(Tiểu luận) group assignmentsubject organization’s behavior research topic analyzing apple’s internal crisises

TRƯỜNG ĐẠI HỌC KINH TẾ QUỐC DÂN VIỆN ĐÀO TẠO TIÊN TIẾN CHẤT LƯỢNG CAO VÀ POHE _ _ GROUP ASSIGNMENT Subject: Organization’s behavior Research topic: Analyzing Apple’s internal crisises Members of group : Nguyen Viet Hoa (11212290) Nguyen Thi Huyen Trang (11215845) Nguyen Thi Thuy Quynh (11215103) Ngo Quang Phuc (11214695) Mai Quang Dao (11211243) Class : Quan tri Marketing CLC 63B Teacher : Phạm Thi Bich Ngoc HaNoi, April, 2023 Contents I Introduction: Background: Rationale: .3 Aims: .5 Subject and scope of the study: 5 Methods: .5 II Identify Apple’s organizational behavior problems: Introduction to Apple: 1.1 History of formation and development of Apple: 1.2 About Apple: Identify Apple’s organizational behavior problems: 2.1 Harsh and demanding corporate culture: 2.2 Employee work-life imbalance: 10 2.3 Occurrence of human rights violations: 10 III Factors affecting Apple’s organizational behavior problems as well as the history of raising these problems: 11 The history of rising problems: 11 Factors affecting Apple’s organizational behavior problems: 12 2.1 Organizational structure: 12 2.2 Focus on innovation and product development: 12 2.3 External pressures and stakeholders: .12 2.4 Industry trends and competition: .13 IV Analyzing the management tools that the Apple has applied to resolve the organizational behavior's problems: .13 V Suggest a change project to improve what has been applied: .16 Change the strictness in work and flexible working hours: 17 Respect employees and make them part of the business: 18 Setting reward levels, expanding promotion opportunities for employees, and creating motivation for employees 18 VI Building a creative freedom environment: .19 Conclusion: 20 I Introduction: Background: Thanks to the Fourth Industrial Revolution, people are no longer limited in job opportunities Unlike before, when job opportunities were scarce and employee loyalty to the company was high, now with global connectivity, job opportunities have expanded and personnel can seek better job opportunities, and the rate of employees staying with the company for a long time has decreased The rate of quitting and job hopping is also increasing for that reason The annual employee turnover rate from 2020 to 2022 (source: Awardco) With this situation, many businesses seeking to recruit highly skilled workers face not only the scarcity of training resources but also the competition to attract talent among other companies Businesses must gradually adapt to these fluctuations, while starting to compete for high-quality human resources and improve the working environment to retain and attract employees Rationale: When building or positioning a business, capital and technology are typically seen as the key elements of development strategy, while personnel is often not given much attention, especially in the early stages A lack of attention or inadequate attention to personnel can lead to being left behind or eliminated from the "battlefield" once the level of competition increases dramatically in terms of breadth (the quantity of competing rivals and sources of competition from many sides) and depth (diversity, price, and quality of products in the market) All things considered, personnel is the main agent that creates capital and proposes new ideas; at the same time, it also plays a role in selecting and applying advanced technologies and executing expenditures to improve the company's performance In many cases, capital and technology can be mobilized and implemented; but building a team of enthusiastic, dedicated, capable, and efficient personnel is much more complex and expensive Therefore, to survive in the market, a company (regardless of size) needs to focus on enhancing and maximizing the responsiveness of its personnel throughout all stages of the business growth cycle The importance of personnel may vary in each stage (startup, growth, saturation, and decline), but its consistency and coherence are maintained throughout the key stages during the entire development cycle of a business Currently, with the explosion in technology demand and rapidly developing tastes, tech companies increasingly need more skilled and specialized employees Apple is one such company Apple is always seeking talented individuals; however, these human resources are still allured by the proposals of other top tech companies - Apple's competitive rivals Even long-standing and formal employees of the company have jumped ship to companies such as Alphabet, Meta, and so on Faced with this challenge and feeling threatened by competitors, Apple made efforts to retain its talent in 2021: they had a round of bonuses for their employees, granted in the form of restricted stock to encourage the recipients to stay with the company longer Employees who received this bonus can only sell all the stock after years However, these efforts failed and did not yield satisfactory results However, the phenomenon of employee turnover at Apple is not only due to attractive offers from other companies, but also from the working environment at Apple itself It is known that Apple has always had issues with its work environment, which have caused dissatisfaction among its employees However, Apple has not fully addressed these issues As a result, the turnover of employees at Apple continues, leading to a situation in the second half of 2022 where at least 11 high-level executives, most of whom held positions such as vice president or director