lo Dr. Geofrey I am using the Introduction page for another assignment it was just an example to guide you when doing the PowerPoint Presentation. If you have any questions for me, please feel ree to email me anytime day or night. Thanks a whole lot! ~Michelle Week 7 - PowerPoint Presentation Discussion Post your PowerPoint presentation here as an attachment, and include a brief overview of your project and what you have discovered as a result of this assignment. Your post should be 300 words or more which you already has done for me and  PLEASE, PLEASE, PLEASE, PLEASE follow the The Research Outline that is sent to you.  Next, review the PowerPoint presentations to 2 of your classmates or more, and next then prepare a response post with your insights, observations, and ask a MAXIMUM of 2 questions to the classmates that you will response to). Your response posts should be a MAXIMUM of 150 words or more each NO less! Organizational Culture for Apple Research Outline Michelle D. Morrow MGMT 603 Organization Development American Public University Dr. Bari Courts October 11, 2016 Abstract This Sample Outline describes the Organizational culture of Apple Inc., and organizational culture is described as a unique and distinguished system of shared meanings employed by members of an organization which makes the organization unique. This outlines also briefly describes some of the practices employed by Apple Inc. which makes it unique and distinguishes it from other organizations. In continuation, various culture practiced by Apple company is said to impact the organization in positive ways, and because of these; the company also employs certain measures that ensure the positive cultures are maintained and put into practice throughout the organization operational lifetime. How organizational culture of Apple Inc. started is also mentioned through the outline, and most of the practiced cultures were introduced by the key founders. Finally, the outline includes a conclusion of the culture and a part to include the recommendations which can be employed to improve the organizational culture. I.   A.   definition of Organizational Culture           1. Organizational culture basically refers a distinguished system of shared meaning     practiced by members, makes the organization unique and distinguishes it from other organizations.          2. Practices that defines the culture of Apple Inc. include;            a. Creativity            b. Innovation            c. Moderate Combativeness            d. High level of Excellence   B. Apple Culture as a descriptive term         1. Apple organization culture focuses on its employees’ perception of the characteristics of the culture not whether they love the culture.          2. Apple employees view their organization culture as to;              a. Encourage teamwork               b. encourages innovation and inventions               c. Stifle Initiative. II.  How do culture impact on Apple In.

1. lo Dr. Geofrey I am using the Introduction page for another
assignment it was just an example to guide you when doing the
PowerPoint Presentation. If you have any questions for me,
please feel ree to email me anytime day or night. Thanks a
whole lot!
~Michelle
Week 7 - PowerPoint Presentation Discussion
Post your PowerPoint presentation here as an attachment, and
include a brief overview of your project and what you have
discovered as a result of this assignment. Your post should be
300 words or more which you already has done for me and
PLEASE, PLEASE, PLEASE, PLEASE follow the The Research
Outline that is sent to you.
Next, review the PowerPoint presentations to 2 of your
classmates or more, and next then prepare a response post with
your insights, observations, and ask a MAXIMUM of 2
questions to the classmates that you will response to). Your
response posts should be a MAXIMUM of 150 words or more
each NO less!
Organizational Culture for Apple Research Outline
Michelle D. Morrow
MGMT 603 Organization Development
American Public University
Dr. Bari Courts
October 11, 2016

2. Abstract
This Sample Outline describes the Organizational culture of
Apple Inc., and organizational culture is described as a unique
and distinguished system of shared meanings employed by
members of an organization which makes the organization
unique. This outlines also briefly describes some of the
practices employed by Apple Inc. which makes it unique and
distinguishes it from other organizations. In continuation,
various culture practiced by Apple company is said to impact
the organization in positive ways, and because of these; the
company also employs certain measures that ensure the positive
cultures are maintained and put into practice throughout the
organization operational lifetime. How organizational culture of
Apple Inc. started is also mentioned through the outline, and
most of the practiced cultures were introduced by the key
founders. Finally, the outline includes a conclusion of the
culture and a part to include the recommendations which can be
employed to improve the organizational culture.
I. A. definition of Organizational Culture
1. Organizational culture basically refers a distinguished
system of shared meaning practiced by members, makes the
organization unique and distinguishes it from other
organizations.
2. Practices that defines the culture of Apple Inc. include;
a. Creativity
b. Innovation
c. Moderate Combativeness
d. High level of Excellence
B. Apple Culture as a descriptive term
1. Apple organization culture focuses on its employees’

