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Planning is usually defined as the process of making important strategic decisions required to achieve a certain course of action. Moreover, it is a supposition to attain an optimum balance of wants, demands, and needs of the organization with the limited resources available. The process of planning is involved in the identification of specific goals and objectives that need to be met. It also formulates and creates strategies to realize these aims as well as creating the means necessary implementing, directing, and monitoring all the necessary steps sequentially. Therefore an organization that strategically executes its planning function has the potential to benefit from the advantages that it offers. Foremost, planning comes to the aid of decision makers as it provides guidelines and direction for the attainment of future geared plans (Chakravartula & Sengupta, 2014).

Moreover, the act of planning allows the manager the autonomy to exercise more control in a particular situation and develop proactive goals while considering contingencies. The need to benefit from all the listed advantages of effective planning are in themselves a motivation for Apple to make some adjustments to its planning process. Being able to plan in advance and adequately will help increase the firm’s competitive advantage in the marketplace. This is because Apple gets much of its competitive advantage from grand plans put forward by its positively motivated employees (Goetsch & Davis, 2014).

In most occasions, the methods adopted by the organization have severe and negative consequences for the employees. The thought of interfering with the routine may cause the workers to become disgruntled and opposed to change. Therefore to reduce the chance of employees resisting change, Apple has to increase the level of engagement of its human resources in the decision-making process. The rationale behind involving Apple’s workforce in managerial or decision-making process is the fact that they are the implementation vessels. And as the channels through which policies and plans made will become implemented, they have to become empowered both physically and mentally.


Through organizing, the management can set or allocate tasks to its human resources as well as define the terms of relationship within the organization by the development of the organizational structure. Hence the organization chart is the paramount tool for coordinating effort as the human resources strive to satisfy the desires of the company. Currently, Apple has adopted the open communication policy to ensure that there are free interactions between the management and the employees. When there is smooth and reliable free flow of information within the organization, efficiency in performance will be witnessed due to the ability of employees to seek clarification from the managers on unclear matters (Goetsch & Davis, 2014).

However, Apple can increase organizing efforts through the creation of a to-do list in which the management will be writing down the tasks that need to be done to avoid forgetfulness. The list should be made in the order of priority. Moreover, all the functions appearing on the list should be assessed on the importance of each so as to help the management prioritize them well. The supervisors are hence advised to develop a small list of what they tend to achieve may be on a monthly, weekly or daily basis so that when they start to work, they have at least a guideline on what to do to achieve the organizational goals and objectives Chakravartula & Sengupta, 2014).

Above all, coming up with innovative and creative reward system to award employees with presents and prizes for being the most organized for the entire year will in some way motivate others to become more organized in their processes. Moreover, this form of recognition plays a role in the creation of an active power and sensation to unleash employee potential. Scheduling is also an important part or organizing in the organization. It involves the allocation of time to specific tasks and these tasks to particular employees (Pulakos, Hanson, Arad & Moye, 2015).

The Apple management should be able to assign specific tasks to certain individuals on merit and ability to complete them by the set deadlines. Proper scheduling is supposed to increase flexibility among the employees and allow them adequate time to rest and refresh. Rest helps in reducing job place anxiety and stress hence in a way improve the productivity of the workers for they have little distractors (Goetsch & Davis, 2014). 


Apple has been able to maintain its competitive advantage in the electronics industry for a long time because of the high organizational culture that was founded by Steve Jobs. Many wondered after his retirement what would be the fate of the large smartphone producer. However, Tim Cook took the helm and had steered the company to more greatness. Moreover, his leadership strategy encourages employees to develop social relationships so as to be able to work in cordination for the core purpose of enrichment of the organization. The strategy and leadership style adopted by Cook has in a way killed innovation because under his tenure no significant changes have been produced into the market (Pulakos, Hanson, Arad & Moye, 2015).

An effective leader is one who can restore order as well as introduce equal pay for all members of the staff despite their ethnic, race and gender based on their performance. In so doing, he will be minimizing the risk of employees feeling lesser valued by management hence demotivated. Apple hires and recruits its human resources from various geographical regions and nationalities (Zoghbi-Manrique-de-Lara & Suárez-Acosta, 2014). The diversity of cultures is beneficial to both the workers and the organization as these persons bring with them some experience and knowledge that will help the team move forward. Apple should also give its employees a chance to give their views and thoughts on most of the activities taking place in the company as they are directly affected by the actions of the enterprise. Retrospectively they will have to feel part of the decision-making team. They recognize that at least the management acknowledges their presence and input.


Control is an important function of the management within the organization as it is closely related to the setting of rules and guidelines to be followed by employees and other stakeholders in the company. Standards and procedures help define the kind of association between the employees and management as well as within themselves. Improved control ensures the organization benefits from improved efficiency, brand management as well as legal compliance. So as to enjoy all these advantages, Apple has to make sure that its workforce gets involved in the setting of procedures and rules that will guide them in the attainment of organizational goals and objectives.

The company also needs to organize seminars and workshops to educate the employees on the importance of complying with set procedures and laws. Additionally, the established procedures, legislation and rules should be written in languages that can be understood. Furthermore, every worker should have access to a copy of the rules so that he or she is aware of the consequences of contravening the guidelines. The most important thing that will ensure Apple manages its human resources well is effective communication.


Chakravartula, C. M., & Sengupta, P. P. (2014). The managerial communication conundrum: exploring the effect of level and function in a corporate public sector organisation. International Journal of Indian Culture and Business Management, 9(1), 1. doi:10.1504/ijicbm.2014.063958

Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Pulakos, E. D., Hanson, R. M., Arad, S., & Moye, N. (2015). Performance management can be     fixed: An on-the-job experiential learning approach for complex behavior change.       Industrial and Organizational Psychology, 8(01), 51-76.      

Zoghbi-Manrique-de-Lara, P., & Suárez-Acosta, M. A. (2014). Employees’ reactions to peers’      unfair treatment by supervisors: The role of ethical leadership. Journal of Business            Ethics, 122(4), 537-549.



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