Running Head Apple Organization 3Apple organizationSt.docx

Running Head: Apple Organization
3
Apple organization
Student Name
Institutional Affiliation
Apple Organization
Apple delivers the best user experience evident in their
products, but still, there are still crucial areas within the facets
of the organization that needs improvement and design. Despite
leading concerning innovation all over the world, Apple is in
dire need of strong marketing vision to spearhead the company
forward regarding development. It is important to acknowledge
the fact that Apple has outstanding pricing strategies with
commitments to designing each foundation of its hardware to
produce compelling customer electronic experience.
Primarily one of the areas that need improvement in Apple is
pricing. Despite the fact that Apple offers the best user
experience in their products it is also however crucial to
acknowledge the fact that their products are getting increasing
exorbitant in developing economies. By all accounts, it is not
possible for everyone to afford their products, therefore, cutting
down the prices a little bit would contribute profoundly in
leveraging the companies’ profits regarding distribution and
sales.
Consequently, entering other markets is a big challenge for
Apple. Innovations dealing with wireless headphones and Apple
TV, for instance, has become a thing of the past since Apple is

limited and reluctant in exploring other market basements. It is
crucial to note that with the expertise and experience they have
in their industry it appeals to logic if they persist in limiting
themselves to specific products.
Besides distribution of cash, the international warranty also
needs a lot of improvement and design. Currently, a different
warranty is limited to specific areas for instance instead of
services for assurance are offered in particular countries.
Finally, Apple organization has not pushed the agenda of
acquisition front until the now specific specification is vital in
ensuring the improvement of the company.
Reference
Kaplan, R. S., & Norton, D. P. (1995). Putting the balanced
scorecard to work. Performance measurement, management, and
appraisal sourcebook, 66, 17511.
Running Head: Conflict Resolution in HR 1
Conflict Resolution in Human Resource Management
By (Writer’s Name)
Course
Professor
Name of the Institute
October 21, 2017

Part A
Briefly, describe the elements of Group Dynamics and give at
least 2 examples of conflict resolution within an HR context.
Group Dynamics
Grouping of more than two person having mutual goals, values
and are independent relationship refers as a group. There are
different types of groups depending on their work, nature, and
goals. In this question, we deal with the business group in
human resource management. It is important to see that
acceptance, leadership, purpose, and communication is four
aspects which form a group. A common observation is that in
routine, we see two or more then persons collaborate and
communicate with each other for meeting a mutual or individual
goal. Thus, this formation of people in form of group leads the
debate towards group dynamics (Malcolm Martin, 2016).
The term group dynamics refers to the complex system of
different social and psychological factors which arises between
groups during a course of an action. It is important to study
group dynamics in human resource management because this
field is all about human management. Thus, the study of
different group dynamics ensures the understanding of decision-
making process, identify the causes of problems, developing
new therapy techniques and new techniques in behavioral
therapies (Greg L. Stewart, 1999).
It is important to consider different personal, intergroup and
intragroup factors which may affect the working of people in a
group. these include personal factors like value systems, self-
image, interpersonal includes ideas and assumption of others,
the role of a person in a group, communication and the extent to
which group members know each other. Further, environmental

factors include physical atmosphere, the body language of group
members, vocabulary and speech.
Elements of Group Dynamics
According to different theories, elements of group dynamics
vary. According to Tuckman’s group dynamics comprised of
five elements;
1. Forming: it is an initial and as clear through the title, is very
start of a group. Group members do not know each other, values
and goals are not established yet. It is a period of openness and
familiarity.
2. Storming; this is the most conflicting stage of the group in
which group members fight for each power and establishing a
mutual set of goals and values. If in that stage, conflict is not
solved, the group shatter or remain ineffective.
3. Norming; this stage characterized as agreement on issues.
Group members develop an understanding of goals and value
each other. Responsibilities also divided among group members.
4. Performing; at this stage, all group members reach an
agreement. Conflicts are resolved through understanding each
other’s role and need in a group.
5. Adjourning; this refers the demobilization of group members.
The group falls apart and group members choose their own way
to work.
Conflict Resolution
It is important to see that conflict arise due to incompatibility
among group member’s ideas, values, assumption to solve an
issue and their rigid views to perceive an idea. There are two
aspects to deal with the conflict, positive and negative. The
positive side is that when group member contradicts with each
other, they allow themselves to think more analytically. This
often ends in terms of the productive solution of problems. On
the other hand, the negative aspect is that when during a
conflict people do not communicate, misunderstand increases
and power of the group to work failed. Thus, there exist many
techniques and strategies which can be used to solve the
conflict in a group. Conflict resolution strategies are

