Presented By: Maryam Priyanka Ravi Vidhi

APPLES CREATIVITY
Constantly coming up with newer technology and features in its products which are difficult to replicate. Strong brand name which can be easily recalled because of its catchy name and logo. Comes up with new models and features so regularly that the competitors are taken by surprise.

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Sleek, smart and easy to use products which connect well with the customers. Apple as a company also focuses on building beautiful business models which gives new ways to create, deliver and capture value. The iPod and iPhone would not have had nearly as much impact if they hadn't been matched with iTunes and the AppExchange respectively.

STEVE JOBS 7 PRINCIPLES FOR INNOVATION

1. 2. 3. 4. 5. 6. 7. Do what you love. Put a dent in the universe. Kick-start your brain. Sell dreams, not products. Say no to 1,000 things. Create insanely great expectations. Master the message.

Apples success is intrinsically linked to the founders vision that technology, marketing and sales alone are not sufficient to deliver corporate success. A key factor is to have people who believe very strongly in the values of the company and who identify it with as creators and innovators the ad campaign Think different featuring Picasso, Einstein, Gandhi was described by Steve Jobs as a way for the company to remember who the heroes are and who Apple is.
Apple has succeeded to create empathy for technology that other technology companies have failed to provide. The aesthetic of the product range, through innovative design, also yielded success.

RECRUITMENT STRATEGY

Apple recruiters have come up with a new strategy for hiring new employees -- just give friendly retail employees at other companies cards with the words "You're amazing. We should talk." on the front of them. On the back, the cards detail how the employee at XYZ company can become an employee for an Apple Store. This definitely helps with the hard work of hiring new Apple employees to fill the nearly 2,400 positions nationwide caused by the nearly 35-40 new stores opened each year.

RECRUITMENT STRATEGY

Use your Apple ID. Sign in with the same Apple ID you use for iTunes, Apple Online Store, MobileMe, or other Apple services. If you dont have an Apple ID, youll have the opportunity to create one when youre ready to submit a resume. http://www.apple.com/jobs/us/

Bisociation, arguably the most fundamental and pervasive creative technique of all, is the process of a product that results from combining two apparently opposite ideas to create a third useful or insightful hybrid of the two, in a kind of creative dialectic.

The iPhone is a hybrid of phone, camera and computereach originally conceived as a device utterly incompatible with and disparate from the other two.

THE APPLE BISOCIATIVE APPROACH TO RECRUITING

Apples use of bisociation is further manifested in Steve Jobs original eureka epiphany that transformed the opposition of then-extant powerful corporate mainframe computing vs. personal and then only imagined advanced home computing into the desktop Apple Mac. Likewise, the conventional opposition of macro and micro managementusually not undertaken by the same person, got bisociated through the hands-on style of Jobs, so that both the big picture and the tiniest design details were within his personal grasp and control. Jobs personally did all the recruiting for his team. He never delegated that to anybody else.

THE APPLE BISOCIATIVE APPROACH TO RECRUITING

Once I arrived I was greeted by Apple employees and I filled out a piece of paper pertaining to the job like availability and what products I have owned or currently own. Once everyone had arrived we were loudly invited into another room where all the employees heading the seminar cheered and clapped. We got seated and everyone introduced themselves, everyone. Next we watched a few videos which showed the history and atmosphere of Apple retail. After each videothe group was asked by an employee what we thought about the video or did anything stick out? Once the videos were completed we split up into groups and an Apple employee took us to a different part of the room and we answered individual questions. These questions were presented on an iPad

MUCH DEEPER THAN RAH-RAH

unique individual and team player: applauding the candidates as a group when they enter the seminar, yet requiring self-introductions on an individual basis after that. product user and developer: Getting the applicant to use the tools (s)he will be expected to improve. Giving the job candidates iPads to use during interviews is a perfect way to do this. customer and job applicant: Again, the iPad given to candidates can identify them as current customers or motivate them to become future customers. corporate product/service tester and tested applicant: Asking candidates what they think of the video is a clever way to collect feedback about the video, for the purpose of evaluating and improving it, as well a method of gleaning useful feedback about the candidates. competitor and cooperator: Another applicant reported the following experienceThe second interview felt more like an interview but it was done in groups, I was interviewing with two other people. We entered a room and they asked us a question that we all had to answer. This is a variation on the psychological game called Lets-You-and-Him-Fight, inasmuch as irrespective of however collegial other aspects of the interviewing format may seem, the candidate responses in this situation are in direct audible and visible competition

JOBS ROLE

grow vs. not growJobs hire-retire-fire core team strategy. It may seem paradoxical for a company to grow without some growth in the core-staff numbers, but, Steve had a rule that there could never be more than one hundred people on the Mac team. So if you wanted to add someone you had to take someone out. And the thinking was a typical Steve Jobs observation: I cant remember more than a hundred first names so I only want to be around people that I know personally. So if it gets bigger than a hundred people, it will force us to go to a different organization structure where I cant work that way. The way I like to work is where I touch everything.

