Analyses of Apple’s success and Nokia’s failure – Mobile Development Assignment Help

Assignment Task

Task 

Abstract

The factors that contributed to Apple’s success and Nokia’s failure will be examined in this comparative analysis, which will take into account organisational structure and culture,employee interaction, leadership and management styles, communication strategies ,performance measures and the effects of human resource strategies. These issues will be examined in depth, and the study would ended with some recommendations from the perspectives of human resources and organisational behaviour.

Introduction
Apple is a well-known brand around the world. Apple’s success did not occur overnight, since it has been influenced by a variety of factors. When it comes to the Apple brand, leadership is at the top of the priority list. Likewise, the culture of an organization, management styles and human resource strategies have had a significant impact on their success (Podolny & Hansen, 2020). Nokia has a long history as a world-leading mobile phone manufacturer. It reached its peak in the 1990s before collapsing drastically in the late 2000s.
Nokia’s failure was due to poor leadership, inefficiency within the senior management team, organisational structure issues in decision-making, and an inability to adapt to the changing environment (Laamanen, et.al.). Organizational culture is a wide notion that hints at how businesses operate in terms of their people, accomplishments, teamwork, and successful decision-making, among other things. The corporate culture must be friendly to its employees in order for 
them to stay longer and develop themselves, which will result in the correct bottom-line to make it a great business.

Organization Structure and Culture

Organizations are made up of a group of people who joins together to accomplish a common goal. The interdependency of everyone’s work in accomplishing the final goal is constantly present. One strategy that leads to effective employee work is organisational coordination. Employees need to grasp the level of hierarchy as well as how reporting should be done because of the organization’s structure. Employee empowerment, open communication, and a clear reporting line will indeed result in improved levels of satisfaction and employee performance. Management issues at Nokia has impacted the company’s capacity to achieve optimum profitability.
The company lacked a clear boundary of power and authority in leadership, since there was no reporting line, so employees were confused about what they were supposed to perform, which impacted organisational activities and decision making (Management & Leadership, 2021). Apple has a well-organized management structure. The corporation transformed from a traditional structure to a more concentrated structure under different business divisions under Jobs’ leadership, enabling everybody to become more innovative. It claims that he terminated general managers and restructured the company as a single functional organisation, with everyone is  accountable for their own profit and loss. (Podolny & Hansen, 2020).
Furthermore, communication is critical to organisational culture since it influences successful decision-making (McShane et al., 2021). One of Nokia’s flaws was its inability to communicate effectively. According to the report, Nokia had issues with decision-making since senior management lacked experience in dealing with crises, and choices or communications from senior management to other employees were not effectively transmitted, resulting in a chaotic situation (Laamanen, et.al.).
Apple has good communication strategies both internally and publicly, allowing them to communicate more quickly and achieve goals more quickly than Nokia. They ensured that everybody gets information immediately through internal communication, enabling their work life faster and easier (Corporate Communications, n.d.). Effective communication across teams and departments helps to reduce work difficulties. Communication, in our opinion, is very important in everyday life since it allows us to coordinate our work with one another. As a result, communication is crucial in the workplace, as diverse employees interact with one another to complete tasks.

Leadership and Management Style
Because both Nokia and Apple operate in the high-tech industry, workers are exposed to being stressed and overworked. As a result, it is the organization’s leadership and management style that is responsible for getting them involved and motivated. In any organisation, this is a critical aspect. We can usually follow our leader without fear or uncertainty if he is strong and has appropriate expertise, according to our shared understanding. Leadership qualities are also important to an organization’s success. Steve Jobs, Apple’s founder, has a strong vision, organisational skills, and the ability to persuade people to do things his way. His excellent leadership abilities enabled him to make the best decisions at the right moment, including recruiting the best people for the position.
According to Isaacson, Jobs has grasped the necessity of maintaining friendly, intuitive, and simple interfaces, which he eventually adopted to his own firm (Kubilay, 2015). Wilson makes an opposing view, stating that Jobs had a poor tolerance for those who did not complete their responsibilities, and that the Apple crew did not want to use the elevator because they were afraid of encountering him and having him ask them work-related questions (Wilson, 2014). This demonstrates Job’s dictatorship and unwillingness to listen to others. In contrast, Nokia has placed a lot of blame on the CEO who was appointed in 2009. Instead of addressing internal issues, he publicly criticized Nokia’s inability to compete in a competitive market, resulting in a poor picture all over the world (Laamanen, et.al.).
This plainly demonstrates Nokia’s CEO’s lack of confidence,managerial skills and competencies all of which contributed to the company’s failure. In both firms, there are substantial leadership contrasts that determined their success or the  failure.

Human Resource Strategies and Planning

Apple values inclusivity and diversity (Apple, 2021). They hope to bring their best work as a result of this. They have a company behaviour policy that they encourage their employees to read and understand when they first start, and any violations  agreed-upon policies or ethics will result in disciplinary proceedings and employment termination. Onboarding and orientation, comprising  training which is live, are provided to newly hired employees based on the job responsibilities and risk (Apple, 2021). Furthermore, ongoing training is provided to ensure that the company’s standards are maintained and that staff have up-to-date information.
Despite their difficulties, Nokia has re-energized the system by incorporating diversity and inclusion into its culture, as well as talent development, employee health and safety, and ongoing learning assistance (Nokia 2021). Nokia places a high priority on its employees, and they are constantly expanding its culture through empowering them while growing the company. When an organization’s culture is strong, employees are more likely to be productive and create a favourable environment. Employees see their value in the workplace as a result of inclusivity. This can lead to long-term career planning and development, as well as trust.

Recommendations

Employees must understand the urgency of change for organisational change to be successful (McShane et al., 2021). Nokia is in a similar scenario. Until the problem affects the entire organisation, the leaders struggle to recognise the need for change. As a result, Nokia should be exposed to external variables and alter its procedures to meet market demand. Nokia might also benefit from employee involvement and communication in order to solve their failure problem. As a top strategy, communication will build the impetus for change (McShane et al., 2021). Similarly, firm managers and leaders can assist employees in identifying external threats, weaknesses, and possible transformation chances. Nokia’s failure can be attributed to a lack of role perception (McShane et al., 2021). This explains what the employees are required to do or accomplish within the scope of the job. This will also help people perform more  accurately by reducing their uncertainty or ambiguity.
Stress levels in technology-based businesses are greater all around the world. Apple is a technology-based corporation, and as a result, staff stress levels may be higher at times. Stress is common, and everyone can experience it based on the situation or the problems they face at work (McShane et al., 2021). As a result, work-related stress may be a typical occurrence among Apple employees. Workplace stress can lead to issues such as work disputes, job limitations, and so on. Apple can engage more on training and entertainment programmes to assist the development of their employees’ physical and mental health because they have such a rich culture. Workplace stress reduction may also have a favourable impact on their home lives. As a result, various activities, training, and programmes must be implemented.