The Effect of Culture on Apple Staff Retention in Singapore

This report presents a qualitative study examining the impact of organizational culture on staff retention within Apple Inc.'s retail operations in Singapore. The research investigates how Apple's organizational culture, including aspects like creativity, innovation, and secrecy, affects employee satisfaction and turnover. The report includes an introduction to the problem, background information on Apple Inc., the research aim, and a literature review of relevant concepts. The methodology section details the use of primary and secondary research, including interviews with Apple employees. The data analysis and findings section presents the insights gathered from the interviews, revealing how organizational culture influences employee perceptions and retention. The conclusion summarizes the key findings and offers recommendations for improving staff retention. The report emphasizes the importance of organizational culture in creating a positive work environment and aligning employee and organizational goals, which is crucial for staff retention.

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Contents
Research Title.............................................................................................................................2
Introduction................................................................................................................................2
Background................................................................................................................................2
Research Aim.............................................................................................................................3
Literature Review.......................................................................................................................3
Research Methodology...............................................................................................................6
Primary Research.......................................................................................................................7
Data Analysis and Findings.......................................................................................................8
Conclusion................................................................................................................................10
References................................................................................................................................11

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Research Title
A qualitative study on the effect of organizational culture on staff retention in the retail
industry in Singapore
Introduction
The purpose of this paper is to enlighten the reader with the information about the details
about the impact of organizational culture on the organization Apple Inc. present in
Singapore. The paper evaluate the details about effect of culture on the organization and the
ways in which it affects the staff retention facilities as well. Every organization has
differential culture than other organization that affects the interest of the employees in either
positive or negative ways. The paper makes use of only qualitative research to evaluate the
impact of culture on the organization. Further, through the research, problems of the company
Apple was analyzed and the ways the company should make the culture more positive and
effective (Driskill 2018).
Background
The organizational culture is one of the most important aspect for the business that helps the
employees to attain comfortable surroundings so that they could pertain in the organizational
environment. Organizational culture refers to the space in which employees work in the
business. Ineffective organizational culture could lead to major impact on the employees
because they are directly linked with that culture. In the purpose of managing the problem of
staff retention in the organization, organizational culture plays lead role in makes changes in
that rate of staff retention in the business (Arditi, Nayak, and Damci 2017).
The company Apple Inc. is an American multinational technology company that is
headquartered in California. The organization works in providing consumer electronic,

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software and online services in the worldwide environment. iPhone, iPad and Mac are some
of the products sold by the organization in the worldwide environment. The company was
found in the year 1976 by Steve Jobs, Ronald Wayne and Steve Wozniak. Key parties
involved in the given scenario are the employees of the company and the top management
implementing strategies to retain the interest of employees in the business. Being a large
scale organization, it is important for the company Apple to secure the culture of the business
so as to secure the interest of employees in the organization as well (Pathiranage 2019).
There are few aspects in the business culture that are demanded by every employee so as to
sustain comfortably in the organization like stability, unity, good communication and career
development as well. Culture of an organization is invisible but if used wisely then the
business could make it one of biggest advantage or resource. Staff retention is one of the
biggest issues faced by companies that they are facing, thus, if the organization would work
on their culture then then would be able to manage the reducing rate of staff retention in the
business (Zhang 2017).
Research Aim
The aim of this research is to analyze the impact of organizational culture on the staff
retention facility of the organization Apple Inc. The paper also elaborates the importance of
organizational culture for every organization and ways in which it affects the satisfaction of
the employees from the business.
Literature Review
The culture of the company defines the growth of the business and without positive culture;
the organization would not be able to achieve assumed success in the environment. Culture
also affects the performance of the organization in varied ways. As the culture of the

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company is the biggest motivating factor for any organization, therefore, it is important for
the organizations to implement the culture that provides a positive culture to the employees
where they can work effectively (González-Rodríguez, et. al., 2019).
Even if there is negative culture outside the business premises, if the organization holds
effective internal positive culture then they would successfully achieve the desired objectives
in the environment. A good organizational culture provide suitable place to the employees
where they can work while managing personal as well as professional life as well. Good
organizational culture provide unity to the employees and initiate effective communication
between top level and lower level management so that the employees could get motivated and
work for the growth of the company. In a real world scenario, the external environment keeps
on changing but it is crucial for the business stabilize the internal environment facilities
because the employees cannot work with extreme level of changes in the business
environment (Cohen, and Ehrlich 2019).
Further, relating the case of organizational culture with staff retention, it should be noted that
organizational culture provides opportunity to the employees to work effectively working
facing boundaries in the environment. Therefore, in such environment, the employees shine
bright and work using better approach so as to make the organization and initiate personal
growth as well. However, with time, when the employees see that the company is not taking
care of their interest and not providing them opportunity even if they work hard, then the
employees start leaving the company in search of better job opportunities that could provide
career growth and development opportunities to them (Gordon 2017).
In the given case of Apple Inc., it should be noted that the organizational culture of the
company is extremely that helps them to work freely by making use of differential techniques
and provide growth to the company. Resulting in which, to some extent, the company became

