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Relevance of Reward Data

Discuss about the Reward Analysis Of Apple inc.

The reward analysis helps in considering the prospects of the change in the company and the manner in which it helps in modifying the structure through the constant collaborative action of the employees and the management. The major aspects of the transition that is planned by the organizations are based on keeping the workforce motivated and centralized towards their work. The proper understanding of the respective responsibilities of the company has helped in determining the shifts in the culture of the organization. The employee centric approach of the organization is determined through the rewards and the recognition programs that helps in keeping the workforce motivated.  This section of the report aims at determining the different aspects of the rewards and the recognitions undertaken by the company, Apple inc.

The reward system that is commenced by the company, Apple inc., is based on determining the different motivational factors for enhancing the sustenance of the organization. The characteristic elements of the rewards that are considered by the company is based on the fact that the company has taken steps to recognize and reward the employees in order to keep the employees motivated to work (Mohlala, Goldman  and Goosen 2012). The company has taken steps for determining the different factors that helps the same in undertaking the frequent changes in the functioning of the business as per the needs of the customer demands. Apple has created opportunities for different employees to grow in the career, which has helped in bringing forth modifications in the functioning of the business in the market.   The reward system that is developed by the company is based on the determination of the manner in which the company has undertaken steps to develop their innovative nature through the rewards and the recognitions of the employees. The reward data helps in determining the various aspects of the modifications in the organization structure in the markets. It helps in determining the steps that are taken by the organization in order to make a note of the needs of the same in the market. The changes in the market are facilitated through the understanding of the smooth functioning of the processes and the workforce of the organization.

The reward systems that are being considered by the company is based on the determination of the needs of the employees to make their progression in the career is based on the understanding of the segmentation of the reward systems in two halves- external and the internal. The various aspects of the transition that is planned by the company is based on the understanding of the availability of the reward data and the manner in which it is to be implemented based on determining the needs of the employees to progress (Fonarow et al. 2015).

Availability of Reward Data

The motivational systems that are being implemented by the organization are based on determining the different prospects of the transition in the functioning of the business in the market. The internal and the external systems of the rewards have helped in ensuring the remuneration of the employees. On the other hand, the determination of the different characteristics of the change is based on the functioning of the activities that are faced by the organization for determining the retention of the employees in the organization.

The reward systems that are undertaken by the company are based on the determination of the various aspects of the strategies in order to determine the smooth functioning of the workforce. On the other hand, the strategy that is planned by the organization is based on keeping up the performance of the workforce through the entitlement of the rewards and the recognitions that are undertaken by the organization in the market.  The entitlement of the rewards has facilitated the growth of the strategy that is undertaken by the organization in order to facilitate the functioning of the same in the market (Fonarow et al. 2015).  Many employees were interviewed of the company and was recorded that the remuneration system of the organization is more favourable than any other companies in the industry. It has helped the organization in retaining their skilled workforce in the organization resulting to its progress in the international markets. The major aspects of the transition, as per the requirements of the organization, are based on the understanding of the retention of the employees through the proper remuneration and reward and recognitions systems.

The strategy of the organization is based on the understanding of the needs of the employees in order to develop the various aspects of the transition in the systems and the processing of the activities of the organization in the market. The company has taken steps to develop the different aspects of the change in the functioning through the motivation to the employees. The rewards and the recognition that is being undertaken by Apple help in maintaining the internal competition between the internal and the external departments that helps the organization in maintaining their standards in the market through continuous innovation.  The rewards that are being entitled to the people based on the continuous innovation has helped the same in retaining the free functioning of the organization as per the needs of the sustenance if the same in the market.

The links between Reward and Business Strategy in the organisation

According to the employees of the organization, Apple inc., there are various compensation policies that helps in the proper functioning of the employees through motivation. According to Fonarow et al. (2015), the software engineer of the organization earns around $76,000 per annum. According to Özutku  (2012), a tenured software engineer at Apple inc. usually make more than $100,000 depending on their level of experience and expertise. There are certain grants that are allowed to the employees in order to keep them motivated to their respective job roles. It has helped in determining the various aspects of the transition in the functioning of the organization.

