Managing People - HR7SL64O

Exploring HR Models and Effective Leadership in Apple Inc.: A Critical Analysis of Alienation,
Motivation, Commitment, Engagement, Professionalism, Team Working, and Ethical
Approaches

Module : HR7SL64O
Student ID : 21598794
Lecturer : K A D Olivia
Word count : 2,245
Submitted : 04/04/2023
Number of pages :16
Student Name: R M Krishan Menaka Hunukumbura
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Executive Summary

The Human Resources Management (HRM) procedures and effective leadership

philosophies used by Apple Inc. are examined critically in this paper. Any business must
have HRM since it has a significant impact on employees' levels of engagement,
motivation, and dedication. The paper emphasizes the hard and soft HR models, the
value of self-direction, commitment, trust, and self-regulated behavior in HRM, and how
effective leadership may achieve corporate goals while respecting moral standards,
fostering cooperation, and displaying professionalism.The study examines how HR
ideas are applied in the workplace and how soft and hard HR techniques are combined
by Apple Inc. to address alienation, motivation, commitment, and engagement at work.
The report also examines the limitations and flaws in the HR paradigm and suggests
remedies. The report concludes with suggestions for Apple Inc.'s promotion of human
resource development and enhancement of its human resources, stressing the
advantages and potential of the company.
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Table of Contents

Executive Summary 2
Table of Contents 3
1.0 Introduction 4
1.1 Purpose and overview of the report 4
2.0 Critical Examination of HR Concepts 6
2.1 Overview of Soft and Hard HR Models 6
2.2 Addressing Alienation, Motivation, Commitment, and Engagement at Work 7
3.0 The Role of Effective Leadership in Fulfilling Organizational Objectives 9
4.0 Strategies to Overcome Challenges 10
4.1 How Apple Inc Applies HR Models in Practice 10
4.2 Challenges and Limitations in Effective Leadership 11
5.0 Conclusion 13
5.1 Recommendations 13
References 14
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1.0 Introduction

Apple Inc., which was established in 1976 by Steve Jobs, Steve Wozniak, and Ronald Wayne, is
renowned for its ground-breaking goods and solutions, such as the iPhone, iPad, and MacBook.
As of 2022, Apple Inc. had a market valuation of more than $2 trillion, making it one of the most
valuable firms in the world. It is critical to evaluate the company's HRM practices and effective
leadership philosophies as it continues to expand and develop. A crucial component of any firm
and a key factor in business performance is human resource management (HRM). The function
of successful leadership in HRM at Apple Inc. can be analyzed and discussed using effective
HRM practices and leadership philosophies established by a firm.

Human resource management (HRM) is a critical component of any business and has a
significant impact on motivation, dedication, and engagement levels of employees, thereby
influencing overall business performance. Apple Inc. is a prime example of a successful
company that prioritizes effective leadership and ethical corporate conduct, with a focus on
diversity, inclusion, and talent development. The company has established an internal diversity
and inclusion council and invests in training and development opportunities for its staff.
Additionally, Apple Inc. has a strong performance management system in place that offers
coaching and feedback to employees and rewards top performers with promotions and other
opportunities (Apple Inc, 2023).

1.1 Purpose and overview of the report

● Provide an overview of hard and soft HR models.

● Emphasize the importance of self-direction, commitment, trust, and self-regulated
behavior in HRM.
● Discuss how strong leadership can advance organizational goals while upholding moral
standards, encouraging cooperation, and exhibiting professionalism.
● Apply these concepts to Apple Inc.'s HRM practices to promote employee engagement
and spur creativity.
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● Conclude with suggestions for how Apple Inc. should support human resource
development and further improve its human resources.
● Highlight the firm's advantages and areas for development.
● Provide suggestions for how the company may keep leading in the fiercely competitive
tech sector.
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2.0 Critical Examination of HR Concepts

2.1 Overview of Soft and Hard HR Models

The soft and hard HRM models have been the subject of discussion between academics and
practitioners for many years. The hard HRM paradigm prioritizes performance management,
productivity, and strategic fit, whereas the soft HRM model prioritizes employee development,
commitment, and trust. However, there are some drawbacks and restrictions to both models that
must be taken into account.The soft HRM model has drawn criticism for being overly idealistic
and not being in line with the organization's corporate aims and objectives. Some academics
contend that the soft HRM approach underplays the significance of accomplishing organizational
objectives and enhancing company success (Guest, 2017). This is especially crucial in the highly
competitive corporate climate of today, when firms must be effective and productive in order to
survive. Additionally, managing workers who lack motivation or the abilities necessary to do
their tasks well may not be possible using the soft HRM paradigm.