and reported directly to CEO Tim Cook, have left the company Realizing that the problem is still ongoing at Apple, the team decided to conduct a research project titled "Analyzing the Internal Crisis at Apple" to analyze the negative factors that have impacted the organization's behavior at Apple, and to provide appropriate solutions Aims: The research project aims to evaluate the current state of the working environment and management style at Apple based on investigation, analysis, and research of organizational and management practices, policies, and the relationships between employees and the company The goal is to identify any persisting issues and propose solutions to improve the working environment and management style at Apple Subject and scope of the study:  Subjects: Apple's internal crises  Scope of the study: The internal crises of Apple that affect the company's consumer behavior from 2018 to 2022 Methods: ● Data collection: The secondary data sources our team will use include the internet, news media, and internal company information ● Data analysis: The collected secondary data will be processed by cross-checking to ensure accuracy, and proper referencing, and will be transformed and presented in the form of charts and graphs to provide readers with a more comprehensive overview II Identify Apple’s organizational behavior problems: Introduction to Apple: 1.1 History of formation and development of Apple: On April 1, 1976, in a garage in Los Altos, California, Steve Wozniak (born 1950), Steve Jobs (born 1955) and Ronald Wayne (born 1934) decided to found Apple Computer Inc There is still much controversy around the company’s name, but the most widely agreed theory is that Steve Jobs, the author of the brand, chose the name simply because he liked eating apples (apples in English translated as apple) and had a time working in an apple garden The name was also chosen because the other two co - founders could not find a better option Of the three, Ronald Wayne was the oldest and the business age He was invited to work with Steve Jobs in the hope that his experience would help Apple grow Wayne was the first designer to design the logo of Apple Inc The first logo was painted entirely with a pencil with the image of the scholar Isaac Newton sitting reading under the base of the apple tree and the line of the brand name surrounding it However, after 12 working days, Wayne sold his shares to the other two for $800 and decided to leave His brand was only used for one year on Apple’s first-generation computers On April 11, 1976, Apple Computer Inc officially launched its first product, Apple I The first generation of Apple computers consisted of a single CPU motherboard, RAM and basic graphics processing chips Users must purchase a case with a keyboard and a separate screen as preferred The price of this computer at that time was $666 1977 was also the time when Apple II was introduced and quickly became the “world-conquering” product The integration of VisiCalc software helped bring the computer closer to customers, especially large, and made Apple Inc a serious competitor to the two leading computer brands at the time: Tandy and Commodore Apple II was also the first computer to print Apple’s famous bitten apple logo In 1980, after Apple III, the enterprise computer came out as a move in response to the rapid growth of IBM and Microsoft This generation was warmly welcomed by customers, but not enough to satisfy Steve Jobs In late 1979, he was taken to PARC by a group of employees, the research center of the world’s leading technological company at the time Here, Steve Jobs is “illuminated” about GUI – a graphic interface that interacts with users and quickly becomes its follower He decided to make a “revolution” for Apple’s products This led to Lisa’s birth in 198b, which was a personal computer designed at Apple Computer Inc Unfortunately, this product has disastrously low sales due to overpriced sales while the support software is not optimized Not giving up, Steve Jobs initiated a second project with the Apple Macintosh, which marked a milestone for Apple when it was recognized as the most user-friendly model at the time In addition, Macintosh (or Mac) is also favored by graphics professionals for its major breakthroughs in display Also during the promotion of the Macintosh, John Sculley (currently Pepsi’s youngest CEO) became Apple’s new CEO In 1984, Apple almost became the brand of every family after advertising a oneminute film and invested $1.5 million at the XVIII Super Bowl It was also a marked year for the competition between Steve Jobs and Bill Gates to peak Microsoft was previously asked to write software for Apple's Macintosh computers, but the plan collapsed in 1983 Document continues below Discover more Marketing from: Essential ME Đại học Kinh tế… 999+ documents Go to course ẢnhPremium hưởng nhận 118 thức rủi ro, nhận… Marketing Essential 100% (19) Premium SWOT analysis of Vietjet Air Marketing Essential 100% (15) Premium Tiki's marketing 3 strategy Marketing Essential 100% (13) PremiumVietnam Research milk tea market Marketing Essential 95% (20) Premium Chien luoc marketing 57 voi dong xe wave c… Marketing Essential 100% (8) strategy when it revealed it was researching its own user interface calledMarketing Windows This is also the time of the mess between Steve Jobs and Sculley The conflict between the two of OMO washing… increased as Macintosh’s revenue didn’t go as expected Premium Marketing 92% (37) Essential In 1985, Steve Jobs began planning to overthrow the Sculley