The existing reward systems also includes certain discounts that the organization grants to the people based on the determination of the different characteristics of the change in the functioning of the business. On the other hand, the determination of the different aspects of the progress that is undertaken by the organization is based on the understanding of the change that is planned by the organization. The major aspects of the change are based on the performance of the organization to overcome the challenges in the retention of the employees and the skilled workforce of the organization. According to Mohlala, Goldman  and Goosen (2012), the different aspects of the transition that is being undertaken by the organization is based on the functioning of the organization in the market. Therefore, in order to retain their skilled workforce and keep the same motivated to their respective job roles, the organization has included an enhancement in the reward system of the organization. The proper functioning of the organization is characterized by the proper functioning of the organization in the market. It is facilitated through the reward and the recognition of the employees which helps in retaining the workforce of the organization in the market structure. The change in the functioning of the business is based on the understanding of the different change management policies of the organization.

The key reward principles that are implemented by the company is  based on its need of implementing the sustainable functioning of the organization in the market. The innovative functions that are being undertaken by the organization have helped in determining the transition in the functioning of the organization based on the change in the market trends. In order to undertake the various aspects of the transition in the functioning of the business in the market the organization has taken steps to develop the reward and recognition system. The basic functions that are being taken by the organization are based on delivering the certain rewards and recognition to the employees in order to empower and motivate the same in bringing forth the sustainable growth. This section of the analysis is based on the understanding of the different aspects of the change in the structure and the functioning of the organization in the market. The key reward principles are based on the understanding of the different aspects of the change in the functioning of the organization in the market.

Organisation’s existing Reward Strategy contributing to its success

The total reward that is being conferred to the employees of the organization is based on the understanding of the different aspects of the transition in the functioning of the company in the market. The sustainable growth of the organization is based on the rewards and the recognitions that are provided to the employees in order to keep them motivated to the work that is being undertaken by them (Das  and Baruah  2013). On the other hand, the determination of the change in the systems is employee based, in order to keep them motivated to the work that is being undertaken by them. On the other hand, the determination of the change in the systems is based on the understanding of the progress that is marked as the benchmark of the organization. In order to retain the quality of the processes that are undertaken by the organization, the company has taken steps to entitle the employees with rewards that will be helping the same in innovating the different technologies and giving the employees the scope of expanding their careers in the market (Özutku  2012). The total reward system that is undertaken by the organization is based on the understanding of the objective of the organization to retain the skilled workforce of the organization in the market. According to Suan Choo, Mat and Al-Omari (2013) the accountability of any organization is based on the understanding of the change in the structure of the remuneration that helps the company in retaining the skilled workforce of the same in the market. The change in the structure and the functioning of the organization is supported through the proper functioning of the workforce. Therefore, the sustainable performance of the organization is based on the treatment that the organization meets out to its employees. The proper understanding of the reward and the recognition that is being entitled to the employees helps in determining the change in the structure and the functioning of the business in the market.  

The best practice that is undertaken by the company is based on the understanding of the different aspects of the transition in the functioning of the organization in the market (Bradler et al.  2016). The provision of a healthy workplace has helped the organization in sticking on to its objective of undertaking the change in the structure of the business in the market. On the other hand, the understanding of the different needs of the employees and thereby providing them with the space for free innovation has helped in the progression of the organization in the market (De Gieter  and Hofmans  2015). The technological advancements have helped the organization in bringing in changes in the structure and the functioning of the business in the market. It has helped the organization in adapting themselves to the sustainability objective of the same in the market. The conduction of the different seminars and the communication that is taken by the line managers has helped the organization in bringing in improvements in the structure and the functioning through the rewards and the recognition that is provided to the employees to keep them motivated to work.

Key Reward Principles

The major aspect of the transition that is undertaken by the organization is based on the determining the different activities that are being undertaken by the organization for facilitating the change in the systems and the functioning of the business in the market. The reward and the recognition that is entitled to the Apple employees have helped the same in maintaining the balance in the management and the employees (Fonarow et al. 2015). It has helped in undertaking a collaborative effort for undertaking the improvements based on the understanding of the different aspects of the change as per the needs of its survival in the markets (Mark  and Smith  2012). The best practice that is being initiated by the organization is based on the application of the transformational leadership, which has helped the organization to grow with the proper coordination of the functions undertaken by the management of the organization and the employees (Hameed, Ramzan and Zubair  2014). The organization understand that the employees is the key success factor of the organization and therefore the company aims at retaining its skilled workforce in order to bring in the progression in the business.   