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successful in aligning the interest of employees with the organizational goal. Further,
employee retention refers to the facility of retaining the existing employees in the
organizational environment so that they work successfully for the growth and profitability of
their organization (Dhir 2019). If the organization loses an employee after giving them 2
years of experience, then it means that the company is losing a resource to its competitor in
the environment. Low rate of employee retention in the business means that internal
environment of the organization is poor due to which they are unable to attract the employees
for a longer period of time (Chatman, and O’Reilly 2016).
Coming up to the given case of Apple Inc. in Singapore, it should be noted that the company
has few characteristics that clearly define the culture of the business; these characteristics are
creativity, top-notch excellence, innovation, secrecy and moderate combativeness. Thus, it
can be said that the environment of Apple is beneficial for the employees to sustain. But the
problem of secrecy in the business leads to several other issues that dissatisfies the
employees. Secrecy of the futuristic plans and objectives of the company from middle and
lower level employees makes the employees lost (Arocha 2017).
As do not get any direction to lead in the business, due to which their hard work is molded in
other direction due to which neither the organization nor the employees get benefits of it.
Every employees could provide benefits to the organization only if they can relate the
professional objectives of the company with their personal objectives. If these aspects
retaliate with each other, then the employee will never work for the growth of the business. It
is appropriate that the company Apple make use of innovation and creativity in the business,
at the same time, it is crucial for the organization to implement standardization technique to
some extent so that the employees do not face difficulty in implementing every day action
(King, and Tang 2018).

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Also, it is important for the organization to form a strategic method to let the employees
express their beliefs to the top level management directly without the interference of any
party. The employees also feel that Apple Inc. in Singapore perform large scale actions, thus
they would not get appropriate position in the business as there is high degree of competition
in internal as well as external environment. There are many people thriving to attain best
position in Apple, this aspect increases the anxiety of the employees due to which, the
employees start to leave the organization as soon as they get better opportunity in the
business environment (Nikpour 2017).
It should be noted that it is a perk for Apple that they have several resources to entertain the
interest of customers, but it is important for the organization to use these appropriately for the
purpose to satisfy the employees first, then only the customers would get satisfied in the
environment (Iqbal, Guohao, and Akhtar 2017).
Research Methodology
The paper makes use of primary as well as secondary sources of information to highlight the
details about the company and concepts in the given paper. Primary sources of information
refers sources that are directly processed by the researcher itself by using methods like
survey, questionnaire, interview and focus groups as well. Such information is produced by
the researcher itself and is used initially by the researcher only. Further, secondary sources of
information involves the authentic resources that are organized by other researchers and
presented for use worldwide. These resources include books, journal articles, authentic
websites etc. Also, it should be noted that qualitative research in conducted in the paper
which means that several concepts and theories are used in the paper to evaluate details for
the analysis (Wiek, and Lang 2016).

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Lastly, information of other researchers is adequately used and cited in the paper. The
information is not copied from any sources and no plagiarism content is presented in the
paper. Qualitative data analysis process is used in the paper to collect relevant information
and evaluate it in response to the paper. Thematic analysis was conducted to construct the
paper. Lastly, limitation of the research paper is the access to respondents, as evaluation of
interest of one employee and 10 questions could not give the crux of experience of every
employee (Fletcher 2017).
Primary Research
Below mentioned is the elaboration of questions that were asked from the employees working
in Apple Inc. Singapore so as to analyze the details about the organizational culture of the
company and its impact on the employees:
Interview 1
1. What is your position in Apple Inc.?
2. From how many years you are working with the company.
3. Do you like working in Apple?
4. Is the culture of the Apple positive? How does the values promote welfare of
employees?
5. Explain one positive and negative feature of working in Apple?
Interview 2
1. What are your future plans?
2. What changes you want to make in Apple?
3. Do you believe that the company is taking care of its employees?
4. How does the organization respond to your queries and dissatisfaction?