dynasty But sadly, most of Apple’s board is on the side of Sculley Steve Jobs has left the company He sold all of his shares in Apple and built a new company called NeXT After Steve Jobs passed away, Steve Wozniak decided to sell all his shares and follow his own career According to him, Apple has long ceased to inspire him to work and the company is increasingly in the wrong direction With the passing of the two co-founders, John Sculley became the “boat driver” of Apple Inc At first, things seemed likely when in 1991, Apple launched the Power Book laptop and the System 7, the first colored operating system for Macintosh machines However, subsequent failures led to John Sculley being fired by Apple’s board of directors in early 1993 and Michael Spindle being appointed as his replacement In 1994, the first Macintosh computer running a PowerPC processor was sold But at the moment, Microsoft is “making rain to wind” in the computer market And after a series of failures in merger negotiations with major tech corporations such as IBM, Sun MicroSystems, and Philips, Apple's board of directors resumed the dismissal of Spindle and replaced Gil Amelio in 1996 However, Amelio’s “empowerment” did not give much hope Even Apple is at risk of collapse when the stock price suddenly drops to its lowest level in 12 years In the face of this situation, he made a very right decision to buy NeXT (a computer company) for $429 million and invite Steve Jobs back In April 1997, Steve Jobs demonstrated his abilities to the board of directors of Apple and on September 16, 1997, he became CEO of Apple Inc Soon after, Apple immediately launched the impressive “Think Different” campaign which is one of the greatest advertising campaign of Apple, with the participation of a series of famous artists and scientists At the same time, Steve Jobs also directed Apple to maintain a “friendly” relationship with Microsoft In 1997, Microsoft decided to invest $150 million In 2001, Apple introduced Mac OS X, an operating system developed by Steve Jobs while running the NeXT computer company Mac OS X, with brilliant successes, gradually regained the status and reputation of Apple Inc and became one of the most popular operating systems in the world The most brilliant victory in Apple Inc.’s history was marked by the introduction of the iPhone Launched in 2007, the product became a memorable milestone in the history of smartphone manufacturing, helping Steve Jobs put his name on the list of technology legends and making Apple one of the most valuable brands in the world Nowadays, Apple is one of the largest companies globally with a market cap of over trillion dollars 1.2 About Apple: Apple is a multinational corporation with a large scale As of 2022, Apple has approximately 1,464,000 employees worldwide However, this number may vary at different times of the year In terms of management, Apple has a management approach that focuses on innovation, employee motivation, and training to develop professional skills Apple always emphasizes the quality of employees throughout the recruitment and training process This has created a very distinctive Apple company culture, known as "Apple Culture" The core values of Apple's culture include: ● Product: Focus on the subtlety and perfection of the product, ensuring that all products meet Apple’s high quality standards ● Apple is constantly improving and developing new products, changing the way people interact with technology ● User Centered: All products are designed with the user centered, ensuring customers get the best experience when using Apple products ● Love and passion for technology: All Apple employees are passionate about technology, always looking to create something new and groundbreaking ● Teamwork: Everyone in Apple’s team works closely together with a common goal of creating the best product for customers Identify Apple’s organizational behavior problems: The increasing number of resignations of Apple employees requires Apple to seriously reconsider its working environment, understand the causes and factors leading to the resignation and job-hopping of its employees Below are the general factors that lead to this situation Based on these factors, Apple can develop appropriate improvement policies, while identifying the issues it is facing within these factors Why employees are considering changing jobs in 2021 (Source: Engagement and Retention Report, Achievers Workforce Institute, February 2021) II.1 Harsh and demanding corporate culture: Apple's corporate culture is very rigorous and demanding Reports have suggested that Apple employees work long hours with tight deadlines, leading to exhaustion and high turnover rates Apple's leadership, including its late co-founder and former CEO Steve Jobs, is known for tightly guarding the product development process and making decisions on their own, which leads to a lack of transparency and communication within the organization, leaving many employees feeling unheard and dissatisfied This management style has been criticized for stifling innovation and limiting opportunities for employees to contribute ideas and collaborate This has made Apple famous in Silicon Valley for its corporate culture that places secrecy as the top priority, requiring employees to comply with leadership management and never share job details even with colleagues, and this silence gradually reveals many downsides With this principle, Apple keeps employee groups separated from each other to prevent information leaks to the point where the company does not have an internal