3. perception of the characteristics of the culture not whether they
love the culture.
2. Apple employees view their organization culture as to;
a. Encourage teamwork
b. encourages innovation and inventions
c. Stifle Initiative.
II. How do culture impact on Apple Inc.?
A. Culture can positively or negatively affect Apple Inc.
1. Culture Functions in Apple Inc.
a. defining unique role of Apple
b. provides employees with a sense of identity
c. ensure the social systems are stable
2. The current pattern of decentralization in
organizations makes culture more beneficial for Apple Inc. than
ever, however, establishing a strong culture may prove difficult.
B. Culture creates Climate
1. Organizational climate can be defined as shared
perceptions employees of an organization have about their
organization and environment.
2. By creation of an overall workplace climate by Apple
Inc., higher customer satisfaction and good financial
performance is realized.
III. Creating and Sustaining Culture
Introduction
Apple Inc. puts in place appropriate measures to ensure that
their culture is maintained and doesn’t fade away.
How Organizational culture of Apple started.
Founders of Apple Inc. are the pioneers of its culture
Culture creation can occur through ways such as:
Founders hire employees who think and feel the way they do.
How the founders of Apple Inc. behave acts as a role model for
other employees?
Employees and incorporated and taught the founders way of
thinking.
Conclusion
Summary of Apple Inc. Organizational culture

4. Recommendation for a better organization culture.
References
Rossmann, D. (January 01, 2010). Understanding Organizational
Culture and Group Dynamics.
Muraina, M. B., & Muraina, K. O. (January 01, 2016).
Understanding and Managing Organizational Culture and
Justice.
Annonatated Bibligraphy
American Public University
Michelle D. Morrow
Dr. Bari Courts
MGMT 603 Organization Development
October 13, 2016
Alvesson, M. (2013). Understanding organizational culture. Los
Angeles: Sage.
This book is a comprehensive book and covers most issues
relating to organizational culture. Notably, the book conveys a
lot regarding organizations culture and the changes it has
undergone over the years. This implies that it provide a
fascinating source of understanding and the pleasures together
with frustration in the workplace. Most importantly, it provides
a useful and comprehensive guide which aids individuals in
understanding the organization culture in a range of angles and
contexts. Most importantly, the book helps in answering some
questions and to explore alternatives which help in
understanding completely about organizational goals and
culture.
Mats Alvesson is the chairman at the University of Sweden at
the department of administration and being a part-time

5. professor at Queensland school of business. He has also carried
out extensive research in areas touching on organization
cultures and in this regards have published twenty books and
hundreds of articles.
Argyris, C. (2012). Organizational Traps: Leadership, culture,
organizational design. Oxford: Oxford University Press.
This book explores some methods which can be used in leading
as well as improving the organizational effectiveness with
regards to the cultural changes and practices which will seek to
improve on the competency of the leaders and organizational
success. By describing such methods, the author uses theories
and some advice which will help to lessen the gaps which exist
between the intention of the organization to change and the
reality. In doing this, the book shows the most efficient methods
which can be applied to ensure effective organization culture is
achieved and maintained.
Chris Argyris is the professor of education and organizational
behavior at the James Bryant Conant at Harvard University
emeritus. He has been awarded numerously with thirteen
honorary degree and the contribution awards with regard to
academy management by the American Psychological
Association. He is also the director emeritus of the monitor
group.
Frost, P. J. (2015). Organizational culture. Beverly Hills u.a:
Sage Publ.
This book explores the connections which exist between the
organizational culture and culture outside of the organization.
Additionally, the book focuses on diverse methodologies with
regards to enabling one to understand the concepts of
organization culture which include the language and power
distribution within an organization. It includes theoretical
analysis of organizational culture and cultural changes which
are the process of managing diverse cultures in an organization.
Peter J. Frost is the chair of the organizational behavior in the
University of British Columbia in the department of commerce
and business administration. He is also an author and has

