Introduction
Any organization is a complex mechanism, which consists out of multiple levels of subordination and departments while aiming at the achievement of the common goal related to the optimization of its processes and maximization of profits (Harvey 2015). Senior managers tend to take responsibility for the company’s course of action due to their dominating positioning in the corporation’s governance (Harvey 2015).
Nowadays, the enterprising manager has to have a vast range of characteristics to be able to comply with the company’s initial strategy (Daft & Marcic 2016). Critical thinking, analytical skills, assessment of the basic trends in the market, self-esteem, behavioral patterns, and attitudes have a substantial influence on the company’s performance and future potential for prosperity. Nonetheless, despite the importance of the senior management in the firm’s supremacy, the involvement of the middle managers in the process cannot be underestimated, as the majority of the decisions in the organization have a collegial nature (Daft & Marcic 2016).
In this case, particular attention has to be paid to the younger generation of managers in Apple, Inc., as they are able to bring novelty into the decision-making processes and increase the efficiency of the decisions in the current leader of the technological market.
Consequently, the primary goal of this report is to provide the rationale for the development of the critical skills of a manager and propose reasonable recommendations for the advancement of these competencies among younger employees in Apple, Inc. In this case, substantial attention has to be paid to aspects such as knowledge, skills, behaviors, and attitudes while providing a rationale for their selection. Furthermore, the development plan is introduced to ensure the achievement of the required matters, which will have a beneficial impact on the company’s success. In the end, the conclusions are drawn to summarize the findings and underline the paramount importance of this aspect to the sufficient functioning of the company and its financial prosperity in the future.
Enterprise Attributes
Knowledge
Firstly, knowledge implies a right set of principles, which will assist the company in increasing its awareness about the current situation in the market, strategic development, human resource practices, communication, and financial operations (Mulang 2015). In the modern world, data and knowledge could be regarded as the most powerful assets in the organization while paying attention to the employees’ training is a growing trend in HR (Mulang 2015).
In the context of Apple Inc., knowledge is one of the critical components, which defines the company’s competitive edge while differentiating itself from the competitors and it is a driver of the technological industry.
Despite the clarity of the definition, specific examples have to be provided to ensure the understanding of the concepts while depicting the most critical types of information. In this case, it could be stated that the ability to evaluate the position of the company in the market contributes to the profound risk assessment and evaluation of the continuous fluctuations in economics and industrial changes (Covello et al. 2013).
The knowledge increases the value of a professional as an asset, as he/she can help the company define its competitive edge while proposing creative and innovative solutions to the existent issues. In this case, critical attention has to be paid to this essential component, as it determines the company’s effectiveness in decision-making.
In the end, the rationale for the selection of this attribute is apparent, as the continuous alterations in the modern economy and changes define the primary competitors due to the potential impact on the decision-making principles, values, and behavioral patterns. Consequently, substantial attention has to be devoted to the development of a sufficient knowledge base among the younger generation of managers since they are viewed as a future of the company.
Skills
In turn, skills is another essential element, as it defines the aspects, which will have a beneficial influence on the company’s operations and success in the future. In this case, one of the examples is critical thinking and analysis as they determine the abilities of an individual to face controversial situations and find relevant resolutions to them due to the intensifying competitiveness of the technological market.
Nonetheless, it is vital to describe the essentiality of these aspects while using the examples from the organizational functioning, as, it will reveal the paramount significance of this feature to the company’s success. It remains apparent that critical thinking is an essential component in the company’s development, as it contributes to the analysis of the alternatives while selecting a suitable approach to increase the company’s profitability (Kallet & Kallet 2014).
Consequently, it has a beneficial impact on the development of the relevant commercial and business strategies, as the managers are able to identify distinct competitive advantages clearly. Meanwhile, this competence assists in the improvement of customer satisfaction due to the rapid response to the consumers’ complaints while increasing the percentage of clients’ returns (Hill & Alexander 2006).
Lastly, its correlation with innovation could not be underestimated since it implies introducing novel solutions and enlargement of the market shares (Write & Bruton 2010). In the context of Apple, this approach is advantageous for the development of novel devices and designs to comply with developing customer’s needs and desires while expanding the market share, niches, and growing customer’s loyalty base.
It could be concluded that the role of the skills cannot be underrated as another critical structural attribute since they determine the quality of the completed work while defining the level of customer satisfaction. The principles depicted above define the rationale for the selection of this aspect as an important attribute of the enterprise’s success. Meanwhile, the required skills and competences have to be delivered to the managers with the assistance of the seminars, training, and workshops, and this approach will assure the ability of the newcomers to implement theory into practice.
Behaviors
Furthermore, the vitality of behaviors cannot be underestimated, as their initial aim is the enhancement of the company’s competitive edge while cultivating particular actions as being acceptable. This aspect is defined by individual traits and features associated with self-efficacy and self-esteem, as these matters determine the position of an employee in a working group or society (Nelson & Cooper 2007). It is apparent that this aspect has a vital correlation with the company’s corporate culture and overall performance of the workforce due to the potential impact on the commitment and capabilities of the employees.
In the context of Apple, Inc., the firm’s primary values are related to combining simplicity with innovative solutions to attract the customer’ by exclusive design, technological features, and easiness in usage (Segall 2012). The prioritization of these aspects was the primary definer of the company’s initial success, as even the packaging supported these concepts (Segall 2012). Consequently, these matters have to be considered of high essentiality while cultivating particular behaviors within the organization among the young generation of managers.
In this case, these values have to become a part of the individual identity of an employee, as, this matter will define the overall behavioral outlines while having a critical impact on the determination, commitment, distinctiveness, and the ability and possibility to reach the established organizational values. In the end, it remains apparent that the development of behaviors, which are driven by the commercial values, have to be prioritized for the development of Apple, Inc., as it will have a beneficial impact on the firm’s organizational structure and profitability.