bulletin board for employees to exchange job information This leads to the fragmentation of departments/employees without connection with each other According to Christine Dehus, “Apple's culture of secrecy is toxic On one hand, I understand that keeping secrets is important in protecting products, surprising and satisfying customers But on the other hand, it creates prohibition and causes harm” Former employee Ashley Gjovik filed a lawsuit accusing CEO Tim Cook of violating federal law by sending an email that threatened retaliation against those who leak internal information Gjovik's filing cited a range of policies that restrict employee disclosure of company information, including basic employment details such as time, pay, and working conditions In the September 2021 email to employees, Cook said "people who leak confidential information don't belong here" and Apple would not tolerate any leaks, whether they were about products or details of a meeting Some employees also expressed concerns about the company's strict security rules and the pressure to maintain confidentiality, which could create a culture of fear and discourage open communication Many opinions suggest that Apple's information security measures are putting a lot of pressure on employees, to the point where some staff in some departments have decided to use Samsung or other phone brands instead of iPhones to avoid being spied on II.2 Employee work-life imbalance: Reports of prolonged working hours at Apple have been a recurring issue for many years Some employees have reported working 80 hours or more per week, which can lead to exhaustion and negatively impact work-life balance As a consequence, some employees have reported feeling stuck in their roles at Apple, with limited opportunities for career advancement or professional development This can result in a lack of motivation and job satisfaction, and may contribute to high turnover rates II.3 Occurrence of human rights violations: According to the information shared on Twitter by a group called #AppleToo, they have received nearly 500 responses and hundreds of stories about racial discrimination, gender discrimination, differential treatment, retaliation, bullying, sexual harassment, sexual assault, and other forms of abuse at Apple The common thread among them is that they were brushed off by HR The group plans to share the stories from August 30, 2021, after completing guidance on how to report to outside labor organizations such as the federal Equal Employment Opportunity Commission On the website, the group writes, "Apple has escaped public scrutiny for a long time The truth is that for many Apple employees, the culture of secrecy has created a murky, intimidating fortress When we demand accountability and redress for the persistent injustices we witness or experience, 10 we are isolated, demoted, and psychologically manipulated." According to the group, they have talked to leadership, HR, and others, but nothing has changed Another issue worth noting is when Apple hired Antonio García Martínez, a former Facebook manager, over 2,000 employees signed a letter of protest sent to leadership for what they called "publicly expressed prejudices about race and gender" in a book he had written Within days, Apple fired him This also sends a chilling message to Apple employees and stifles them from speaking up when facing dissatisfaction or obstacles An internal survey conducted by Apple employees in October 2018 showed that as many as 70% of employees were dissatisfied with their salaries, and 30% believed they were underpaid In addition to dissatisfaction with salary, Apple employees also complained about the company's secrecy, with 45% of employees saying they were not given full information about the company's decisions, and 30% saying they were limited in sharing information with colleagues According to Apple's report, the gender pay gap at the company increased in 2018 While the average gender pay gap at Apple is 2%, the gap in basic pay for the same job at the company is 0.7% However, when factoring in bonuses and other allowances, the gender pay gap at Apple increased to 22.9% III Factors affecting Apple’s organizational behavior problems as well as the history of raising these problems: The history of rising problems: Due to differences in perspectives and perceptions of employees with Apple's "corporate culture", Apple's highly centralized management style and strong corporate culture have become part of the company's identity since its founding in the 1970s Under the leadership of Steve Jobs, Apple was known for its secrecy, focus on design, and emphasis on innovation However, this management style has also been criticized for limiting input and collaboration from employees, while creating a culture of fear and burnout Apple has also faced criticism for a lack of diversity in its workforce and leadership for many years The company has made some efforts to address these issues, such as launching initiatives on diversity and inclusion and publishing diversity reports However, progress has been slow and stakeholders continue to call for more action to create a more inclusive culture In 2018, inflation and price increases affected the desire for salary increases among Apple employees In May, the annual inflation rate in the United States reached 11 8.6%, the highest level since 1981 Other major markets where Apple sells its products are also experiencing similar or even higher levels of inflation Apple is facing increasing costs from global shipping and employee pay increases, as