collaboration, compromise, avoidance, accommodation, and
competition. Each varies according to its nature and use in a
context (OD Network, 2012).
In the context of human resource management, the possibilities
are endless of conflict. There are numerous reasons for conflict
among people at the workplace. The first is related to lack of
information about a specific issue and event. In this way,
supervisor and other personnel cannot tackle the situation aptly.
Further, the absence of information creates the problem as well.
The second example is related to personal issues. For instance,
an employee can rudely behave and does not act properly at
workplace due to a personal issue. This act of his leads him
towards low grading in an evaluation process, this will create a
conflict between the employer and the employee (Jon M.
Werner, 2011).
Part 2
Project Management
Human resource development is very important in any
organization for tackling many issues related to the firm. There
is need of human resource specialists to cooperate and links all
the units of organizations in one wire. It is a networking
approach in which people effectively interact with each other
(Jon M. Werner, 2011). It is important to see that people
encounter conflict while working with each other. It is common
in our daily tasks as well. For example, during my high schools,
we assigned a group activity in which we should explain views
of people. That assignment related to the gender roles in our
society. This is very interesting, dynamics and vast topic.
We also required interview data of subjects belonging from
sexes. The matter of the fact is that big issue arises when
outlined the required data. Each person had its own thinking and
logic to include or exclude any point from the assignment.
Being a group leader, I decided that each person in a group
wrote an outline. Each outline could be assessed, similar points
would be added without any issue. While conflicting points
would be added and excluded after reviewing them according to

their importance in the paper. Further, I decided a number of
people we interviewed and allocate each person two subjects to
interview and record data.
Thus, all work done in a logical manner. Planning, organization,
and implementation are three techniques which I employed to
complete that paper. Again, it is not a one-man task. The
conflict can be solved when group members have trust and
understanding. Refusing the idea of the person require a unique
aspect as well which I learned in that time. When group
members do not like an idea, the possible solution is that to
postpartum that idea in the presence of the person. Thus,
include the related points and refuse the other. This will not let
down the other person.
Communication is another important skill which enhances the
working of the group to achieve a goal. The capacity to convey
data precisely, clearly and as planned, is an ability and
something that should not be ignored. For instance, the capacity
to talk properly with a wide range of individuals whilst keeping
up great eye contact, show a varied vocabulary and mold your
language to your audience, listen adequately, introduce your
thoughts properly, compose definitely and briefly and function
admirably in a gathering all require great interpersonal abilities.
A significant number of these are essential abilities that
businesses look for. It is also important to see that
communication skills are also important for interacting socially
with other people. During that project when we ignore we did
not want to include a specific point presented by a group
member, communication was a source to settle the situation. We
spoke clearly and openly which avoided misunderstandings
among group members.
Reflection
It is important for a human being to work together to achieve
something in social or business settings as well. This causes the
development of conflict among team members due to a different
reason. For completion of a project, conflict resolution
strategies, analytical skills, risk assessment and communication

skill are important. There are so many events in our life in
which we cannot communicate and interact with others
effectively. Social conditions are more complex and difficult for
communication and interacting with others as compared to
business settings. In this situation, it is difficult to understand
and perceive people’s attention.
References
Greg L. Stewart, C. C. (1999). Team work and group dynamics.
London: J. Wiley.
Jon M. Werner, R. L. (2011). Human Resource Development.
Boston: Cengage Learning,.
Malcolm Martin, F. W. (2016). Human Resource Practice.
London: Kogan Page.
OD Network. (2012). Handbook for Strategic HR: Best
Practices in Organization Development from the OD Network.
New York: AMACOM Div American Mgmt Assn.
Running Head: HR Supports Organizational Management 1
HR Supports Organizational Management
By (Writer’s Name)

