Running head: ANNOTATED BIBLIOGRPAHY 1

Annotated Bibliography of Apple’s Organization Change

Name

Institution
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Sofia, D. (2016). Apple Inc. Analysis: Planning, Organizing, Leading & Controlling. Retrieved

from: http://www.slideshare.net/SofiaDZ/case-study-apple-inc-61103768

Throughout this report, the writer has aimed to provide an elaborate if the four pillars of

the management. These are planning, leading, organizing as well as controlling of the

Apple Inc. These pillars of management are closely related to the organization change

which the firm needs to grow more in the future. Moreover, planning incudes a thorough

analysis of Apple’s strategic planning including the current strategies and the processes

which Apple use to achieve all of them. Additionally, idiosyncratic moves as well as

procedures have been deconstructed to comprehend the techniques and operations which

will lead to Apple’s global success now and in the future. Also, discussion made on the

previous and present CEOs’ impact on the culture and roles played by employees more so

on process of making decision and their motivation is helpful towards figuring out

organizational change which Apple deserve most in the future. All the company’s leaders

are presented along with their various leading methods more so when it comes to the

subordinates of the firm. Moreover, discussion of the controlling section and related with

Apple has been presented. It is essential to this case as it will help in figuring out

essential changes to make in this section towards driving the organization change desired.

Meyer, P. (2015). Apple Inc. Organizational Structure: Features, Pros & Cons. Retrieved from:

panmore.com/apple-inc-organizational-structure-features-pros-cons

Meyer appreciates the success which Apple achieved through Steve Jobs’ leadership. The

writer also notes the changes which Tim Cook to ensure that the firm fits into the current

market needs. Perhaps it is here where one can notice that the future of Apple Inc. needs

some organizational change. Meyer also notes the importance for Apple to improve its
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current capabilities by changing the organizational structure more so in the section of

creative design and innovation. It is through organizational change that such changes can

be realized. Moreover, the article gives three basic organizational structures which need

changes for the success to be achieved in the future. Finally, pros and cons of these

changes have been given which helps in figuring out ways to minimize risks which come

with these changes.

Csaszar, F. A. (2013). An efficient frontier in organization design: Organizational structure as a

determinant of exploration and exploitation. Organization Science, 24(4), 1083-1101.

The article tests and develops a model of how the organizational change in structure

influences the performance of the organization. Organizational structure is

conceptualized as a core factor which influences decision-making in a group of

individuals. It has also been shown to affect the number of initiatives which are pursued

by organizations including the omissions and mistakes or errors which are made by the

organization. The article also develops thrifty Process-Level Theory which connects the

organizational structure changes to the exploitation and exploration. At this point, the

writer develops a mathematical based model of decision making which combines the

process of information processing in the economic systems. The article then studies

various aspects and questions in the organization changes for instance the extent which

exploitation and exploration can be utilized by a single organization and its impacts on

the organization size on the change. It concludes with managerial insights which are

helpful to any business seeking to undertake change in its structure.

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Marengo, L., & Pasquali, C. (2012). How to get what you want when you do not know what you

want: A model of incentives, organizational structure, and learning. Organization

Science, 23(5), 1298-1310.

The writer shows the differences which exists between the economics of an organization

and evolutionary capabilities. He does so with an aim of showing an emphasis on the

importance of organizational change in ensuring better future of any organization. The

article presents a computational model which gives interaction between the incentives

and the allocation of decision rights within an organization. The writer shows that any

principal can successfully obtain the desired implementation of policies by use of

appropriate incentives or effective design of allocation of organization decisions when

the latter is more complex but cheaper. It is helpful as it shows the uncertainties which

the principal face due to environment, structure of the organization as well as incentives

as they all interact in a trivial manner. Thus, organization change is important to tune all

these factors appropriately.

Thomson, B. (2016). Apple’s Organizational Crossroads. Retrieved from:

https://stratechery.com/2016/apples-organizational-crossroads/

Thomson brings out the uniqueness of Apple Inc. right from the experienced and talented

employees, products’ design to the structure which it operates. The article also defines

the current form of organization structure which the firm uses. The writes goes ahead to

analyze the basics of unitary organization structure form used by Apple Company. He

also notes the weaknesses of this form and the changes which are necessary to be made in

the future. Article also notes the difficulty which exists in Apple more so when it comes
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to ensuring necessary changes. According to writer, the past Apple leaders used

minimum challenges to create a maximum gain and change though they could have done

much better. The article emphasizes on the areas which the leadership could have acted to

spur more change which could have made future Apple stronger than what is today. The

article hints the barriers which the previous Apple structure acted as a barrier towards

better future strategy. These are mistakes which the firm ought not to report again. By

identifying these failures of the structure one can be able to also identify the loopholes

which the current Apple structure has and necessary changes to make to ensure better

company for tomorrow.

Weick, K. E., & Quinn, R. E. (1999). Organizational change and development. Annual review of

psychology, 50(1), 361-386.

The article relates the current organization change with Stage Theory of organization

change. It analyses various reasons and instances which change comes in an organization.

It primarily emphasizes that organization change occurs in a step by step process as

suggested by Stage Theory. Thus, according to the writer change within an organization

follows given episodes. The article contrasts continuous change on basis of the implied

descriptions of analytical framework, organizing, intervention theories, ideal

organizations and the roles which the change agents play. Moreover, one could see the

way the article shows how the episodic change follows a given sequence termed as

Unfreeze-Transition-Refreeze, where by continuous change follows the sequence termed

as Freeze-Rebalance-Unfreeze. When one does analysis of this article, it seems that

conceptualization of the inertial underlie the choice so one could view change as
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continuous or episodic. It is this episodic change which Apple Inc. could come up with a

future strong Apple Inc. which leads in the market.