6. written about ten books and published numerous journals
dealing with organizational behavior. In his work, he has done
good jobs and has been awarded a prestigious educator award in
the Academy of Management in the year 1998.
In Fuller, C. P. (2015). Organizational culture: Leadership
strategies, outcomes, and effectiveness.
With the organization and corporate culture being perceived as
most important in any organization since it helps in growth and
development, it is depicted that such should be adopted and
practiced by the enterprises. Therefore, this book provides the
knowledge by discussing the knowledge of management success
with the various dimensions of the organizations. It as well
touches on the interpersonal trust which contributes to the
overall success of the organization culture.
Paul Fuller Cameron is a Masters Degree holder in business
administration from Los Angeles Pacific College and did his
Ph.D. at the University of Colorado. He also has carried out
some writing where he has written some book with numerous
educative journals touching on the organization's cultures.
Miroshnik, V. (2013). Organizational culture and commitment:
Transmission in multinationals.
This book by Miroshnik provides directions with regards to the
formation of company citizenship which will lead to the success
of their multinational company’s trough the creation of
psychological alignments of the staff working in such a
company. The book in this regards proposes some set of
practices and policies which should be put in place so that the
organizational culture will promote acts which lead to the
overall success of the organization.
This creation of such policies and establishing of values to
govern the employees is termed as the interrelationship which
will exist between the culture and the organizations.
Victoria Miroshnik is a Ph.D. holder from Glasgow University
as well as an achieved her masters in psychology from Moscow
State University. Notably, she has been an associate professor

7. in Japan Ritsumeikan University together with American
University which is located in Dubai. It is coherent that she has
extensive knowledge as she also carry out publications of books
and articles relating to business.
Mustafa, A. (2013). Organizational Behavior.
This book has been written with coherent and straightforward
language with tables and diagrams which have been detailed
with information regarding the organizational culture to
enhance its understandability. Notably, the book covers
extensively the group cohesiveness as well as a development
which include motivation of employees wh9ch is an attempt to
improve their morale and adapt to the positive organization
culture. The book moreover provides a step by step process
where the management can follow to improve the organization
culture.
A. Mustafa is currently a professor as well as the head of Sathak
Institute in the department of management studies. In his earlier
times, he had been the head of economics department in the
Sourashtra College.
Schein, E. H. (2010). Organizational Culture and Leadership.
San Francisco: Jossey-Bass.
This book has been depicted to be most influential of all the
books touching on the management and most importantly
organization behaviors. This book transforms the concept of the
organization culture to be a tool which can be used in shaping
the dynamics of the changes which are to be carried out within
the organizations. Moreover, this book focuses mainly in
modern business realities. The author has drawn a wide range of
contemporary issues and cultures which redefine the important
roles of leaders regarding organizational cultures and goals.
Edgar Henry Schein is a former MIT Sloan of the department of
management. During his tenure, he made various notable
achievements with regards to organizational development in
areas such as career development and organization culture. He
studied at the University of Chicago.
Sullivant, J. (2016). Building a Corporate Culture of Security:

8. Strategies for Strengthening Organizational Resiliency.
This book provides various strategies which are mainly
designed for organization resiliency as it provides the scholars
with the strategies which have been proven to be very effective
when it come to organizational culture. Most importantly, the
book provides a viewpoint of a leading expert in the field with
such integrated strategies which seek to convert such threats ad
hazards into various actionable security solutions.
Sullivant J was a known scholar who wrote various books
mainly touching on the organization's administrations together
with organizational culture and behaviors. He was a PhD holder
as well as a Masters holder in organization management.
Organizational Culture for Apple Introduction
American Public University
Michelle D. Morrow
Dr. Bari Courts
MGMT 603 Organization Developments
November 13, 2016
Introduction:
Apple Inc. is a globally known company for which manufactures
computers and its accessories. It has been noticed that the
company has been going through various changes in their
organizational culture as well a site organizational structure due
to various environmental changes and the need to stay in market
competitively. The company also is a fast growing and within a
little time; the management might become unable to keep and
maintain the operations of the organization's finance.
In this regards, the company has a need to evaluate its
organizational structure and most importantly their culture so as
to avoid acts of bankruptcy. In essence, with the company's
drive to perform very well in its market and to succeed in its

9. operations, the structure and culture ought to be transformed so
as to enable them to form a more competitive activity and
continue performing well in their market (In Meschtscherjakov,
In De, In Fuchsberger, In Murer, & In Tscheligi, 2016).
It is also quite coherent that Apple Company has undergone
major transformations in their critical time through various
restructuring processes which enable them to regain control of
their operations as well as finances which indubitably helps the
company in staying competitive on the global market.
Organizational Culture
The organizational culture of Apple is mainly based on the ideal
which entails self-motivated individuals who have the
willingness to work harder despite various issues which might
surround them. The unique apple company structure has
indubitably allowed the company to grow as well as react to
various quick changes when compared mainly to their
competitors. It can be denoted that the company’s culture which
had allowed the decisions to be made at the lower level enabled
them to grow fast as the changes were implemented whenever it
was deemed to be necessary offering them advantages.
Their policies as stipulated in their corporate headquarters
ensured that all the activities especially of the local employees
were made daily so as to ensure that the decisions being made
are in line with the needs of the company to satisfy their
customer's needs. By using this structure, the company had been
able to react to such quick issues which need quick responses
and enables the company to find solutions without involving the
corporate headquarters which would have taken a lot of time in
making such decisions (In Pelsmaekers, In Rollo, & In Jacobs,
2014).
With such cultural practices of the company in place, it is
coherent that the employees will maintain their acts of being
creative so as to ensure that they only produce the best and
unique products to enable them to be on top of the market and
win the entire market. Moreover, as the culture encourages acts
of innovations, the employees will have the abilities to explore

10. their talents fully in producing the unique goods for the
company which will be very appealing to the customers.
Apple Culture as a Descriptive Term
It is also quite coherent that the apple organization culture
mainly focuses on the employee's perception to their tasks and
whether they love being associated with the organization culture
or not. In ensuring that the employees are comfortable with the
culture, the employees are given freedom to come up with
policies which will enable them to carry out their duties
willingly and satisfactorily while ensuring that they achieve the
set organizational goals (Doshi, McGregor, & Kahlenberg,
2015).
In allowing the employees to work this way, they will be
encouraged to work together so that they can be able to come up
with a more acceptable and unique product of high quality
which will be appealing to the customers. This will indubitably
encouraged teamwork which will see the company improve its
productions and strengthened relationships among the
employees and the management. It as well leads to
encouragement of the innovations and inventions as they will be
putting together the different skills they have to come up with
the unique products (Alvesson, 2013).
Culture's Impact on Apple Inc.
The culture of Apple Inc. has been found to have various
impacts on both the employees and the management and to the
customers as well. It has generally impacted the organization
positively as it has enabled it to progress as the year’s moves.
With such cultures, the employees have come to understand
what they are expected of them and most importantly how to
handle various issues of the organization. This helps them in
achieving the set objectives of the company.
The culture as well as lead to establishing the major role of the
company and the methods which can be used in ensuring that
each role of the individuals are performed satisfactorily and
willingly so that it can be appealing to the customers. Notably,
by delegating some tasks to the employees as always being the