COMPANY CULTURE AT APPLE

Design is everything. Everything! Traditional companies dont have a design culture. Sure, they have designers, but design isnt the #1 priority from the very top of the organization to the very bottom. For Apple, design is everything.

Design reports to the CEO Apple is probably the only company where design reports directly to the CEO. If design is the most important element of a product, why wouldnt the CEO want to take part? Jobs is a systems thinker and designer.

COMPANY CULTURE AT APPLE

They do not market research Theres no place for market research at Apple. The people at Apple have good taste. They know whats good, and theyll stick to their convictions. The responsibility is on them, not the will of the people. If its not perfect, it doesnt go out Near perfect is not good enough for Apple. They shoot for perfection. Their policy is that if its not perfect, it doesnt go out to the public. They work hard for perfection, while other companies believe in getting it out there and fixing it later.

HR AT APPLE
HR to be much more involved in business decisions, rather than just being caught up in personnel policies HR looks for great ways to solve or enhance employees' education, knowledge or management's interaction with employees. A flatter kind of organization with much fewer levels of management. Communication is stronger for that reason Best Retention rate in the silicon valley

PROBLEMS FACED BY APPLE

High input costs involved when trying to come up with newer technologies. Since the technology space is changing so fast there is a fear of the product failing. The old customers feel cheated since Apple comes up with upgraded products far too quickly. Lot of duplicity and fake products in the market. Creativity or innovation is always associated with Steve Jobs, so difficult to know whether Apple will be able to sustain the same growth model. Apple products are expensive and it gets difficult to recover the cost in case a new product fails.

 The Three keys to facebook success are : Culture, Risk taking, Employees
- by CEO and founder of Facebook, Mark Zuckerberg

HIRING PROCESS IN FACEBOOK

The hiring process in facebook comprises of the following: - 5 minute preliminary interview (nontechnical) - Solving an online buffet puzzle - First Technical phone interview - Second Technical phone interview - In-person on-site interview The key to the Facebook interview is not in solving the question, but how fast and how accurate you are. Facebook wants you to be able to solve a problem in a minimal amount of time and get it right with no backtracking or reworking.

PEOPLE OF FACEBOOK
Facebook has a flat, open, dynamic corporate culture. One of the reasons which allowed facebook to keep such culture is its people. Facebook looks for people who are : - Smart - Open minded and willing to change - Care deeply about who they are and what they hope to accomplish - Have a healthy suspicion of authority but also of their own ideas - Willing to question everything and also to be questioned - Willing to try things that will very likely fail - Able to debate with passion without making it personal

Facebook innovation measurement, metrics and brand strategy

Useful tool for brands to Communicate brand voice & Foster the right kinds of relationships with customers or consumers Tool for tracking the behavioral patterns of consumers. F-commerce is on the cusp of taking off. Allows brands to engage consumers, measure the success of above-the-line advertising Arrange Innovative Campaigns such as Dominos Superfans, Fiorellis social shopping etc.

CULTURE OF FACEBOOK

Every Facebook office you walk in has transparency, emphasis on fun, and a place where people are happy to go to work. There are no cubicles, they have an open space where everyone can sit and chat. Facebook values which include focus on impact, be bold, move fast and break things are painted on the walls and anything else employees want.

CULTURE OF FACEBOOK

Wherever the office is located some local flavour in added to it. For example in Hyderabad, conference rooms are named after Hindi films, there is Dostana and Umrao Jaan. Informal gatherings hackathons are used to tackle problems and projects that people are passionate about. These sometimes go on throughout the night, and feel like parties.

7 THINGS ABOUT THE COMPANY CULTURE AT FACEBOOK

1.

Hack a logo seen everywhere in the campus It is painted on every other wall, and was scrawled across the entire building of Facebooks Palo Alto HQ, in order to encourage employees to produce imperfect but brilliant code for experimental and creative new purposes.

7 THINGS ABOUT THE COMPANY CULTURE AT FACEBOOK

2. What would u do if u were not afraid to fail - a banner displayed proudly where employees come and go. To encourage employees in this thought exercise and that they shouldnt be afraid to fail. 3. Fail harder a poster seen throughout facebook offices To encourage employees to keep trying and not to give up from one or two failures.

7 THINGS ABOUT THE COMPANY CULTURE AT FACEBOOK

4. Move faster and break things another poster at facebook HQ. To urge employees to try things with little regard, to experiment freely, and to break the very systems they are charged with maintaining.

5. Done is better than perfect - The inspiration behind the hackathons During the hackathons held on Fridays, each group picks a project and has it complete by start of business the next day. Nobody would leave the room until the launch is a success. Facebook Chat, Friend Finder, Photos functionality and many more features were all created and launched at Hackathons.

7 THINGS ABOUT THE COMPANY CULTURE AT FACEBOOK

6. Product quality before monetization Product quality should always be the guiding light. 7. Embrace your roots no matter how silly they are Facebook started in a dorm room so the company has kept the dorm look and feel, complete with cheap furniture, sprawling dining halls, phosphorous lighting, and bare concrete floors.

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