Future Plans while Still at Apple Inc Research Paper

Future Plans while Still at Apple Inc - Research Paper Example I feel the foundation of all education is the learning process itself or what actually becomes a learning process of â€Å"de-hypnotizing ourselves back into a more conscious state†. I feel a commitment in myself to continuously remove any resistance I might have or acquire to new learning and maintain an open heart and open mind to all life. My professional area of focus arises from the surrounding environment and I believe working with Apple Inc. organization will be the fulfillment of my dream I have heard since I was young. My interest in research centers based on Apple Inc. is what I term the science of coherency. Coherency according to Webster means: To become united: in principles/relationships/interest (i.e. intention and higher Purpose), To be logically and aesthetically consistent and Systematic connection. I am interested in developing and testing both innovative technologies and â€Å"wake-up in the moment† tools for stimulating internal coherency. It is my experience that technology can serve as training wheels for stimulating and measuring ourselves back into wholeness. The focus of this endeavor is on awareness and how tools can be developed within each of us to wake-up from our hypnotized separation and connect with the very source of our awareness and essential self. Apple Inc, formerly known as Apple Computer, Inc is one of the American multinational corporation positioned in California. The company is associated with the development and sells of electronics devices, computer software, as well as personal computers. These electronic devices include iPod, iPhone Smartphones and iPad tablet computers. The company is the world’s second-largest information technology company by revenue after Samsung Electronics. It is also the third largest company in the world phone makers. The company has over 408 retail stores in fourteen countries all over the world. It is one of the largest public corporation in the world by market capitalization valued at $ 415  billion.  

Managing People and Organisations Essay Example | Topics and Well Written Essays - 2500 words

Managing People and Organisations - Essay Example It can change, it can grow and it can develop into something which is larger than the organisation itself. The literature on company cultures as well as other examples from companies such as GE and Apple shows us that having a strong culture is a good thing only if the culture is positive and leads to the objectives of the company being met. In a situation where the culture is strongly negative the environment can become toxic and the symptoms mentioned in the case certainly point towards that happening in Gillman Autos. Things such as shiftitus, covering ass and passing the buck are perfect signs of a negative culture and the stronger it is the worse off a company would be. For the company itself, it seems that the culture is certainly a result of the 2x4 management style. As per the literature on company culture, the formation of the culture depends on the leadership of the company (Gardner, 1995) and the present situation as described for Gillman Autos is simply a result of their ineffective management system. The controls which should have been in place to prevent this from happening seem to have been ignored altogether. Without effective control, a company will end up with bad leadership and a bad leader will not only bring down his/her own output but also of those who fulfil the role of subordinates (Armstrong, 1999). Culture, social responsibility, ethics and the work environment all flow from the leadership of a company. This was realised by GE when the company saw high turnover in their international communications department and even though the department was not one of the primary departments of the company, significant junior level turnover caused the senior managers to get worried. After making some inquires and revaluations of exit interviews, the company discovered that a line manager was causing problems for others by creating a negative culture within the department. The department could not be made productive until that manager