Abstract
The research topic that we have decided to discuss in this paper is:
What motivates undergraduates and postgraduates to apply to apple Inc.?
We carried out a research on 30 university students in order to find the answer of this query. All of these students were very excited about the idea of joining apple. After an intensive research, we came to know that Why people are so interested in joining apple. Apple offers extended benefits to its employees that fit under different models of employee motivation.
Introduction
Apple Inc, an American multinational corporation, is known for its first class consumer electronics products. The company has it’s headquarter in Cupertino, California. Apple Inc was established in the year, 1976 and incorporated in the next year. The company was previously known as apple computer Inc but in the year 2007 computer was removed from its name to suggest that apple inc is not only a market leader of computer market but also it wants to lead the market of consumer electronics.
With the launch of i-phone, company has lodged its presence in the segment of smart phones. Now company is a well known for its hardware products like mac computers, iPhone, iPad and iPod. The Company provides software like osx and iox operating systems, web browser safari, media browser, iTunes, and other creative software including iLife and iWork. Apple Inc has established itself as a major player of computer market and also in the consumer electronics market. Company designs, manufactures and sells computers, software, hardware and other consumer electronics products. Apple is also a leading phone maker of the world and has a substantial percentage in this segment. With hundreds of retail stores in 14 countries, Apple has a market cap which is larger than the combined market cap of Microsoft and the Google.
Apple Inc is exceedingly popular multinational company among the jobseekers. Working in the apple Inc is like a dream coming true for undergraduates and postgraduates and especially for those who are related to the IT sector. We found in our research that finance is the biggest factor that keeps motivating employees to deliver their best for the organization. There are several other reasons that motivate students to apply for a job in the company. The work culture of apple is very comfortable. Its splendid and comfortable offices are like small beautiful world with lots of facilities and people live their life in these offices along with working for the company.
Literature review
Two factor theory of Herzberg suggests that there are two kinds of factors that plays important role in satisfying the workers. These two types of factors, according to Herzberg are hygiene and motivation. Herzberg suggests that hygiene factors include the fundamental essentials that an employee needs at the workplace. Basic salary, job security and good physical conditions may be part of Hygiene factors . Herzberg adds that these factors work together with motivational factors in order to provide the employees satisfaction. Giving independence and bigger responsibilities enhance the competence and satisfaction of employees. Other motivational factors are promotion and recognition of the employees and appreciation of their work. Apple believes in the two factor theory and exercises the same in the organization . Employees have independence and responsibilities according to their competence. They are allowed to switch departments and teams as per their ability and preference. They get due promotions and company gives recognitions to them for their performance.
McGregor suggests two theories related to human behavior at the workplace, theory A and B. these are two completely different theories. McGregor categorizes employees in ‘A’ category who are creative individuals and those who get motivated by responsibilities of their own. Workers of this category are given good environment and several other facilities. Company provides a good work culture in order to make them responsible, comfortable and creative. Other category, according to McGregor is ‘B which belongs to employees who are not very enthusiastic at the work place, desire to be led, does not like work, have no ambitions dislike responsibilities but work for the security only . McGregor suggests that for this category of employees, organization should adopt the approach of keeping check on them in order to achieve the targets and objectives of the company. The theory seems to be practiced in apple inc. by the management.
Methodology
The research methodology is focused on evaluating motivational factors that influence the decision of undergraduates and postgraduates to join Apple Inc. the research is mainly focused on evaluating non-monetary factors hence ethnography observation was utilized to gather information on the subject. The secondary data is focused evaluating motivational factors like organizational culture, working environment, rewards and recognition programs and perks Apple offer to employees . To motivate employees Apple has very effective two-ways communication processes where employees can freely express their ideas to senior management. Employees also received appropriate reward for their contribution in organizational growth. Apple ensure that its employees are motivated and delivering their hundred percent on the job. To develop a better understanding of Apple’s activities, a primary survey was conducted. The primary information was collected with the help of well structured questionnaire. Apple is well-known for its learning and effective organizational culture with various other benefits .
During the research study only quantitative methodology was used because of limited time frame and working environment. Quantitative design enabled to gather statistic data on the subject (Blaikie, 2003). The number of question and scope of the research was limited because of limited time and resources. However the data was sufficient to establish a relationship between various motivational factors and undergraduates and postgraduates willing to join Apple. A detailed structured questionnaire is used to collect the desired data. The collection of quantitative data allowed using various distribution methods with accuracy. For example the questionnaire was designed in a manner that information can be extract after the interview. The questionnaire also contained as open-ended question where individual can freely express their ideas. However, all questions are directed to explore various answers to research subject. In the research a total 30 respondents were interviewed on a random basis. The random selection of respondents decreased the chances of any biasness and error. All 30 respondents were undergraduates and postgraduates who formed a good representation for research survey .
It is very essential to consider that respondents may not feel comfortable in answering certain questions of the questionnaire. They may give full accurate data and mislead interviewer. Therefore, consideration of these limitation is necessary while data collection. During the data collection it was ensured that interviewer fill the questionnaire themselves to avoid any kind of confusion and data misrepresentation. All respondents were full time scholars with enormous international background. Random selection and quantitative research methodology allowed researchers to gather more accurate data and information. Restriction of time and human resources were major challenged and limitations faced during the study (Maxwell, 2005).
Research Findings:
Total 30 Apple aspirants respondents were interviewed under the study. According to the data maximum number of respondents around 48 percents who wants to join Apple belongs to age group of 22 to 24. This group followed by respondents belongs to age group 19 to 21 which contributes around 33 percents of total respondents. The most popular courses found among students were International Business Management, International Marketing Management and Financial Management. Total 14 out of 30 respondents think that salary and monetary bonus is extremely important whereas 10 think that it is very important. Hence around 80 percent respondents give priority to monetary benefits. Only 2 respondents think that pay does not play a major role. Majority of the respondents mentioned that they do not accept the offer if provided with low pay and high benefits and perks.
Among all benefits offered by the Apple, respondents were selected healthy learning working environment and freedom to take decisions as most attractive factors to join the organization. Majority of the respondents around 87 percent mentioned that they can join any other organizations if offered similar perks then Apple. Ninety percent respondents considered perks and employees benefits as main motivation that increases their productivity. Ninety percent respondents mentioned that employee’s perks and benefits provided by Apple attract them to join the organization.
Conclusion and Recommendation:
The findings of study revealed very interesting facts and provided a mix conclusion. Undergraduates and postgraduates students considered salary as most important factor which cannot be compromised with higher perks and benefits. Students did not shown their interest in joining Apple if given low pay with high benefits. 80 percent students said the pay is extremely and very important and cannot be replaced with benefits. This response is cross checked by another question where 90 percent students said that pay is very important factor. 85 percent students said no to other organization of given similar benefits and pay because they feel that working environment at Apple is very healthy and learning oriented. Students consider individual freedom to take decisions as a motivational factor. The organizational culture developed by Apple is most admired by students. They want to join Apple because of freedom, personal growth and opportunity to showcase your abilities and talent. Apple developed a culture where employee’s talent and hard work get recognized and rewarded. Further the different motivational theories developed by Maslow, McGregor, Mayo and Herzberg are reflected in the philosophy of Apple. These theories were implemented and considered while designing employee management policies for the Apple.
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