well as the possibility that customers will delay upgrading their iPhones due to reduced purchasing power In 2019, articles began to criticize labor and human rights violations in the supply chain At Apple, the role of women only accounted for about 23% of technical positions and 29% of management positions Reports of labor violations such as low wages, excessive overtime, and unsafe working conditions also emerged during this time, leading to calls for the company to improve its supply chain practices Apple responded by increasing transparency and tightening its supplier audits, but concerns still exist regarding the working conditions of laborers in their supply chain Factors affecting Apple’s organizational behavior problems: 2.1 Organizational structure: Apple's organizational structure contributes to behavioral issues The company is known for its high functional structure, which can create barriers to cooperation between departments This can lead to a lack of communication and coordination, as well as limited opportunities for employees to develop skills and advance in their careers 2.2 Focus on innovation and product development: Apple's focus on innovation and product development means that some employees may feel like they are in a "Rat Race" with few opportunities for career advancement or professional development This issue has been raised by employees and external observers for many years, and Apple has taken steps to address it by providing training programs and internal mobility opportunities Reports of long working hours and a strict corporate culture at Apple have been recurring issues for many years The company's focus on innovation and product development, combined with a culture of secrecy and fierce competition, are believed to be contributing factors to this issue 2.3 External pressures and stakeholders: External pressures, such as regulatory requirements, customer expectations, and investor needs, can also influence an organization's behavior For example, concerns about labor practices in Apple's supply chain have led to increased monitoring from stakeholders and regulatory bodies, which can impact the company's operations and reputation 12 In addition, inflation can also contribute to the desire for increased wages at Apple According to an article published on July 24, 2018, 60% of Apple employees felt they were paid less than the true value of their work While Apple's hourly wages are comparable to other retailers in the same area, the difference is that those companies not earn the same massive profits as Apple Inflation and rising housing prices across the US are affecting these employees as they feel their current wages are no longer adequate and are leading to their decision to form a union Apple has experienced various internal concerns, including workplace harassment, discrimination, and wage suppression, in addition to tight security measures This has resulted in a flurry of resignations at Apple Apple Insider recently revealed that the corporation looks to be suffering a large surge in resignation rates, with reports indicating a higher-than-normal number of employment resignation applications If this pattern continues, Apple will face a worrying "brain drain." Three departments are particularly affected: Health, iCloud, and AI Employees and former employees have anonymously written accounts about their work experiences at Apple, shedding light on the reality of the company's working environment Faced with a serious human resources crisis, Apple has had to create solutions to improve its work environment and solve internal concerns that have arisen due to the crisis 2.4 Industry trends and competition: The tech industry is known for its competitive and fast-paced environment Apple also has to constantly compete with other brands such as Samsung, Huawei, Xiaomi, etc Therefore, Apple must constantly innovate its products to meet the demands of consumers while providing them with the best experience Ultimately, industry trends and competition can also impact the behavior of the organization at Apple, contributing to a culture of innovation and risk-taking However, it can also lead to a focus on short-term results and a lack of attention to long-term sustainability and ethical considerations IV Analyzing the methods that Apple has applied to resolve the organizational behavior's problems: Although Apple's leadership has always made decisions regarding how the firm functions, employees have the option of following or leaving, however, Apple's culture has begun to shift Employees are gaining influence, and Apple's management appears detached from the top down Internal Apple groups are increasingly speaking out against 13 labor conditions CEO Tim Cook attended the first-ever live-streamed meeting for all Apple employees on September 17, 2019 During this meeting, he fielded numerous questions on a variety of topics According to Apple, employees have the freedom to "freely speak about their wages, hours, or working conditions." While some people disagreed with Tim Cook's replies following the press conference, it did reflect a shift in the company's secretive culture: becoming more open with its own staff Apple has taken real efforts to demonstrate the change in business culture, in addition to reassuring the staff Apple has released the Slack software, which serves as a "public square" for all Apple employees, allowing them to form small communities based on their job and personal interests During the pandemic, this tool became quite popular among Apple employees Not only does