Course
Professor
Name of the Institute
October 21, 2017
Question 1
Give examples of the main organizational objectives that the
HR function is responsible for delivering and briefly explain
how these have evolved/are evolving in contemporary
organizations. In your answer, provide a brief justification for
managing HR in a professional, ethical and just manner
The matter of the fact is that at the initial level, business
organizations have personnel department which did tasks related
to hiring and firing of people. With the passage of time, with
changing needs of business organizations, this department
divided into human resource management and human resource
development. This becomes a part of a company’s strategic
planning and development. The matter of the fact that functions
of human resource department change according to objectives of
an organization. Now, then the existence of mullet-cultural
employees, the process of hiring become crucial and complex at
the same time (Arthur, 2012).
Hiring employees become a totally different job. At each phase
of the contracting procedure, businesses must be mindful so as
not to wrongfully victimize candidates for the position.
Planning, development, and implementation of policy are basic
functions perform by human resource department. With the

passage of time, human resource department undergoes
numerous changes. The wave of globalization implies
challenges in this field as well. The issues of race, gender,
ethnicity and personal rights create new challenges on legal
grounds. International organizations impose many legal and
ethical frameworks which protect both rights of employees and
organizations as well (Armstrong, 2009).
Provision of equal opportunities and the fair environment is
very important for increasing efficiency and productivity of
employees and it a vital function of human resource managers in
a workplace. For example, a company’s objective is to enhance
their product quality, increase its market share through an
effective marketing strategy and expand its product globally,
then it is the function or duty of human resource professionals
to identify the talent, provide a competent and equal
opportunities for each employee to work fully and develop
values and work ethics which each employee agree and follow.
Thus, we can see that the role of human resource management
changes in contemporary organizations.
Question 2
· Give a brief summary of two different ways HR objectives can
be delivered in organisations.
· Analyse how the HR function varies between organisations in
different sectors and of different sizes.
Human resource development is very important in any
organization for tackling many issues related to the firm. There
is need of human resource specialists to cooperate and links all
the units of organizations in one wire. It is a networking
approach in which people effectively interact with each other.
The importance of human resource management is not denied in
any organization. These are important for managing both the
human as well as physical resources of the company. The
allocation of resources is very important in every organization.
This kind of management is important because through this an
organization can tackle different issues and make suitable
choices according to the situation.

This role is evidently lacking in the organization which shows
its objectives related to HRM. The function of human resource
management comprised of outsourcing, management of strategic
planning, change agent and managing people in a workplace.
The matter of the fact is that role of human resource department
changes according to nature of organization like retailer or
manufacturing firm, according to size small and large size
firms, and according to a sector like public or private sector.
For example in public sector firm, it is necessary for human
resource professionals to establish clear and transparent criteria
to evaluate the performance of employees, provide an equal and
indiscriminating environment for working, prepare legal
policies related to workplace issues which protect both
employees and employers’ rights (Julie J, 2015).
On the other hand, the role of human resource management
becomes different as compared to multinational organizations.
Multinational organizations have standards which are globally
established and use benchmarking to meet the criteria of
development and accountability. Multinational organizations
use international standards rather focusing on regional or state
level rules and regulations. Thus, in that level, legal issues,
ethical issues, and workplace environment are important
considerations of human resource department (Julie J, 2015).
Question 3
Your CEO has asked for a report on the contribution of the HR
function to the business. In preparation for the report, give a
brief summary of the criteria and methods you would use to
evaluate the HR function’s contribution, e.g. the balanced
scorecard, effective HR metrics, survey tools, line manager and
employee perspectives.
The method of evaluation and appraisal is important for
measuring the performance of employees and affectivity of
different techniques and approaches towards goal
accomplishment. There exist many methods and techniques
through which we can measure the function of human resource
professionals in organizations. But firstly, we enlist functions

of HR management, these include consumer satisfaction,
provide training and mentoring to develop skills among
employees, it enhances employees’ satisfaction and overall
performance index.
There are many factors which we should consciously consider
like nature of the company, availability of data, scoring rubrics
and performance indicators. For them reporting the role and
measure the function of human resource in the company, I will
use HR Metric to measure its different roles. HR metrics
include planning of resources and talent, development of talent,
employees’ relations and employee’s engagement and delivery
of services. All these are a different aspect which describes the
role of human resource management in an organization. This
metric is comprehensive in nature and covers a wide range of
functions and services.
Further, for measuring this productivity of these services,
survey method is used both for consumers and employees. The
matter of the fact is that survey by employees and senior
management informs the positive role of human resource
professionals in the organization, further, they provide first-
hand knowledge which is valuable and authentic. On the other
hand, data from consumer inform us another side of the penny.
The survey method is important in this context because we can
gather information from both stakeholders in the same time
(Armstrong, 2009).
Question 4
You will be given an article by your tutor/trainer that identifies
and evaluates research evidence linking HR practices with
positive organizational outcomes.
The debate about human resource management’s role and
affectivity is not a recent issue. It has established as a multi-
functional department which requires a series of change to
enhance the working of human resource department in an
organization. Therefore, I selected an article which encounters
different challenges and issues which affect the outcomes of
human resource management. The article by Stone & Deadrick

