Leadership And Organisational Behaviour Issues Commerce Essay Example

crucial role in the success of Apple due to his mastermind activities. Without his unique approach, Apple may not have achieved the remarkable success it experienced. In addition to his confident demeanor, Jobs possessed several qualities of great executive leaders, including vision, willingness to take risks, emotional stability, openness to different perspectives, and a strong focus on goals. He was committed, passionate, and maintained a positive attitude. Jobs not only pursued his own vision but also ensured that everyone in the company embraced it, creating a higher purpose that truly excited the employees.

His merchandise and passion for his class were well-known within Apple. He built trust with company members not just as a founder, but also through his sales and product design skills.

Leadership and Organizational Behavior issues

In order to understand the key aspect of the related case study on Organizational Behavior, I conducted extensive research on Apple Inc.'s policies and leadership strategies. The Balanced Scorecard Institute defines the balanced scorecard as a management and planning system used to align business activities with the organization's vision and strategy, improve communication (both internal and external), monitor organizational performance against strategic goals, and drive effective changes within most organizations.

APPLE INC. does not implement the scorecard for operational changes but uses it for long-term performance. It focuses on various categories of measurement in the following order:

• Financial Perspective - Stockholder Value
• Customer Perspective - Market share and customer satisfaction
• Internal Process Perspective - Core Competences
• The Innovation

and Improvement Perspective

The three broad Organizational Behavior aspects of Leadership, Motivation, and Change Management have been examined to determine whether Apple Inc. is following a good strategy, has any potential for improvement, or requires a complete change. Particularly, the focus is mainly on Apple Inc.

The study examines the leadership of Steve Jobs, CEO of Apple, and his ability to motivate and inspire employees. It is evident from the case study that Jobs played a crucial role in turning the company around during a crisis. His leadership style serves as an exemplary model for others, embodying visionary and transformational qualities. A clear demonstration of his influence occurred in 2008 when rumors about his illness caused a 2% decrease in Apple's stock value. Internal power struggles led to Jobs being forcibly removed from his position in 1985, resulting in a decade-long crisis for Apple. The company experienced losses amounting to $81,600,000 by 1996, which further escalated to $1 billion by 1997. Additionally, the stock price plummeted from $70 per share in 1991 to $14 per share at that time.

In the March 1997 issue of Fortune Magazine, Apple was labeled as the "Silicon Valley's idol of dysfunctional direction" (Woods, 1997). Nevertheless, with Steve Jobs assuming the role of CEO, a transformation began. Currently surpassing rivals such as HP, Dell, and Microsoft, Apple ranks 6th among reputable companies. Despite his accomplishments, Steve has consistently encountered criticism.

Known as an iconic figure in the business world, Steve Jobs was not only a mastermind behind Apple products but also a role model for entrepreneurs. His leadership style encompassed personal charm, motivation, stimulation, and individual attention. While he possessed all these

qualities, the only aspect he lacked was consideration for others. Despite this flaw, Jobs displayed unmatched determination and led a revolution in the world of computing. His illustriousness can be seen not only in his own achievements but also in the growth and influence of Apple, which continues to shape the digital landscape of society today.

During the years 1985 to 1997, Steve Jobs successfully transformed 'Pixar' into a prosperous venture. However, a notable shortcoming of Steve Jobs was his affinity for secrecy. Apple, while trustworthy in its operations, never discussed its upcoming products. They always focused on their accomplishments, and this behavior greatly impacted Apple Inc.

According to William C. Taylor (Harvard Business Review, 2009), Steve Jobs is a charismatic leader with exceptional public speaking abilities and the talent to mesmerize both his audience and employees. However, his hierarchical management style may not be effective in dealing with his staff. Although Jobs' magnetic charm inspired enthusiasm among his employees and convinced customers to buy Apple's products, he was also known for being indirect, rude, and unethical. His lack of respect for individuals created fear among his employees, suggesting a certain degree of disregard for their well-being despite his pursuit of perfection.

Despite not being easy on them, he improved his employees. A survey conducted in 2008 indicated that employees were not highly satisfied with their bonuses and compensation, but they expressed great enthusiasm towards the company's products and policies. Steve Jobs exhibited exceptional magnetic qualities, enabling Apple to outperform its competitors in the business market. However, it remains uncertain whether Jobs was more of a magnetic leader or a personalized leader, as his individual consideration did not

always align with his magnetic leadership style.

Motivation

The psychological process referred to as motivation involves intent and behavior. An administration can derive benefits if its employees are motivated and productive, although motivation is a complex and constantly changing task. In 2010, Glassdoor data clearly showed that Apple's employees respected and were motivated by their supervisors. By comparing Apple's past and present, it is evident that Jobs was exceptional at obtaining commitment from his employees, which demonstrated Apple's motivated workforce.

