1

1
2

2
 3

Introduction

Nowadays, technology becomes a big factor in the success of the firm because technology

makes easy for the firm to expand the business from one country to another country. But at

the same time, there are different issues and the challenges that are also faced by the firm and

affect the business of the firm as well. In this, culture is one of the major factors that creates

the issue for the firm and affect the business as well. So, in order to manage this issue and to

overcome the different problems, there are various ways that are used by the firms including

better HRM practices, better management, etc. In the same concern of this, this report

discusses the SHRM strategies of Apple that is used to perform well and to handle the

business (Zhang et al., 2012). Furthermore, Apple is one the growing multinational

technology company across the world. The main business of this firm is to sells consumer

electronics, all software of computer, developing the software, and providing the online

services. Apple was found in 1976 by Steve Jobs, Steve Wozniak and Ronald Wayne. The

major aim of this firm is to provide the best and effective service for the customers’ with

having continuous innovation in the products (Ankli, and Palliam, 2012). Because of this, this

firm is operating the business across the world and has the large customer base at

international level.

Along with this, as per the annual report of Apple, Apple operates 499 retail stores across the

world that is quite high as compared to other technology firm in the market. There are

different products of Apple and in this, iPad, iPhone, Apple watch; Apple TV, IOS, etc are

the major products that provides lots of business for Apple (Apple, 2017). So, in the concern

of this, this report also analysis that for better business management and describe the

Hofstede cultural dimensions process that Apple uses for managing the culture issues. Along

with this, this report also evaluates the personality impact on the work outcomes and the life

3
 4

of the employees. In addition, various motivational concepts and their role in the performance

measurement of the firm and the employee’s behaviour are also discussed in this paper.

QUESTION 1.CRITICALLY EVALUATE THE IMPACT OF CULTURAL

VALUE HAVE ON EMPLOYEE BEHAVIUOR AND ORGANISATION

PERFORMANCE WITH THE HELP OF HOFSTEDE FRAMEWORK.

 It is a framework that is used in the cross culture communication as well as this model

also describes that how different culture values influence the workplace and the value

of the employees. Additionally, there are five parameters such as power distance,

masculinity, uncertainty avoidance, individualism and long-term orientation that is

used by the firm for analysing the culture impact on the firm and the employees.

Power distance index – PDI is examined to understand the liberty of the powerful members

of the companies to accept the power that is unequally distributed in the organisation.

Individualism vs. collectivism - The relevance of the individualism versus the groups is

included in this analysis (Arnold, and Reynolds, 2012).

Uncertainty avoidance index – This process examines the ability to avoid uncertain

incidences that could impact the performances. A lower degree is preferred as it helps in

accomplishing the business goals.

4
 5

Long term vs. short term orientation –The long and short term plans are examined to

implement the action plans. A lower degree indicates the ability of the companies to adopt a

problem solving method to deal with different circumstances. In the long term plan, the

ability of the companies to deal with various challenges is examined to determine the changes

relevant for the successful performances of the company (Dinibutun, 2012).

Masculinity vs. Feminity - In this dimensional factor, the preferences and assertiveness

rewards for conducting the works are examined. The process examines the values that is

necessary to be followed for the execution of the works at the workplace.

Hofstede Cultural Analysis

(Source: Hofstede-Insights, 2017)

Apple Inc. always looks for the best talents to increase the workforce commitment level.

Staffs are trained to respect the cultural values and adopt cross-functional process to

accomplish the business goals. Hofstede analysis consists of 5 important factors, which are

Values are introduced to reduce job pressure and stress that exists at the work-place.

Individualism vs. collectivism

It is one of the most important culture dimensions that play a major role in the successful

business management and to perform well. Because Apple is one of the leading firms in the

technology market and provide it products and the services across the world. So, manage the
5
 6

business in different culture creates the issue for the firm and to handle the all business

segments (Bakker et al., 2012). In the concern of China and the United States, it can be

determined that in culture of China and the United States is quite different and as per the

Individualism factors of the Hofstede culture dimension, there is too much different in the

China and the United States. It is because in China, the Individualism is 20, while in USA; it

is 91 that present a huge difference (Ankli, and Palliam, 2012).