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5. Do you think you could do better outside Apple Inc.?
Data Analysis and Findings
The employee selected for the analysis of interview is the supervisor of the manufacturing
department of the company in Singapore. Two interviews are conducted in the environment
so as to analyze the behavior of the employees while working in the organization how
organizational culture affect his level of satisfaction. It should be noted that supervisor is a
position is not a top level neither lower level position which means the employee is present at
middle level where he communicate with both the level of the company (Madueke, and
Emerole 2017).
He has been working with the company from past 4 years and started off as a lower level
employee at Apple in Singapore. The participant stated that yes he likes working in Apple
because the company provides them several benefits that satisfies them and helps in attain
better and sustainable living as well.
The participant stated that the culture of Apple is positive as the top level management of the
company helps the employees when they face difficulty or are in need due to which their
contribution towards the business rises. Furthermore, he also stated that the culture of the
organization is beneficial to employees to some extent as with changing time; the lower level
employees have started raising more issues which the company is unable to satisfy. Being
present on the middle level, the participant accurately understand the pressure of top level
management and dissatisfaction of lower level employees as well (MOORE 2017). The
values of the company in Singapore promotes diversity and recognition of employees due to
which the employees work hard to attain personal growth along with organizational
objectives.

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Further, one positive feature of the culture of the company is that the business is flexible and
provides the opportunity to employees to work freely in the workplace environment.
However, disadvantage in the culture is lack of communication as the top level management
does not prefer communicating with lower level employees. They even implement secrecy as
well. Seeking future plans, the participant stated that he wants to work with the company in
long run but with current culture, he might shift to other organization after appraisal. He said
that the company could do better and he could do better while working in the company but
they need to change the culture (Taylor 2018).
Thus, it should be noted that the research appropriately helped in finding out details about the
environment of the company Apple Inc. It should be noted that the company need to change
their current strategies if they want to sustain for long run in Singapore. The company is
facing difficulty in the understanding behavior of employee; even they do not resolve the
queries of the employees appropriately due to which they have started getting dissatisfied in
the environment. It is important to rectify the culture so that the lower level employees do not
feel discriminated in the environment (Warrick 2017).
Also, the top level management need to initiate appropriate communication with all the
employees in the company and tell them their future plans and seek responses as well. In this
way, the employees would be able to align their personal growth objectives with the
objectives of the company. This would subsequently help the company in retaining the
employees in the workplace environment. While implementing retention strategies, the
organization should always think of satisfying the employees irrespective of what changes
they are implementing in the business. If the employees get satisfied with the minimal
changes then the business does not need to make bigger changes for their satisfaction.

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Thus, it should be noted that in the given case of Apple, the company already has gained the
trust of employees because of their reputation, only problem is that they are unable to
implement effective communication due to which the queries of lower level are left unheard
and unsolved as well (Isac, and Remes 2018). Implementation of communication along with
open door policy would eliminate the staff rendition problem by strengthening the culture and
making it more positive.
Conclusion
Thus, in the limelight of above mentioned event, the fact should be noted that the paper
highlighted the details about the concept of organizational culture and its impact of staff
retention. The case of Apple Inc. in Singapore is discussed in the paper so as to guide the
problems present in the culture of the company and the behavior of employees towards the
organization. The interview explained the impression of the employees towards the
organizational culture. Thus, it should be noted that the paper highlighted the defects in the
culture of Apple and how the company should change it effectively for better growth and
satisfaction from stakeholders.

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References
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Arocha, J.B., 2017. Getting to the Core: A Case Study on the Company Culture of Apple Inc.
Chatman, J.A. and O’Reilly, C.A., 2016. Paradigm lost: Reinvigorating the study of
organizational culture. Research in Organizational Behavior, 36, pp.199-224.
Cohen, A. and Ehrlich, S., 2019. Exchange variables, organizational culture and their
relationship with constructive deviance. Management Research Review.
Dhir, S., 2019. The changing nature of work, leadership, and organizational culture in future
ready organizations. Corporate culture, Management, Leadership, Job redesign,
Organizational Behavior, Innovation, Change Management, Human Resources, VUCA.
Driskill, G.W., 2018. Organizational culture in action: A cultural analysis workbook. UK:
Routledge.
Fletcher, A.J., 2017. Applying critical realism in qualitative research: methodology meets
method. International journal of social research methodology, 20(2), pp.181-194.
González-Rodríguez, M.R., Martín-Samper, R.C., Köseoglu, M.A. and Okumus, F., 2019.
Hotels’ corporate social responsibility practices, organizational culture, firm reputation, and
performance. Journal of Sustainable Tourism, 27(3), pp.398-419.
Gordon, G., 2017. Guiding Organizational Culture. In Leadership through Trust (pp. 53-62).
Palgrave Macmillan, Cham.