When it comes to employee motivation, it is crucial for them to have a clear understanding of expectations without explicit instructions. This can be achieved through initial training, as stated by Steve Jobs in 1989. Maslow's hierarchy of needs (1943) classifies needs into different levels, with the most basic ones being fulfilled last.

• Self-Actualization: Performing at one's best in work.
• Esteem Needs: Having self-respect and receiving respect from others.
• Belonging: Feeling accepted and being part of a team or community.
• Safety Needs: Ensuring physical and psychological security.
• Physiological Needs: Meeting hunger, thirst, rest, among others.

In my perspective, Apple company lacks motivation for employees in 'Esteem', 'Belonging', and 'Self-Actualization' needs. The company does not prioritize motivating employees as they are unaware of future prospects within the organization. Moreover, there are limitations on employees' departmental mobility due to mandatory electronic badge monitoring.

Jobs kept the package and hardware sections separate and in different buildings. Steve Jobs, known for his pursuit of perfection, was a notorious manager who preferred to use his authority rather than motivate. This approach clearly does not follow Maslow's hierarchy of needs. Steve Jobs was demanding and expected people to listen to him. While innovation is part of employee engagement, this theory raised

doubts about Apple's innovation process. It certainly disagrees with Maslow's 'Self-Actualization Stage' of the hierarchy.

Roderick Kramer wrote an article in 2006 for Harvard Business Review emphasizing the significance of a specific kind of strength in effectively handling challenging issues. It is crucial to acknowledge that although Steve Jobs, the former CEO of Apple Inc, was able to attain outstanding outcomes by utilizing his own distinct approach, this does not imply that his methods are universally applicable. The focus should not be solely on Steve Jobs himself, but rather on Apple Inc as a whole. According to an insider, Jobs had high expectations for his employees and frequently demonstrated the accuracy of his decisions.

His perspective was overwhelming and he lacked control, behaving like a dictator in his workplace. However, if employees were not completely satisfied, things will not continue to function the same way in the future.

Change Management

The growth and success of an organization rely on Change Management, which consists of theories, values, and strategies based on behavioral science. It is a challenging task. In 2010, W Pasmore stated that many leaders struggle to implement necessary and significant changes to lead their organizations effectively.

Apple, like other major companies, excels in various areas. Not only does Apple Inc. constantly introduce new and innovative technology, but their financial performance is widely recognized worldwide. One of the reasons for Steve Jobs' success in leading change is his understanding and anticipation of customer needs. Change management is a valuable tool for organizations to transition from one level to the next by prioritizing employees as a focus group.

Steve does not trust in focus groups; instead,

he believes that clients themselves do not know their own needs. He has a strong intuition and can anticipate his clients' desires without asking them. He considers his own employees as his focus group and makes decisions without involving clients. By prioritizing his employees, they feel included in the decision-making process, leading to increased loyalty. The success of products like iPod, iPhone, and iTunes is evidence of his expertise in understanding customer needs.

Each person has their own way of thinking and has different perspectives and determination in life. Thus, it is not possible to obtain full support from all employees. Instead, to embrace and adapt to change, they must be sufficiently motivated and inspired. Jobs selects team members based on their level of excellence. He believes that exceptional designers, engineers, and managers are not just slightly better than the average ones by 10 or 20%, but 10 times better. He believes that exceptional products result from their contributions.

Steve's leadership has successfully instilled the administration's belief in eradicating fear of change among its distribution and channel partners. The launch of iTunes initially raised concerns about its potential impact on the music industry. However, thanks to Steve's charismatic ability to alleviate apprehension regarding change, iTunes was able to revolutionize the industry and achieve a 100% contribution. During the release of the iPod, Apple also encountered challenges in managing changes within its distribution strategy. To tackle this issue, they established strong partnerships with prominent retailers like Wal-Mart and Target.

Before entering the consumer electronics industry, iTunes revolutionized the management of digital music distribution. This innovative approach helped Apple overcome the obstacles associated with changing distribution strategies.

Literature Evaluation

Most business executives

aspire to achieve the level of success attained by Steve Jobs before his death in October 2011. He is widely recognized as a visionary icon and an extraordinary figure of his time.

Steve Jobs was a dynamic and controversial leader known for his invention capabilities. Over time, his leadership qualities became clear as he followed in the footsteps of other notable leaders. Walter Isaacson, a renowned author, sheds light on Jobs' leadership through his comprehensive biography. For five years, Jobs pursued Isaacson, who was the former CEO of CNN and managing editor of Time, showing his commitment to the project. Jobs even gave Isaacson complete freedom, a rare occurrence, stating, "It's your book. I won't even read it." Undoubtedly, Jobs was a defiant and ambitious leader who made significant contributions to society through Apple Inc., including innovation, commercialization, and various services.