As a matter of fact, Apple faces so many issues in the business during operating the business

in China. The Individualism is high in USA that is the home country of Apple that means

people like and favours their self development and growth rather than collectivism. So, all

tasks and the activities are made or the formulated by Apple according to the culture of USA

(Dinibutun, 2012). For example, Tasks are given by Apple for their employees at individual

basis for their self development, while in China; Apple has to change this strategy and has to

focus on the collectivism. It means in China, Apple give its major focus on the collective

tasks and the development. Because of this, it can be determined that the Individualism is

one of the major factors of the Hofstede culture dimension that influence the business of

Apple (Taormina, and Gao, 2013).

Furthermore, the management of Apple promote group work, as it yields positive results.

Individuality in the performances doesn’t provide better results, which is one of the essential

factors to develop new products and services for the clients. Through the group work or

collectivism process, team members work towards generating new concepts to develop plans

to handle the critical works and to create new products and services. Team loyally and a

reliable support system is established to encourage the staffs to adopt creative measures. The

management has a supportive cultural trait to motivate the people to communicate with each

other to develop new product concepts (Keyton, 2011). There was a change in the

supervisory support system that increased the relationship of the staffs with the leaders. It
6
 7

was stated that the supportive cultural factors in the organisation increase the employee

commitment towards the job performances. This in-turn influences the staff performances.

Long Term Orientation

It is also an important factor of the Hofstede culture dimension that also influences the

business of the firm. It is because there is a difference in the long term orientation factor in

China and USA. In china, it is 87, while in USA; it is 26 that are quite low as compared to the

China. Furthermore, in USA, employees don’t look for the long terms growth in the firm,

while in the China, people are so much conscious about the long term growth in the firm. So,

it is a big culture issue that is faced by the firm at the time of managing the business in cross

border. In like manner, In China, Apple has to provide the long term growth and the job

security for the employees because it is only the way that is helpful for Apple to perform well

and to target the customers (Mansoor, Tayib, 2010). On the other hand, in USA, there is no

need to Apple to make the long term plan and the strategy for the employees to successful

business management. So, it can be determined that operate the business in China and USA is

one of the major culture issue that s faced by Apple in the successful business management of

China and USA.

Indulgence

In the successful business management in cross culture, the indulgence factors of Hofstede

culture dimension is quite effective and has a major impact on the business of Apple. At the

same time, in USA, the indulgence is 68 that mean people don’t try to control their desires

and impulses that is why they prefer to buy the new technological products. Because of this,

in USA, the demand of Apple people is quite high and Apple is performing well and also has

a good customer base. Besides from this, there is a different indulgence score of the China in

China, it is 24 that mean the people of China have ability to control their desires and impulses

that affect the business of Apple in China (Lazaroiu, 2015). Because of this concern, it can be
7
 8

determined that indulgence is one of the major aspects of the Hofstede culture dimension that

influence the business of Apple in China and USA.

QUESTION 2.WITH REFERNCE TO THE ORGANISATIONS GLOBAL SHRM

STRATEGY , CRITICALLY DISCUSS HOWN HAS THE ORGANISATIONS

CURRENT DEVELOPMENT PLANS CONTRIBUTED ITS GROWTH .

Training and Development

Training and development in an organisation has a major impact on the operational success or

value. There are different issues related to the employees’ management and the employee’s

engagement due to operating the business in cross culture environment. So, manage the this

issue and for effective people management, there are various ways that are used by the firm

and in this, training and development is one of the major way that is used by the firm.

Additionally, Bovin&Roch (2006) stated the staffs are the important resources that contribute

towards the goals accomplishment. Apple has an effective strategic human resource

management plan that exploits the ability of the people, just like the management uses the

other raw materials and equipment. Employees in Apple have majorly contributed towards

the growth and progress of the operational activities. Steve Jobs made Apple a profitable and

innovative company, and a favourable place for the people to work. Apple has a group of

intelligent, innovative and creative staffs (Jones et al., 2012). The staffs are passionate

towards the corporate goal achievement, and assist the management to achieve the

competitive advantage.

Price (2007) training and development also helps to make a good employer relationship.

Similarly, a feasible workforce strategy is developed and introduced to provide the staffs with

the essential resources to deal with the operational challenges. Apple follows the best pay

strategies, and employee recognition process. In like manner, in the training and

development, Apple also tries to develop a feasible work culture and transparent human
8
 9

resource management plan has always benefited the company (Keyton, 2011). Experiences

staffs are highly paid and this reduced the labour turnover in Apple. Feasible and useful

training programs for staffs at different operational levels makes Apple quite competitive in

the global market.