11. culture of the company, the employees will be able to have a
sense of identity and thus encouraged to work better and keep
such identity.
Notably, due to various activities which range from
decentralization in the various organizations, it can be noted
that Apple organizational culture has had positive impacts since
it ensures that the company despite any structural and
management changes, the organization culture is maintained and
keeps the company moving forward strong as always. This
ensures that the operations of the company do not tamper with
whatever the circumstances (Ehrhart, Schneider, & Macey,
2014).
Culture Creates Climate
With the organizational culture being depicted as the shared
perceptions of the organization by both the employees and the
management, the general environment of the organization as
well creates a place where it will determine if the employees are
comfortable not which will further have various impacts on the
production of the products in the company. In this regards,
creation of a good and appealing environment should be a
priority for the management so that the employees can be
motivated to work hard and achieve the set objectives. This will
also lead to customer satisfaction and most importantly a good
financial gain being realized by the company.
Creating and Sustaining Culture
Creating a culture is deemed to be a very good practice while
maintaining it moreover is very good. This is to say that
creating and maintaining a culture in an organization is very
important as it will dictate the direction in which the company
is operating to. In this regards, the creation of culture needs
serious thoughts as well as research analysis so as to understand
what exactly is needed and acceptable to the company in order
for it to continue performing very well. In essence, there are
measures which can also be put in place to ensure that the
culture is maintained and not just fade away days after its
creation.

12. Apple Inc.’s culture started when its founding fathers decided to
put into practice some of the activities they believed it would
help them to penetrate the market and become successful. Some
of the cultures were maintained while the being dropped, and
most importantly others being adopted into the company as it
proved to be very beneficial to the company and to the
customers as well. Generally, to come up with a new
organization culture, the management usually asks the
employees to come up with practices which they believe it will
help the organization to carry out its activities efficiently and
serve customers satisfactorily without straining so much. The
proposals sent will then be analyzed, and its applicability
checked so that the best ones are adopted and practiced. This
forms a basis of an organization culture (Anderson, 2012).
Notably, the employees as well are given times to visit the other
competitor's companies posing as the customers so that they can
keenly look at the way they are being served and then note
down such cultural practices practiced by the competitors. They
will then adopt some of the practices which look appealing and
then practice them also at their companies. Notably, they can
also be trained by the trainers hired by the organization
regarding the most acceptable practices which are mainly
anticipated of the employees of any company. In this regards,
such training will help the employees to understand the culture
which is associated with the most successful companies and in
that regards behave as expected.
Conclusion
In summing up, it is coherent that Apple Inc. culture is so
appealing and is evident in the fact that it had been able to
satisfy their customers and keeping them asking for more
products from them. The way they handled the customers are
professionally acceptable with the quality products make it even
more attractive to the customers. In this regards, it can be noted
that organizational culture is very beneficial since it enables the
employees to perform their tasks professionally and be able to
achieve the set organizational goals.

13. Recommendation
In order for the Apple Inc. to improve their organizational
culture as well, customers should be involved. This is to say the
customers should be asked on what they would like to see when
carrying out their business in the company and the interaction
they will like to experience while interacting with the
employees of the company. In this regards, the company will be
able to serve their customers well and in turn get sufficient
financial gains to expand into other regions.
References
Alvesson, M. (2013). Understanding organizational culture. Los
Angeles: SAGE.
Anderson, D. L. (2012). Cases and exercises in organization
development & change. Los Angeles: Sage.
Doshi, N., McGregor, L., & Kahlenberg, C. (2015). Primed to
perform: How to build the highest performing cultures through
the science of total motivation.
Ehrhart, M. G., Schneider, B., & Macey, W. H.
(2014). Organizational climate and culture: An introduction to
theory, research, and practice.
In Meschtscherjakov, A., In De, R. B., In Fuchsberger, V., In
Murer, M., & In Tscheligi, M. (2016). Persuasive Technology:
11th International Conference, PERSUASIVE 2016, Salzburg,
Austria, April 5-7, 2016, Proceedings.
In Pelsmaekers, K., In Rollo, C., & In Jacobs, G. (2014). Trust
and discourse: Organizational perspectives.