However, the hard HRM framework has also come under fire for being overly
productivity-focused and failing to recognize the value of employee wellbeing and job
happiness. According to academics, this paradigm can cause staff burnout and turnover, both of
which can negatively affect organizational performance (Gratton et al., 1999). Additionally,
managing workers who need more freedom and empowerment at work may not be possible using
the traditional HRM approach.

Overall, it's critical to remember that both soft and hard HRM models have their flaws, and that
firms must think about combining the two to manage their workforces successfully. This can be
accomplished by creating a human resource strategy that is in line with the aims and objectives
of the company while simultaneously emphasizing the value of employee happiness and
well-being. (Guest, 2017).
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2.2 Addressing Alienation, Motivation, Commitment, and

Engagement at Work

One of HRM's main issues is how to deal with alienation, motivation, commitment, and
engagement at work. Armstrong and Taylor (2014) contend that while alienation occurs when
workers feel disconnected from their work, motivation relates to the desire to put out effort and
achieve the desired results. Since they have a big impact on employee productivity, work
satisfaction, and organizational performance, the notions of alienation, motivation, commitment,
and engagement are essential to HRM. However, there are a number of opposing viewpoints on
these ideas that should be taken into account.

First of all, it is too narrow to define motivation as the desire to exert effort and achieve the
desired goals. According to some scholars, motivation is a complicated and diverse concept that
defies easy description (Deci & Ryan, 2008). They contend that intrinsic motivation, which
derives from within a person, is more enduring and productive than extrinsic motivation, which
derives from rewards from the outside world. HRM should therefore concentrate on promoting
intrinsic motivation by giving workers chances to engage in meaningful work, advance their
abilities, and feel autonomy and self-determination.

Second, the idea of alienation is frequently viewed as a detrimental effect of the workplace, when
individuals feel cut off from their jobs, their coworkers, and the business as a whole. However,
some experts contend that alienation can also have advantages, such giving workers a sense of
autonomy and independence from their jobs (Seeman, 1959). Therefore, HRM should think
about the potential advantages and disadvantages of alienation and create plans that strike a
balance between worker autonomy and business goals.

Thirdly, the idea of engagement is frequently seen as a successful outcome of the workplace,
where workers are enthusiastic and invested in their work. Some experts contend that
participation might have unfavorable effects including work addiction and burnout (Schaufeli et
al., 2002). In order to create strategies that support work-life balance and wellbeing, HRM
should take into account the potential dangers and rewards of participation.
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Finally, the idea of commitment is frequently regarded as a crucial element in maintaining staff
morale and achieving organizational success. However, some experts contend that employees'
blind loyalty to a company can cause them to ignore unethical or harmful actions (Meyer &
Allen, 1997). HRM should therefore encourage critical commitment, which is characterized by
employees who share the organization's values and goals but who also have the guts to speak out
against unethical behavior.
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3.0 The Role of Effective Leadership in Fulfilling

Organizational Objectives

In order to help a company achieve its goals while upholding ethical standards, effective
leadership is essential. This part will look at how strong leadership can assist organizations in
identifying and achieving their goals in a way that is consistent with their ethical principles. The
following impacts on the company can be brought on by effective leadership;

● Effective leadership can establish a clear vision for the organization and align it with
ethical values to guide decision-making and actions (Northouse, 2018).
● Leaders can create a culture of ethics by modeling ethical behavior and reinforcing
ethical values through communication and rewards (Trevino & Nelson, 2016).
● Effective leaders can facilitate the identification of organizational objectives that align
with ethical values and prioritize them to guide decision-making (Bass & Bass, 2008).
● Leaders can engage employees in the process of identifying and fulfilling organizational
objectives to increase their commitment and motivation to ethical behavior (Brown &
Treviño, 2006).
● Effective leadership can also monitor and evaluate organizational objectives to ensure
that they adhere to ethical standards and adjust them as necessary (Northouse, 2018).
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4.0 Strategies to Overcome Challenges

Organizations can use a variety of techniques to overcome these obstacles. To ensure consistency
and fairness, for instance, HR policies and procedures might be matched with company
objectives. To enhance managers' abilities to utilize HR models, training and development
programs might be developed. Regular review and feedback can be used to assess the efficacy of
HR procedures and pinpoint areas for development (Kramar, 2013).

Overall, Apple Inc. has been able to address alienation, motivation, commitment, and
engagement at work by adopting a combination of soft and hard HR models and putting into
practice effective strategies to overcome obstacles. This has contributed to the company's success
as one of the most innovative and valuable technology companies in the world.

Organizations can use a variety of techniques to get beyond these obstacles. For example, leaders
can be taught in HRM principles and practices to ensure that their decisions are aligned with
organizational goals and are fair and unbiased. The effectiveness of leadership techniques and
areas for development can also be measured through regular review and feedback (Boxall &
Purcell, 2016). Moreover, firms can employ diversity and inclusion programs to foster a more
inclusive and equitable workplace culture, which can assist to reduce bias and promote justice in
decision-making.