Recruitment and Selection

For managing the business across the boundary and to overcome the people management and

employees’ engagement issues, firm follow a process of recruitment and selection and also

provide the equal opportunities for the employees to explore the growth plan and to reap the

benefits provided by Apple. People from different cultural backgrounds are respected, and

provided with a fair chance to prove their potentiality. Apple concentrates on capitalising the

skills of the staffs to improve their competency level. To make this a continuous process, the

company focused on the staff resources and capitalise the process of the SHRM. This helped

in achieving the competitive benefits essential to succeed in the international market

(Mansoor, and Tayib, 2010).

Apple offers lucrative benefits and pays to its staffs, which makes it quite competitive as

compared to the other companies. Benefits offered depend upon the employment status and

locations. Insurance coverage benefits, employee stock purchase option. Flexible accounts to

spend, and investment plans are some of the options provided to the staffs (Parry, &Urwin,

2011). Employees working on big projects are provided with the product discounts on various

fitness centres, as per the needs of the employees. Perks and salary includes vacation tome,

year-end bonuses, and reimbursements. The company constantly work on developing new

schemes to benefit the staffs, and this is one of the most motivating factors that have retained

the better performing employees for the company (Redman and Wilkinson, 2009).

9
 10

Organizational Development

In order to explore the more business ideas, the organizational development strategy is used

by the firm. In the organizational development strategy, Apple builds a high performance

culture, which recognises and rewards the outstanding employees for the company. HR

managers engage people to indulge in the performance management activities, by sharing the

expectations of the company and by encouraging the staffs to work towards achieving the

goals. These factors reduce the gap that exists between the staffs and the managers within the

company. Expectations are set cleared, and the role of the staffs is defined, so as to help in

accomplishing the targeted goals of improved performances and strategic performances.

In organizational development strategy, firm do lots of investment in the technology

advancement that helps the firm to develop a good base of the customers and to expand the

business at wide level (Nnoaham et al., 2011). In addition to this, in the research and

development, there are different policies that are also made in the recruitment and the

selection. Apple has a positive and effective recruitment policy that is developed to suit the

employee ability to work for the organisation.

The cultural values are examined, while selecting and training the staffs to work in different

positions of the company. Employees’ awareness about the organisational culture is evaluated

on a timely basis, as it is more relevant than the skills required dealing with the regular

requirements of the company (Park, and Ryoo, 2013). The training and the internship

programs introduced by Apple intends to increase the knowledge and the ability of the

members to work for the company. The potential talents are attracted by offering the better

pay and work situations (Park, and Ryoo, 2013). Different programs are introduced to

improve the knowledge of the staffs, and to make them more potential towards the goal

achievement that is essential to deal with the challenging work related issues. On-the-job

10
 11

training program introduced by Apple is the most success training program to improve the

experience and talent of the people.

Organizational development strategy is helpful for the company as it helps to identify those

various activities that will help the company to improve its already existed products or to the

development of the new products or processes (Redman, & Wilkinson, 2009). Organizational

development strategy further helps the company to attain a competitive advantage over its

various competitors in the market. It also provides a new platform to the company for

creativity and innovation. It also helps the company to get an in-depth insight about the

various potential future problems that needs solution (Zott et al., 2011). The company using

R&D will help to outperform their competitors by providing new and better products to the

customers. At the same time, organizational development strategy also helps the company to

attain long-term sustainability in the market. It will also help the company in providing right

direction in utilizing the scarce resources for the right purpose.

Challenge in SHRM

Apple has a lucrative and effective pay structure, but it lacks a systematic standardised

human resource management process. This creates a huge problem in executing the works

and to improve the operational works. Some of the cultural practices, like the work hours and

others made it quite stringent for the people to work with the company. Due to this many

staffs quit the company, and this affected the brand name and value of Apple (Sapp et al.,

2014). The employee improvement process needs to be improved as the interest and the

ability of the better working staffs are not completely recognised by the management. This

process indeed affects the motivation of the staffs to work towards the goal achievement in

the long run (Keyton, 2011).

Commitment model

11
 12

The lack in the employee recognition and performance system can be improved through the

commitment model. This model is used to improve the communication process that is used to

discuss the organisational strategy. The changes and other related issues are examined for the

challenges, before implementing the better process. Through this model, the attitude of top

management to follow rigid mentality and strict policies are reduced. People management

includes the staffs in the decision-making process (Taormina, and Gao, 2013). This is an

important part of the production and improvement process that assists in overcoming the

business challenges that affects the overall performances (Vassileva, 2012). Employee

enthusiasm and motivation to work for the goal achievement is improved, by providing

additional responsibilities and by recognising the hard work made by the people.