The role of the line mangers has helped in determining the different characteristic of the change in the functioning of the organization. The change is  based on the understanding of the various responsibilities that are being fulfilled by the line managers in order to bring in sustenance to the functions undertaken by the organization in the market. The role of the line mangers helps in determining the smooth functioning of the processes as per the needs of the organization to make continuous innovation and thereby develop a sustainable strategy for the market.

The line manger undertakes steps of hiring new talents for the functioning of the organization in the market. Therefore, the managers have taken steps to maintain the equilibrium in the skilled workforce of the organization (Agwu 2013). The hiring activity that is undertaken by the organization is based on the proper functioning of the organization based on the need of the same in determining ad sticking on to the quality of the products that are delivered by the organization. The major aspect of the change that is being undertaken by the mangers is based on the smooth functioning of the workforce. The line manager also looks forward to measure the effectiveness of the employees that are being recruited to the organization. The assessment of the benefits that the organization derives from the hiring activity of the new talent is measured b the line manager of the organization.

The line manager also look after the training need of the of the employees n order to facilitate the smooth functioning of the workforce (Shields et al.  2015). The training helps in developing the skills of the employees, which is beneficial for the progress of the organization in the technological and the sustainable activities undertaken by the same in the market. On the other hand, the proper understanding of the training needs of the employees helps in determining the empowerment that the manger seeks to induce in the employees (Aktar,   Sachu  and Ali  2012).

The line mangers communicates with the employees and thereby seeks to understand the concerns of the employees in order to understand the needs of the same in order to undertake the smooth functioning of the processes that are designed by the organization (Shah et al. 2012). The communication helps in understanding the different issues that are faced by the employees and thereby keeps the upper management of the organization aware of the issues. It helps the organization in undertaking steps in order to resolve the issues and thereby make their progress in the market through the smooth functioning. The proper communication with the employees has helped the organization in undertaking steps in order to develop the processes that are undertaken by the organization. It helps in bringing forth continuous improvements in the structure of the organization, which results to a high retention of the employees in the organization. The proper communication with the employees also helps the management of the organization to come across with ideas that might well suffice to the needs and the requirements of the people working for the system.

Monitoring over the activities that are taken by the employees of the different departments and the manner in which the functions of the departments can be enhanced is one of the chief concerns of the line managers in order to bring in the progress in the market situation of the business (Bhatnagar  2014). It helps the manger in maintaining steps to rectify the issues and thereby create new channels for quality checks of the activities that are undertaken by the organization as per the needs of the same in the market (Presslee, Vance  and Webb 2013).

The understanding of the needs of the employees helps in determining the change in the structure and the functioning of the organization in the market (Manzoor  2012). On the other hand, the determination of the change in the structure and the functioning helps in maintaining the sustainability index of the organization in the market. On the other hand, the determination of the goals of the organization and communicating the same to the employees has helped the organization in knowing its fits and starts in the business.

Providing the report for deriving the activity that is being undertaken by the organization is  based on the understanding of the different factors that affects the functioning of the organization in the market. Therefore, the line manger helps in formulating the report of the performance of its employees in order to support the functioning of the organization in the market.

Conclusion and Recommendations

The recommended actions that might be taken by the organization is  based on the determination of the different activities that are undertaken by the company in order to keep the workforce of the same motivated and focused to the work.  The recommended actions that might be taken by the organizations are being discussed in this section of the analysis.

The understanding of the needs of the employees in order to define the issues is to be undertaken by the organization. It helps the organization in resolving the issues for the smooth functioning of the business in the market. On the other hand, the company must also take steps to communicate with the employees in order to make them aware of the changes in the structure and the functioning of the business for facilitating the business that is undertaken by the same in the market structure. The basic understanding of the different requirements of the employees and the concerns of the same relating to the rewards and the recognitions helps in determining the progress of the organization in the market. The sustainable approach of the organization is backed by its ability to innovate as per the needs of the customers. Therefore, the company must amends steps in order to give the employees the privilege of conducting research and undertake innovations through the providence of the individual patents that might encourage the employees to function in a smooth basis.  

