job as
there is better working environment in the organization. Hence it will assist in reducing staff
turnover ratio from the business entity.
M4 Concepts of organisational behaviour which will help in affirmative way
The concepts related to OB includes Path Goal theory which is consisting of
characteristics of employees, environment features and styles of leadership. Based on this the firs
two elements are analysed, the present business situation is ascertained and then a particular
leadership style is selected. In some cases if a particular style of leadership is adopted by
organisation and which is not appropriate then it may have negative effect on the overall
functions.
D2 Critique of team development theories in OB which will impact organisational behaviour
Tuckman development theory has five stages in which roles are allotted based on the
skills and the present business situation(Bester, Stander and Van Zyl, 2015). The overall
importance has a impact on the organisational behaviour and various philosophies at same time.
In case of Team development theory is very helpful in ascertaining the characteristics of
employees and various situations in business with the competencies & capabilities. If all the
aspects, are positive then this will help leaders in creating a environment and employee
behaviour which is perfect for a most appropriate approach that is democratic approach. This
approach helps in ensuring that the overall benefit of organisation with various stakeholders
which are associated with it.

CONCLUSION
From the above report, it is concluded that all organisation have a particular form of
behaviour which is affects the overall growth of the business. There are by various factors which
affects the behaviour of employee towards achievement of overall objectives and goals which are
decide by the organisation. Managers have to analyse all the aspects of organisation and
according to the expectations of their staff members various leadership styles have been
developed which help in smooth running if functions of the organisation. There are many
different concepts & philosophies which are being developed in relation with the organisational
behaviour. Such as path goal theory which helps in determination of overall behaviour of the
organisation. Leading and managing people are the most basic and most important concepts
which has a influence on the overall organisational behaviour. at last the relevance of various
team development theories and their importance ta workplace is analysed. Such theories are very
helpful in increasing the motivation level of employees and enhancing their performance level at
the workplace.

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