QUESTION 3. Critically discuss the Impact of personality and value on life and work

outcomes relate to the organization performance.

Personality holds an individual's feelings, the pattern of thoughts or behaviour. Everyone

does differ in terms of their personality. Personality is not same for everyone as everyone has

a unique personality which distinguishes them from others. Understanding the personality of

people give an insight into how the person is actually, how he or she might act up and feel in

various situations (Jones, et al., 2012). To manage effectively in the workplace it’s really

important to get an understanding about the personalities of various employees. This

knowledge also helps to a greater extent on realizing which position is for which employee.

Value, on the other hand, refers to the stable life goals of individuals that reflect what is more

significant for them. Values get established throughout the life of a person as a result of

various life experiences. Values also have an impact on the type of decisions people make,

how they perceive different situations or environment and their surroundings, as well as their

actual behaviour. Values a person hold also have an impact on their employment (Sapp, et al.,

2014).
12
 13

Introversion

The personalities that Apple looks for in its employees are that they should have a passion for

working. They like to get a person not only with proficient personality but also a magnetic

personality. Apple believes that the best way is to hire a workforce with attitude and trained

for skills. It also looks for people that stick to their words, their opinions and also who can

define their view point as they likes to make things better. People with a personality who are

always ready for innovation and who are out of the box creators. The personality of apple

have elements like cool, stylish, innovative, easy-going, casual, friendly, etc (Zhang, et al.,

2012). So these elements are also found somewhere in their employees. They have a dynamic

personality, they are innovators, friendly, easy-going, etc. Personality creates an impact on

the life and also on the work outcomes of people. Personality also differs as per the age of the

individual. The young employees in Apple Company are somewhat more open to new

challenges or are risk-taker, while on the other hand the older ones are more focused on

securing their employment (Ucbasaran, et al., 2013). The older employees give more

importance to intrinsic rewards that is associated to feeling of satisfaction. Not everyone in

the company is same and it is also not necessary that everyone will have the exact amount of

technical skills and effective personality. Each personality type has some or other positive

contribution to create overall team effective. The personality type such as extroversion ones

are more related to perceive career success. It is true that the behaviours of individuals in the

surrounding of the organization are a result of their relative personalities. There is a five

factor model of personality factors which includes emotional stability, extroversion, openness

to experience, agreeableness, Conscientiousness (Walker et al., 2012).

Five Factor Model

This model helps to Apple to understand a lot about personalities. These traits above have an

impact on what we can expect from the employees. The employees who are emotionally
13
 14

stable are having higher job satisfaction and lower level of stress. The ones who are

extroversion have got great interpersonal skills, enhanced leadership skills, etc. The ones who

are open are having an interest towards creativity, learning new things. The ones with the trait

of agreeableness are conforming. And the conscientiousness ones put great efforts and are

more disciplined.

The quality of the work outcomes is been determined by the bond or relationship employee

have each other. The personality of the employees affects or creates an impact on their roles

or responsibilities in the company. The company had observed that too many differences in

the personalities also make it very difficult or challenging in retaining the employees

(Walker, et al., 2010). The mismatched personalities cause coordination problems. On the

other hand, the matched personalities complement each other and also motivate the

employees at the workplace. It also helps to Apple to create emotional alignment which

helps to enhance the organizational performance. The performance of an employee is also a

result of the personality of that employee. In the company, the employers are more focused

on motivating their employee's personality in order or in a way to achieve the company's

vision or goals.

Extraversion

The values Apple adopts are customs, principles, qualities, etc which help the company to get

or achieve its vision and corporate objectives. The values of the company are empathy for the

customers, innovation, team spirit, quality, good and effective management, individual

rewards, etc. Values help an individual to identify their priorities both at work and in their

personal lives (Nnoaham, et al., 2011). Values are also helpful in determining that the things

that are going on in your life are all as per your plans or your intentions. All the plan and

decisions the employees take should be in accordance with the values. The values you hold

now will change in future depending on the experiences you come across and the various
14
 15

kinds of people you meet up daily (Parry &Urwin, 2011). When the values of the

organization or company are in accordance with those of employees in the company will

surely lead to a higher performance. This leads to higher level of management of the staff and

good and enhanced quality of the products and services were provided by the company to its

various customers (Choudhary, et al., 2013). In the Apple Company, the values are aligned so

it creates an impact on the culture of the company and therefore it is able to retain and attract

the talented employees effectively. Values are also a source of motivation, so they create an

influence on the employee’s behaviour, their perceptions, and also their attitudes they carry

towards their work in the company (Fu & Deshpande, 2014). Hence, it is true that the

personality and values have an impact on the life and work outcomes of the employees in the

company.