Therefore, from the above analysis it can be stated that the proper understanding of the different factors of motivating the employees helps in determining the different aspects of the sustainability that is being undertaken by the organization. The major aspects of the change in the systems and the functioning of the organization helps in determining the progress of Apple in the technological advancements that are being undertaken by the world. The different factor that affects the functioning of the business in the market is based on the understanding of the rewards and the recognition that is being given to the employees in order to keep them motivated in the organizational structure. On the other hand, the determination of the functioning of the line manager helps in understanding the proper functioning of the workforce as per the requirements of the organization to bring in improvements in its systems.  The recommended actions that are required to be undertaken by the organization is also being enumerated as a part of the report which helps to determine the reframing of the functions that the organization might undertake in order to facilitate the change in the processes of the organization in the market.

References 

Agwu, M.O., 2013. Impact of fair reward system on employees? job performance in Nigerian Agip Oil Company Limited, Port Harcourt. British Journal of Education, Society and Behavioral Science, 3(1), pp.47-64.

Aktar, S., Sachu, M.K. and Ali, M.E., 2012. The impact of rewards on employee performance in commercial banks of Bangladesh: an empirical study. IOSR Journal of Business and Management, 6(2), pp.9-15.

Bhatnagar, J., 2014. Mediator analysis in the management of innovation in Indian knowledge workers: the role of perceived supervisor support, psychological contract, reward and recognition and turnover intention. The International Journal of Human Resource Management, 25(10), pp.1395-1416.

Bradler, C., Dur, R., Neckermann, S. and Non, A., 2016. Employee recognition and performance: A field experiment. Management Science, 62(11), pp.3085-3099.

Das, B.L. and Baruah, M., 2013. Employee retention: A review of literature. Journal of Business and Management, 14(2), pp.8-16.

De Gieter, S. and Hofmans, J., 2015. How reward satisfaction affects employees’ turnover intentions and performance: an individual differences approach. Human Resource Management Journal, 25(2), pp.200-216.

Fonarow, G.C., Calitz, C., Arena, R., Baase, C., Isaac, F.W., Lloyd-Jones, D., Peterson, E.D., Pronk, N., Sanchez, E., Terry, P.E. and Volpp, K.G., 2015. Workplace wellness recognition for optimizing workplace health. Circulation, 131(20), pp.e480-e497.

Hameed, A., Ramzan, M. and Zubair, H.M.K., 2014. Impact of compensation on employee performance (empirical evidence from banking sector of Pakistan). International Journal of Business and Social Science, 5(2).

Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness. Business management and strategy, 3(1), p.1.

Mark, G. and Smith, A.P., 2012. Effects of occupational stress, job characteristics, coping, and attributional style on the mental health and job satisfaction of university employees. Anxiety, Stress & Coping, 25(1), pp.63-78.

Mohlala, J., Goldman, G.A. and Goosen, X., 2012. Employee retention within the information technology division of a South African bank. SA Journal of Human Resource Management, 10(2), pp.1-11.

Njoroge, C.N. and Yazdanifard, R., 2014. The impact of social and emotional intelligence on employee motivation in a multigenerational workplace. International Journal of Information, Business and Management, 6(4), p.163.

Özutku, H., 2012. The influence of intrinsic and extrinsic rewards on employee results: An empirical analysis in Turkish manufacturing industry. Business and Economics Research Journal, 3(3), p.29.

Presslee, A., Vance, T.W. and Webb, R.A., 2013. The effects of reward type on employee goal setting, goal commitment, and performance. The Accounting Review, 88(5), pp.1805-1831.

Shah, M.J., Akhtar, G., Zafar, H. and Riaz, A., 2012. Job satisfaction and motivation of teachers of public educational institutions. International Journal of Business and Social Science, 3(8).

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.

Suan Choo, L., Mat, N. and Al-Omari, M., 2013. Organizational practices and employee engagement: a case of Malaysia electronics manufacturing firms. Business Strategy Series, 14(1), pp.3-10.

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