argues that there are two ways to view challenges in this field.
The emerging challenges provide new opportunities for learning
as well. For getting success from these opportunities, we must
adopt new techniques to tackle the current issues (Dianna L.
Stone and Diana L, 2015). The sole aim of the article is to find
out different challenges in the field of human resource. The
underline purposes are an identification of different challenges
and proposed solutions to these problems because human
resource department is crucial for the development of an
organization.
This article gives an overview of a wide variety of issues in the
world of human resource management including ethnic issues,
diversity, executives’ role and workplace discrimination. This
article illustrates different challenges and emerging
opportunities for HR people with the help of empirical and
peer-reviewed articles. For example, the writer quotes Cohen
(2015) for explaining the future of HR management in these
words, “the field has come a long way from the profession of
“welfare secretary”, but also indicates that the nature and
development of competencies in the field must be addressed if
HR is to reach its true potential as a strategic business leader”
(p. 144). After reviewing the article, I agree with the writers
that the field of human resource management is undergoing a
drastic change due to globalization, domestic diversity,
technology and shift in the economy (Dianna L. Stone & Diana
L, 2015). This article is a good example of different issues
faced by human resource. The data is based on empirical
responses of the stakeholders. Thus, this article is useful for
describing different issues and proposing solutions to these
problems.
Reflection
Questions included in this assignment are very comprehensive
and required a great deal of analytical and synthesis skills. This
assignment gives information about different aspects of human
resource management which give me a chance to apply them in
practical life, with conscious efforts.

References
Armstrong, M. (2009). A Handbook of Human Resource
Management Practice (11th Edition). London: Kogan Page.
London:: Kogan Page.
Arthur, D. (2012). Recruiting, Interviewing, Selecting &
Orienting New Employees. New York: AMACOM Div American
Mgmt Assn, .
Dianna L. Stone and Diana L, D. (2015). Challenges and
opportunities affecting the future of human resource
management. . Human Resource Management Review ,, 139-
145.
Julie J, C. (2015). The emergiung role of HR in Boardroom.
People Strategy, 36-45.

AR1 ASSIGNMENT REPORT
UNIT NO.
5DVP
NAME:
COHORT:
HRM1STi
WEEK:
One
UNIT DATE:
13th August 2017ASSESSOR COMMENTS
Provide rational for judgments against each assessment criterion
and identify areas for development
PASS
REFER
FAIL
ACPart CASSESSOR COMMENTS
PASS
REFER
FAIL
1.2
An explanation of group dynamics and two examples of conflict
resolution
A full explanation of group dynamics and examples of conflict
resolution are provided – but see comments below
REFER
2.1

Project management techniques are defined
A full definition of project management skills are defined
REFER
2.2
Problem solving skills are considered
Consideration to problem solving skills are considered
PASS
2.3
Demonstration of influence, persuasion and negotiation skills
are explained
A demonstration of influence, persuasion and negotiation skills
are explained
PASS
Part A:
This was an interesting report, full of useful and relevant
information, particularly because of the focus on your own role
and personal development. Although you included the word
count of your reflection in the total, this has been accepted, as it
develops further some of the comments in the report itself.
Part B:
You have provided another useful and interesting discussion of
your strengths and gaps, although this section is rather lengthy,
at the expense of your Plan and Record. The Plan and Record
have been accepted, but you should note that your goals are not
very workable – for instance, ‘MS degree by 2020’ should be
broken down into much more manageable and measureable
chunks of activity, with individual objectives stated within this,
each with its own timeline and criteria for achievement.
Nevertheless, you seem to understand the principle behind this
activity, and the work has been accepted.
Part C:
You have made a good start here, with an account of group