QUESTIION 4. Demonstrate a critical appreciation of the different types of

Motivational concepts and analysed the usefulness of the application of some of these

measures have on employees behaviour and organization performance.

In the business environment, the role of the performance of the employee is essential in order

to get the best result in the operation. The extent of the performance the employee determines

the level of the productivity of the employees. The performance of the employee also defines

the organizational performance. If an organization wants to achieve the financial and non

financial goals then it is required to get the high performance by the individual (Walker et al.,

2010). In order to enhance individual performance of the employees, it is essential for

employees to be motivated. The level of the motivation among the employee is combination

of desire and energy that increase the performance of the employees as well company.

In order to provide a reason, the motivation is very necessary for a person to do the work

willingly in an effective and efficient manner. There are different kinds of concepts and

theories to motivate the employees of Apple and that is helpful to improve the performance
15
 16

of the organization (Bakker, et al., 2012). At the same time, there are two factors for

motivating the organizational employees that include the intrinsic and hygiene factors.

Intrinsic factor internally motivates the organizational employees at the job like provide

responsibility, training to develop skills, freedom, challenging works, the opportunity for

success, etc. Extrinsic factor externally motivates the employees like promoting them,

provide rewards, punish the employee, etc. In concern to Apple Company, they use both

rewards intrinsic and hygiene to motivate the employee and provide the enjoying

environment. Moreover, the company provides extra benefits like bonus, gift, recognition and

additional discount to satisfy the employees in the organization.

Arnold’s three components of motivation

Motivation is a well known team and many researchers have been done on this. In this, it is

found that motivation is the interplay of Multiple factors that guilds the employee to do thie

job in the more effective. In the words of Arnold, in order to motivate the employees of the

organization, there are three components like direction, effort, and persistence which can be

used to motivate the employees. Direction provides the right way to do the work, the effort

shows the attempt of an employee and persistence provides the capacity that how long keep

trying (Arnold, and Reynolds, 2012). This motivational theory is very important for the

company because it provides three components that contain both extrinsic and intrinsic

factors to motivate the employees. With the use of these factors, Apple analyses the needs of

the employees to motivate them to enhance the performance by changing the behaviour of the

employees.

Furthermore, it is also identified that there are two kinds of the factors that influences the

motivation. In this, intrinsic is one of them that are a self generated factor. It is associated

with responsibility and freedom act scope to use and develop career. It also includes the skills

and ability of the employees, level of interesting and challenging work and career opportunity
16
 17

in the company. These kinds of the factors have the greater influence on the level of the

motivation (Zhang et al., 2012). Another factor can be known as extrinsic that demonstrates

the acts of the company what company is doing to motivate employees. These factors are

rewards, promotion, punishment that also have influences on the motivation of employees.

Need hierarchy theory

Need hierarchy theory of Maslow is also useful for motivating the organizational employees.

Maslow believes that the needs of a social people cannot be fulfilled (Taormina, and Gao,

2013). This theory divides the needs of the human being into five stages. First, need is the

physiological needs that are very necessary for the person to alive like air, food, water, sleep,

clothing, shelter, etc. The second need is safety need that provides the protection to a person

like personal security, financial security, health, and wellbeing. After the satisfaction of

physical needs, the safety needs can motivate the people. After this, the social needs of the

person should be satisfied. The social needs contain the love, friendship, intimate

relationship, trust, etc. According to Maslow, after the fulfilment of physiological and safety

need, the interpersonal needs can motivate the employee of the organization (Lazaroiu,

2015). Next step of need hierarchy is the esteem need that motivates the person by achieving

the self-esteem. In this stage, people want a good respect in the organization as well as they

also need a good status, freedom, recognition, strength, etc. In the views of Maslow, after the

fulfilment of the self-esteem needs, a person focuses on the self-actualization needs.