4.1 How Apple Inc Applies HR Models in Practice

Achieving organizational goals and upholding ethical standards in Human Resource

Management (HRM) depend on effective leadership (Boxall & Purcell, 2016). Leaders are
essential in establishing organizational culture, inspiring workers, and fostering teamwork,
professionalism, and moral approaches to human resource management (Guest, 2017). Tim
Cook, the CEO of Apple Inc., is renowned for his style of leadership, which emphasizes
creativity, teamwork, and moral conduct in business (Lashinsky, 201). Cook's management has
been crucial to the company's success in the tech sector, which has been acknowledged
internationally.
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Apple Inc.'s innovation-focused culture is one example of how the company exhibits good
leadership. The company's flat organizational structure encourages teamwork, innovation, and
taking risks. The leadership team's dedication to innovation and instilling a sense of purpose in
people is what fuels this culture. Apple also places a lot of emphasis on professional
development, providing employees with chances to advance their careers and sharpen their skills.
Effective leadership in HRM does, however, face some difficulties and roadblocks. Managing
diversity and inclusion in the workplace is one of the major issues. Leaders must be aware of any
biases or prejudices that might exist inside the company and take action to foster a more diverse
and inclusive work environment (Lengnick-Hall et al., 2008). Managing employee engagement
and motivation is another difficulty, particularly during times of corporate upheaval or
uncertainty. Effective communication, trust-building, and giving staff clear guidance are all skills
that leaders need to possess (Armstrong, 2012).

Leaders can use techniques like diversity and inclusion training, mentoring initiatives, and staff
appreciation programs to address these issues (Guest, 2017). As the leader of the organization,
the s of the USA, the s of the USA and the USA (Boxall & Purcell, 2016).

4.2 Challenges and Limitations in Effective Leadership

Notwithstanding the significance of good leadership in HRM, this strategy has a number of
drawbacks and difficulties. The possibility of prejudice and inconsistent decision-making is one
of the major obstacles. This might happen when leaders lack enough HRM training or when they
have personal biases that affect their judgment (Boxall & Purcell, 2016). Another obstacle is
assessing leadership performance, particularly in terms of employee happiness, engagement, and
motivation (Guest, 2017). Other challenges include;

● Opposition to Change: One of the biggest issues faced by leaders is resistance to change.
Employees, stakeholders, or even other leaders within the company may oppose a leader.
● Lack of Resources: Leaders must also contend with a resource deficit. Financial, human,
or technological resources may all be included. Leaders may find it difficult to
accomplish their aims and objectives without the required resources.
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● Good communication is essential for effective leadership. Yet, communication can be

difficult, especially in huge organizations or when dealing with complex topics.
● Cultural differences: Companies may function in a variety of cultural contexts, which can
make it difficult for leaders to be effective. Leaders need to be able to recognize, respect,
and adjust their leadership style in light of cultural variations.
● Strong time management abilities are necessary for effective leadership. To accomplish
their objectives, leaders must be able to properly manage their time and prioritize their
activities
● Leaders who are resistive to feedback may find it difficult to develop their leadership
abilities. It is crucial for leaders to be receptive to criticism and to use it to advance their
craft.
● Lack of Trust: Building trust is essential for effective leadership. Without trust, leaders
may struggle to build relationships with employees and stakeholders, which can impact
their ability to lead effectively
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5.0 Conclusion

In conclusion, this research has examined a number of HRM-related ideas, such as the hard and soft HR
models, the importance of successful leadership, and methods for resolving alienation, motivation,
commitment, and engagement at work. The paper has also looked at how Apple Inc. uses these ideas in
practice, highlighting the company's innovative culture, dedication to employee growth, and focus on
moral corporate conduct.

5.1 Recommendations

● Apple Inc. can improve HRM processes by encouraging human resource development
through mentorship programs and professional growth opportunities.
● The company can take specific measures to address alienation, motivation, commitment,
and engagement, such as fostering diversity and inclusiveness, providing staff
appreciation programs, and valuing openness and communication.
● Good leadership and teamwork are crucial components of successful HRM. Apple Inc.
can foster cooperation and risk-taking, provide regular feedback, and offer skill
development opportunities to improve employee performance.
● Upholding ethical HRM standards is critical. Apple Inc. should prioritize accountability,
openness, and ethical conduct by offering training, establishing moral guidelines, and
enforcing compliance.

In conclusion, Apple Inc. may enhance its HRM processes by placing a high priority on
employee growth and development, putting specific measures in place to address alienation,
motivation, commitment, and engagement, encouraging effective leadership and teamwork, and
abiding by ethical standards. The company can preserve its position as a worldwide leader in the
tech sector by taking these steps to help it achieve its organizational goals, keep top talent, and
attract and retain top personnel.
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