Attitudes
The last essential component is the attitudes among the employees, as it is the primary aspect to develop a well-established corporate culture with the right set of values. Nonetheless, this matter is highly related to the behaviors due to the existence of the uniting conceptualization principles, which imply the correlation with self-determination, identity, personal values, and self-efficacy (Nelson & Cooper 2007). In this case, the significance of the cognitive component cannot be underestimated to determine the role of emotions in decision-making and problem solving (Nelson & Cooper 2007). Consequently, a firm’s attitudes can be viewed as the doctrines, which drive particular actions of the workforce and have to be related to the company’s values and corporate culture.
In this case, attitudes could be viewed as a crucial component for the company’s functioning since it defines the atmosphere in the organization while ensuring the compliance of the organizational principles with social responsibility and corporate culture. In the context of Apple, Inc., the aspects related to the business philosophy and behavioral patterns, as the actions of the employees have to be driven by the particular attitudes to underline the vitality of innovation and simplicity as the company’s competitive edge.
In this instance, the emphasis on the corporation’s values and dogmas will have a beneficial impact on the company’s success and position in the market. Lastly, it remains apparent that the development of this practice among the managers can be achieved with the assistance of the education about the corporate culture on the seminars and training and while having these values presented during the everyday activities in the company.
The rationale for the Selection of Four Most Important Attributes
Despite the clarity of the provided principles, it is vital to offer reasons for the selection of the most important characteristics for the managerial development, as only the crucial ones have to be emphasized. It remains apparent that the assortment is determined by Apple’s commercial values, principles, mission, and competitive edge, as the compliance with these aspects, will have an advantageous influence on the company’s success and operations.
For instance, critical thinking and understanding of the market will affect innovation and development positively as these approaches will alter the understanding of the company’s values and the vision of the market (Kallet & Kallet 2014).
Meanwhile, the cultivation of the required attitudes among the workforce, which support the company’s values and organizational behavioral patterns, will contribute to the optimization of the planning and budgeting to maximize profits. It could be said that the described above have to be used as a combination to ensure the effectiveness of the managerial decisions and the establishment of the overall strategy and tactics for the maintenance of the competitive edge. Otherwise, the effectiveness of the development program will be questionable due to the interdependence between the components.
Recommendations for Development
In this case, the plan for the development and cultivation of the selected characteristics among the employees has to be established. Seminars and training could be regarded as an option to deliver and teach the skills and competences to the employees while combining the necessity to highlight the significance of the company’s values (Mulang 2015). As it was mentioned earlier, the workshops could be viewed as one of the alternatives to cultivating an understanding of the implementation of the theoretical principles into practice.
Furthermore, various case scenarios, which require critical thinking and decision-making could be regarded as another possibility, as they determine the ability of the managers to work in situations similar to reality. As for the development of the particular role models and attitudes, these principles could be delivered to the younger generation of managers with the assistance of the corporate culture, as it has a tendency to form the overall perception about the company’s values and functioning of the firm (Nelson & Cooper 2007).
Based on the factors provided above, it could be said that a special development program could be designed to be educated the new professionals about Apple’s values and organizational structure.
In the end, the proposed recommendations will have a beneficial influence on the development of individual traits and competencies to achieve individual and personal goals simultaneously. The interdependence between the selected components underlines the vitality of each of them to the firm’s profitability. Consequently, it has to be mentioned that equal attention has to be paid to each attribute to be able to ensure the delivery of these aspects to the individuals.
Conclusion
In the end, it could be said that role of the managers and the importance of their skills cannot be underestimated, as they have a tendency to form the organizational culture of the company while increasing the possibility of the achievement of the required objectives. It remains apparent that the role of each component cannot be underestimated, as each of them has a defining position for the company’s corporate philosophy.
In the context of Apple, the aspects have to be able to comply with the firm’s primary values such as innovation, modern, design, and simplicity, as these matters are the chief definers of the company’s success while determining the essentiality of creativity. In this case, the main attributes are associated with critical thinking, market understanding, and the attitudes and behaviors driven by the company’s values. It could be said that the development of these attributes among the younger generation of managers will have a beneficial impact on the company’s innovation and R&D.
Meanwhile, the strategies for the cultivation and development of the required skills, competences, and attitudes have to be introduced to educate the younger generation of managers and increase their awareness about the company’s culture and principles. In this case, the activities such as training and workshops have to be used to ensure the understanding of the required aspects while implementing them in practice simultaneously.
Furthermore, the corporate culture will have a beneficial impact on the development of the attitudes and behaviors in the company. Nonetheless, the attributes cannot be prioritized one over another due to their equal essentiality to the company’s success and relevancy of decision-making.
Reference List
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Daft, R & Marcic, D 2016, Understanding management, South-Western Cengage Learning, Boston.
Harvey, J 2015, Complex service delivery processes, ASQ Quality Press, Milwaukee.
Hill, N & Alexander, J 2006, The handbook of customer satisfaction and loyalty management, Gower House, Hampshire.
Kallet, M & Kallet, M 2014, Think smarter: critical thinking to improve problem solving and decision-making skills, John Wiley & Sons, Hoboken.
Mulang, A 2015, ‘The importance of training for human resource development in organization’, Journal of Public Administration and Governance, vol. 5, no. 1, pp. 190-197.
Nelson, D & Cooper, C 2007, Positive organizational behaviour, SAGE Publications, London.
Segall, K 2012, ‘The secret of Apple’s success: simplicity, The Guardian. Web.
Write, M & Bruton, G 2010, The management of technology and innovation: A strategic approach, South-Western Cengage Learning, Boston.