17
 18

Self-
actualization

Esteem needs

Social needs

Seafty needs

Physiological needs

Figure: Maslow’s Need Hierarchy Theory

This theory is highly effective for Apple because it plays an important role to improve the

performance of the organizational employees and worker. The management of the company

find outs the needs or problems of the organizational people and provide solutions according

to their needs (Ankli, and Palliam, 2012). The low orders needs of the employees have more

priority so company helps the employees to fulfil their needs. But at the same time, the

company also fulfils the high-level needs of the employees by offering free iPhones or bonus

salary occasionally. These rewards help the company to get a return of highly satisfied

employees and changing the behaviour of the organizational persons.

The main advantage of Maslow’s theory is that it has intuitive appeal due to this, it can easy

apply on the business. This theory represents the correlation in the various stages the human

development. Under this theory, the childhood and adolescence focuses on more explicitly on

social needs. But, at the same time, certain issue are presented with this theory that makes the

theory more difficult. In this, it is found that Maslow’s theory is based on the clinical

observation theory that ignores the scientific research methods.

18
 19

Alderfer’s ERG theory

This theory is also based on Maslow’s need hierarchy theory but it classifies the needs of a

person in only three parts such as Existence, Relatedness, and Growth needs. Existence needs

exchanges the thoughts of physiological and safety needs. In addition to this, relatedness

needs are also like the Maslow’s social needs and some part of esteem needs (Dinibutun,

2012). In this stage, a people fulfil the relationship with others such as co-workers, family,

and friends. Finally, the third need is the growing need that provides the internal esteem to

the employees of the company and also fulfils the self-actualization needs of them. This

motivational theory is also used by some managers of Apple to enhance performance and

change the behaviour of the employees. The employee's performance and behaviour are

highly affected by this theory and the extrinsic and intrinsic motivations work for the

company.

Herzberg’s motivational theory of two-factor model

Herzberg provided two-factors in the motivational factors that are motivator and hygiene

factors. The motivator factors really provide the positive satisfactions to motivate the

employees of Apple. In this factor, the superior performance of the employee is very helpful

to provide good satisfaction such as job performance, achievement, responsibility, an

opportunity of promotion and growth (Renko, et al., 2012). On the other side, hygiene factors

are also used to motivate the person and increase the performance of an employee. Hygiene

factors motivate the employee for a long time and necessary for the organizational employees

like remuneration, fringe benefits, work environment, job security, and relationship with co-

workers. The management team provides the development or growth opportunity to the

employees and they give better performance in return (Vassileva, 2012). At the same time,

the increment in the salary, better company policy, and good relationship with superiors are

also helpful to change the employee behaviour and improve the performance.
19
 20

Vroom's expectancy theory

This theory also uses for changing the behaviour of the employee and motivate them

effectively. This theory assumes that the behaviour of the person should be change by

removing the pain and maximize the pleasure of a person. It is realized by Vroom that the

performance of an employee is based on some individual elements likeability, knowledge,

experience, and skills. For this, Vroom has used three variables that are expectancy,

instrumentality, and valence (Park, and Ryoo, 2013). The expectancy factor provides the

beliefs to Apple that the performance can be increased by increasing efforts. Instrumentality

shows that the good performer gets the value also. In the valence, the original need of the

person should be fulfilled by the company to motivate them.

Conclusion

From the above discussion, it can be concluded that Apple is one of the leading firm and

operate the business effectively. Additionally, it can also b stated that tin the successful

business management in USA and China, Apple uses the Hofstede cultural dimensions

model. At the same time, there are various SHRM strategies that are used by the firm to

manage the business. Additionally, there are different motivational factors that are also used

by the firm.

20
 21

References

Ankli, R.E. and Palliam, R., (2012). Enabling a motivated workforce: exploring the sources

of motivation. Development and Learning in Organizations: An International

Journal, 26(2), 7-10.

Apple. (2017). [Online] Retrieved from: https://www.apple.com/

Arnold, M.J. and Reynolds, K.E., (2012). Approach and avoidance motivation: investigating

hedonic consumption in a retail setting. Journal of Retailing, 88(3), 399-411.

Arnold. T, Spell, SC. (2006). The relationship between Justice and Benefits Satisfaction.

Journal of Business and Psychology 20: 599-620.

Bakker, A.B., Demerouti, E. and Lieke, L., (2012). Work engagement, performance, and

active learning: The role of conscientiousness. Journal of Vocational Behavior, 80(2),

555-564.