dynamics and Tuckman’s model. You have also provided 2
examples of conflict situations – ‘lack of information’ and
‘employee rudeness’.
However, you have not said how you would resolve these – the
question is about conflict resolution. You need to add this, for
each example.
You have also made a good start on Part 2 – however, there are
elements missing here. You have not covered enough of the
components given in the brief: for example, identifying
resources, costing, how you planned to measure your success.
Remember, this needs to focus on you, and what you, yourself,
did in this project, to lead it to a successful conclusion.
Well done, so far,– we look forward to receiving your revised
Part C in due course.
Please ensure that when you resubmit your work that you
clearly highlight your revisions to make it easier for the
assessor to identify the changes.
You have referenced your sources within the narrative, but you
should also cross reference these in a full list at the end of the
reports, and you have provided comments as to how you will
transfer your new learning back into your workplace.
Assessor name:
Decision:
PASS
REFER
FAIL
Date: 29 Nov 17

1
AR1 ASSIGNMENT REPORT
UNIT NO.
HRF
NAME:
COHORT:
HRM1STI
WEEK:
One
UNIT DATE:
13th August 2017
ACPart BASSESSOR COMMENTS
PASS
REFER
FAIL
1.1Identification of major organisational objectives that the HR
function is responsible for delivering
Organisational objectives for which HR is responsible have
been identified
PASS
1.3Justification for managing HR in a professional, ethical and
just manner
The management of HR in an ethical, professional and just
manner are justified
PASS
2.1Ways in which HR objectives can be delivered
Please see comments below
REFER

2.2Analysis of how the HR function varies between
organisations
A full analysis of how the HR function varies between
organisations has been provided
PASS
3.1Evaluation of the HR function to include the balanced
scorecard, metrics, survey tools etc
REFER
4.1
Identification and evaluation of research evidence linking HR
practices with positive organisational outcomes has been
included.
REFER
4.2
Explanation of how high-performance working
and investment in human capital impact on organisational
practice is provided
REFER
First of all, , please remember to include your word count on
the front page. Please also use single line spacing and not
double. Thank you.
You have made a good start on this report, overall, with some
useful and valid comments around ways in which HR supports
organisational performance. However, the work is too brief at
present (less than 1300 words of your own narrative, excluding
the CPD comment), and there are elements that are missing.
You therefore need to do the following:
1. Q2, AC 2.1. You seem to have provided only one example of

how HR can be positioned within an organisation, referring to
‘HR specialists’. However, even this is confusing, since you
then say it is a networking approach. You need to clarify this,
and then provide a second example.
2. Q3, AC3.1. You seem to have misunderstood what is required
here. For instance, you say that ‘HR metrics include
planning….development of talent….[and so on]. This is not
correct – it is the data from the metrics that is used to make
plans or develop talent. You need to discuss sources of data,
such as absentee rates, retention, KPIs, the balance scorecard
and so on, and say how useful they are to the organisation in
providing relevant and useful information. Your section on
survey methods has been accepted.
3. Q4, AC4.1 and 4.2. This is rather confusing – you seem to
have chosen your own article to discuss? You cannot do this.
You need to use the article that was discussed in class – the one
about 3M, Infosys and Schlumberger. You also need to
complete the last task in this section, with a short discussion
about HPW and investment in people.
Well done, so far, , we look forward to receiving your revised
work in due course.
Please ensure that when you resubmit your work that you
clearly highlight your revisions to make it easier for the
assessor to identify the changes.
You have referenced your sources within the narrative, but you
should also provide a list at the end of the report; you have
provided a comment as to how you will transfer your new
learning back into your workplace.
Assessor name:
Decision:
PASS
REFER

FAIL
Date: 29 Nov 17
2
W3 Assignment 1 "Final Project – References"
· Final Project – References
Benjamin Franklin once quoted, “By failing to prepare, you are
preparing to fail.” This week’s written assignment is designed
to ensure you stay on track with your final project and have
adequately researched your organization of choice and planned
intervention. For this week, provide a set of references you
have read in preparation for your final project.
Each reference should include the following:
· APA formatted citation of the source as it will appear on your
References page
· A brief description of the source
· A short summary of its primary points or arguments
· A brief explanation of how the source is relevant to your
project
A minimum of 5 references is required for this assignment.

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