Slack link people, but it has also become a forum for Apple employees to express their views on corporate policy, allowing the corporation to better comprehend their thinking As of 2021, Apple employees were using 3,000 internal Slack channels, with some having an undisclosed number of members surpassing 10,000 When female employees were displeased with Apple's decision to recruit Antonio Garcia Martinez - the author of “Chaos Monkeys”, which contained uncomfortable content regarding women and his former colleagues - there was a clear illustration of Apple's responsiveness to employee opinions on Slack Apple's female employees composed a letter and publicized it on Slack and social media sites, and Antonio was fired shortly after This was quite unique because Apple previously had a very private handling method, proving that Apple actually listened to its employees' thoughts and sentiments, making them feel more comfortable in the workplace Apple uses various measures to increase staff productivity in addition to Slack, such as a motivation program that provides employee rewards, power-sharing, career growth chances, decision-making authority, and workplace equality Furthermore, Apple is recognized for rarely using financial incentives such as cash bonuses, instead focusing on creating an efficient work atmosphere Moreover, in order to address the issue of workplace diversity, which leads to prejudice, bigotry, isolation, and so on, Apple has worked to increase and diversify its workforce According to Apple data, the proportion of Asian employees in its workforce reached 27% in 2020, up from 23% in 2018 While the proportions of other races and 14 ethnicities have remained stable, the proportion of white employees has declined by 3% since 2018 Apple Workforce (Source: Apple) Added to that, Apple stated that 42% of its new retail hires are women over the last two years, and these individuals currently hold 49% of retail leadership positions since January of last year Furthermore, Apple is gender-balancing certain employment roles, with women accounting for 34% of the entire workforce, up from 33% in 2018 and 30% in 2014 It's worth noting that Apple's last workforce report was in 2018, thus this is the first time the firm has released a breakdown of various races, ethnicities, and genders in its staff since then Apple has segmented its diversity into distinct parts of the business, such as leadership, retail, and retail leadership Furthermore, after interviewing 13,500 Apple employees, Apple boosted its satisfaction with wage levels by 66% after openly disclosing the salaries of roles within the firm on Glassdoor (an online job review website that allows for free job posts and employer ratings) 15 Average Salaries at Apple (Source: Glassdoor) However, specific initiatives that Apple will take to alleviate wage disparities and elevate more women and people of color to executive positions remain unanswered In 2019, Apple was ranked in Glassdoor's Top 100 Companies to Work for, and it also increased its employee retention rate from 61% to 89% According to survey feedback, the reason why employees decided to stay at Apple is because the company has built a connection between employees and the business As a result, employees feel like one Apple, and this has led to an increased sense of pride in the company's values and culture In conclusion, Apple has proven its efforts to resolve employee issues and ensure that its workers work in a safe atmosphere that resonates with the core principles that the firm established from the start However, Apple's actions fall short of properly addressing workplace challenges such as harassment, discrimination, and a lack of motivation As a result, Apple must adopt policies and management styles to mitigate these challenges and prevent negatively impacting the company's operational model V Suggest a change project to improve what has been applied: Based on the theories of Herzberg's dual factor for job satisfaction model, the team proposes policies and directions to change Apple's working environment, thereby developing organizational behavior of the business 16 Theories of Herzberg dual factor for job satisfaction Source: Blosi et al., (2003) Change the strictness in work and flexible working hours: First, Apple needs to divide shifts and overtime in a more balanced way According to the investigation, the company allows employees to work short shifts and this makes it difficult for employees Some employees have realized that it causes them to work overtime because with such a short shift, they are unable to complete all assigned tasks One employee said: “I observed that most employees have short shifts The maximum changeover time is five hours a day, but employees need to stay longer to close the store, but with this extra time, the employee receives no additional payment And the reason employees don't like that is because for some employees away from home, overtime will affect their schedule to go home." Therefore, employees always want the shift time to be balanced and the shifts will not change weekly to ensure the rest time as well as the employee's personal schedule Therefore, Apple should increase the length of the shift and pay them the amount commensurate with their effort and time That will help the company's employees feel more comfortable and willing if they have to work overtime, and not changing the weekly work schedule will help employees to have more time for rest and ready for the new work week In addition, Apple can organize annual activities or events for