Steve Jobs had a significant impact on various industries including computer science, publication, films, music, and mobile phones. His leadership style was complex, bold, dedicated, and captivating. This approach successfully persuaded both clients and employees to embrace his vision. Despite being hailed as one of history's greatest executives, he often faced criticism for his dictatorial behavior which stood in stark contrast to the popular "servant leader" model that emerged in the 1990s - a model emphasizing compassion and guidance. Nevertheless, Jobs left a lasting influence on influential cultures not only at Apple Inc., but also at NeXT and Pixar.

He established a space for driven individuals to produce exceptional products. His leadership style was both intriguing and perplexing. Personally and professionally, he experienced frequent changes in his feelings towards others. With his remarkable talent, he formed an

exceptional and skilled team, yet he failed to recognize the potential contributions of many individuals. In his pursuit of collaboration, he constantly pushed the boundaries of what was deemed achievable.

Some individuals successfully maintain their pride while facing this challenge, while many others become defeated. This loss of motivation and emotional impact affects both A participants and B participants. Furthermore, Steve Jobs' determination to achieve his purpose is often met with intolerance, disapproval, and unfriendliness in the world. However, in a way, Steve's perspective offers an inspiring vision of what can be accomplished.

Despite being away from Apple Inc. for 10 years, Steve Jobs's fostered cultures were still evident in the company. However, his criticism, unfriendliness, and arrogance were highly alienating and damaged his credibility. He often dismissed hopeful feelings or determinations as insignificant. Apple Inc.'s approach in the past decade seemed to be detrimental to the company's success.

Due to Jobs' exceptional talent for anticipating and delivering innovative products and services, he achieved remarkable success. His unique ability to advocate for his customers in a way that few leaders had done before served as a remedy for his difficult personality. There are very few notable leaders who prioritize design details and other aspects of products as much as Jobs did. Regardless of cost efficiency, sales volume, or even profitability, Steve Jobs always assessed the appeal, functionality, and simplicity of products based on consumer demand. This attention to detail was a crucial aspect of his company, Apple Inc.

The text highlights Steve Jobs' strategic and selling abilities, as well as his admiration for entrepreneurial leaders like Walt Disney and Edwin Land. Jobs firmly believed in showing customers what they

want, as he believed they are not aware of their own needs. Although not infallible, Jobs had the remarkable ability to create products that consumers would buy and enjoy. He also possessed the confidence, courage, and drive to bring these products to life. According to Isaacson, Jobs' background as a blue-collar machinist and his adoptive father played a role in his ability to come up with inventive and unexpected ideas. Over time, Jobs became a better leader of people.

Although he never liked to acknowledge his own flaws, Isaacson in 2007 quotes a statement revealing a slightly negative, even hidden sense of an important defect. "Because Woz and I started the company based on making the whole banana, we weren't so good at partnering with people," he said of Apple's design doctrine. "I think if Apple could have had a little more of that in its DNA, it would have served it extremely well." Jobs would have benefited from more of that in his leadership DNA, too. Who knows - if he had had more time, he might have been able to close that gap completely.

Conclusion and recommendations

If considering Apple Inc.

The fiscal consequences indicate that things are going well for Apple Inc. However, a thorough analysis reveals that there are many loopholes within the company that require a new approach. Despite being idolized by millions, doubts arise about whether Steve Jobs can truly be considered a transformational leader or if he should be seen as an individualized leader due to his attitudes, arrogance, and behaviors. Those who believe that Apple's innovative products are a result of employee engagement and motivation are mistaken. An examination

of motivation levels using Maslow's Hierarchy of Needs reveals that the top three levels of needs are uncertain for Apple employees.

There is no doubt that Apple has excelled in the field of innovation. Whether it is training employees for innovation or managing changes in distribution strategy, Apple has successfully implemented changes within and outside the organization.

My recommendations to the company, specifically to Steve Jobs, are:

• It's no surprise that Apple is unmatched in its innovation.

However, improvements can be made if employees are given more freedom to express their ideas. Additionally, if Jobs can manage with positive motivation instead of control, it can greatly benefit employee loyalty and company success.

• Undoubtedly, Steve Jobs is a fantastic charismatic leader.

The analysis in the report clearly indicates that the charisma of Steve Jobs has single-handedly propelled the company to such heights. However, Apple needs to look beyond Steve Jobs.

The company needs to focus more on its future, and it is important that other members of the administration also start thinking and reduce their dependence on one person. According to a University of Iowa study, it can be said that no colleague or co-worker would be supportive or friendly with an abusive or critical boss like Steve Jobs. They will tolerate the boss's behavior as long as he is productive. Currently, executives all over North America either quote Steve Jobs, but they warn others by saying "Steve Jobs wouldn't do that."

One thing is certain: promoting the next generation of leaders to imitate Steve Jobs' leadership style will

cause our organizations, if not our society, to regress. Interestingly, Jobs may not exemplify an effective leader in a traditional sense. However, his passion, confidence, and eagerness to solve problems overshadow all his flaws, making him one of the most successful CEOs of the decade.