Bovin, C. &Roch, J. (2006). Dominant organizational logic as an impediment to

collaboration. Management Decision, 44 (3), pp. 409-422

Choudhary, A. I., Akhtar, S. A., &Zaheer, A. (2013). Impact of transformational and servant

leadership on organizational performance: A comparative analysis. Journal of

Business Ethics, 116(2), 433-440.

CISCO (2011). Finders keepers: How to keep hold of your top talents. Retrieved from

https://www.cisco.com/c/dam/global/en_vn/solutions/smb/xchange/assets/cis_k224_fi

nders_ei.pdf

Dinibutun, S.R., (2012). Work motivation: Theoretical framework. GSTF Business Review

(GBR), 1(4), 133.

Fu, W., & Deshpande, S. P. (2014). The impact of caring climate, job satisfaction, and

organizational commitment on job performance of employees in a China’s insurance

company. Journal of Business Ethics, 124(2), 339-349.

21
 22

Hofstede-Insights.(2017). [Online] Available at: https://www.hofstede-insights.com/country-

comparison/china,the-usa/ (Accessed: 29 December 2017).

Jones, M. P., Humphreys, J. S., & Nicholson, T. (2012). Is personality the missing link in

understanding recruitment and retention of rural general practitioners?. Australian

journal of rural health, 20(2), 74-79.

Keyton, JN. (2011). Communication and Organizational Culture: A Key to Understanding

Work. London: SAGE Publication.

Lazaroiu, G., (2015). Employee Motivation and Job Performance. Linguistic and

Philosophical Investigations, 14, 97.

Mansoor, M., Tayib, M., (2010). An Empirical Examination of Organisational Culture, job

stress, job satisfaction with the indirect tax administration in Malaysia. International

Journal of Business and Social Sciences 1: 81-95.

Mckinnon, LJ. (2003). Organisational Culture: Association with commitment, job

satisfaction, propensity to remain and information sharing in Taiwan.Intenational

Journal of Business Studies 11: 25-44.

Nnoaham, K. E., Hummelshoj, L., Webster, P., d’Hooghe, T., de CiccoNardone, F., de

CiccoNardone, C., ... & Study, W. E. R. F. G. (2011). Impact of endometriosis on

quality of life and work productivity: a multicenter study across ten

countries. Fertility and sterility, 96(2), 366-373.

Park, S.C. and Ryoo, S.Y., (2013). An empirical investigation of end-users’ switching toward

cloud computing: A two factor theory perspective. Computers in Human

Behavior, 29(1), 160-170.

Parry, E., &Urwin, P. (2011). Generational differences in work values: A review of theory

and evidence. International journal of management reviews, 13(1), 79-96.

22
 23

Price, A. (2007). Human Resource Management in a Business Context. 3rd Edition, London,

UK: Cengage Learning EMEA

Redman, T. & Wilkinson, A. (2009). Contemporary Human Resource Management Text and

Cases. 3rd Edition. Harlow, England: Pearson Education.

Renko, M., Kroeck, K.G. and Bullough, A., (2012). Expectancy theory and nascent

entrepreneurship. Small Business Economics, 39(3), 667-684.

Sapp, J. C., Dong, D., Stark, C., Ivey, L. E., Hooker, G., Biesecker, L. G., &Biesecker, B. B.

(2014). Parental attitudes, values, and beliefs toward the return of results from exome

sequencing in children. Clinical genetics, 85(2), 120-126.

Taormina, R.J. and Gao, J.H., (2013). Maslow and the motivation hierarchy: Measuring

satisfaction of the needs. The American journal of psychology, 126(2), 155-177.

Ucbasaran, D., Shepherd, D. A., Lockett, A., & Lyon, S. J. (2013). Life after business failure:

The process and consequences of business failure for entrepreneurs. Journal of

Management, 39(1), 163-202.

Vassileva, J., (2012). Motivating participation in social computing applications: a user

modeling perspective. User Modeling and User-Adapted Interaction, 22(1), 177-201.

Walker, R. M., Damanpour, F., &Devece, C. A. (2010). Management innovation and

organizational performance: The mediating effect of performance

management. Journal of Public Administration Research and Theory, 21(2), 367-386.

Zhang, Z., Wang, M. O., & Shi, J. (2012). Leader-follower congruence in proactive

personality and work outcomes: The mediating role of leader-member

exchange. Academy of Management Journal, 55(1), 111-130.

Zott, C., Amit, R., and Massa, L. (2011) The business model: recent developments and future

research. Journal of management, 37(4), pp. 1019-1042.

23
24

24