employees and their families, so that they can rest and relax mentally Every employee has their own personal 17 life and they still need to make time for that personal life Apple employees want them to be able to balance their work and personal lives But with today's competitive work environment, being able to focus on work and family can potentially be a big challenge for employees Some employees are able to maintain that balance but some not Therefore, Apple can organize vacations for its employees (they are core employees, have contributed to the company or have achieved outstanding achievements at work) That both promotes employee relationships with their relationships, increases employee affection for the business, and at the same time, boosts Apple employee productivity Respect employees and make them part of the business: Apple in recent years has faced a lot of accusations related to unfair treatment of its employees and a lot of problems related to disrespecting its employees That's why respect in the workplace is so important to every employee Thanks to the respect of the company, employees can focus on developing their own values, and motivate themselves to better Especially in Apple, they have many employees of different cultures, ages, and religions The company needs to put in place appropriate management, clear policies and ensure labor rights for all employees Apple may create a mailbox for employees to submit comments or complaints if they encounter problems in the course of their work And the company needs to publicize the penalties to handle cases of violating company culture or failing to complete the assigned work for employees Human resources department needs to listen to employees more, to observe the situation of employees in the organization through employee satisfaction surveys, or from complaints, from which to report to superiors for improvement and has appropriate measures to avoid the situation affecting the business of the company Every employee at Apple deserves respect no matter who they are and where they come from If employees follow the company's terms and conditions and follow instructions, they all deserve respect That will build up a sustainable civilized corporate culture, where everyone has the right to speak their mind and feel like a part of the company From there, they will give their best and work most effectively Setting reward levels, expanding promotion opportunities for employees, and creating motivation for employees According to McClelland's Theory of Needs, the Need for Achievement is one of the needs that humans desire to achieve Therefore, to increase the commitment and enthusiasm of employees in the workplace, Apple can offer rewards such as Employee of the Quarter, Year, etc., when they achieve regular targets and perform exceptionally well 18 For employees, both financial and non-financial rewards help to increase their job satisfaction Non-financial rewards can be promotions or company products Before each quarter, Apple should set goals to be achieved and accompanied by reward policies to motivate employees to work better When an employee sees their colleague being rewarded, it also motivates them to work harder to receive similar rewards Furthermore, to motivate employees in their work, Apple can provide career advancement opportunities for outstanding employees Selecting and considering the efforts of employees, then opening up opportunities for them to develop their careers, is also a way to motivate employees and retain talent within the company Building a creative freedom environment: In Maslow's hierarchy of needs, the need for self-expression is the highest human need Therefore, it is extremely important to be able to freely express their views and opinions, bringing employee satisfaction to the business According to the poll, most Apple employees think that the need to hear personal views is extremely necessary The personal opinions here are not only for colleagues but also for the Board of Directors of the Company Previously, Apple's CEO operated on an Individual Decision-making method and made product development and decision-making processes strictly confidential, which made it difficult for employees to contribute opinions, leading to a lack of transparency and interaction among members of the company Therefore, Apple needs a breakthrough that is to change its decision-making method, from Individual Decision Making to Group Decision Making to motivate employees to contribute ideas and share opinions As such, Apple can ensure the democracy of the organization; attract the initiative of many people to carry out the steps of the decision-making process; especially of the experts and those who will implement the decision From there, Apple will create an environment of freedom and creativity, narrowing the gap between employee and employee and employees with senior managers By changing the way it makes decisions, Apple will begin to build confidence that the company's management listens to their ideas to make work more efficient, such as those related to improving the service or improving the product, and most of all, the company will benefit from it Every employee is a part of the company, and each person needs to understand the progress of the business Employees are the ones who have direct contact with customers and above all they are knowledgeable about customer expectations With their opinions, the company's leaders can understand themselves what they need to and come up with appropriate strategies That's why it's so important to 19