Assessment of the Team
Firstly, the relevant evaluation of the core characteristics of the team for the implementation and improvement of Apple’s action and future strategy to enhance organizational performance. Apple faces issues related to the maintenance of innovation, leadership, and the management of the pricing policy, as it is one of the leaders in the market, which defines the industrial trends and has to maintain competitive in the highly competitive market. In turn, a combination of these practices has to be taken into account while determining the team’s functions and performance.
High attention has to be the leadership style while combining the competences of Tim Cook and Steve Jobs. It remains evident that new approaches to the management have to be proposed due to the presence of modifications and alterations in the modern world. In this situation, the adaptive leadership can be considered as an appropriate approach due to the ability to highlight the necessity of interactions and take into account the external and internal influences (Hayashi & Soo, 2012). The implementation of this matter contributes to the elimination of the consequences of the economic downturn.
Innovation is another characteristic, which has to be maintained in the company while cultivating the perception of multiculturalism and internationality as a part of the corporate culture. It remains apparent that this aspect has a high correlation with the application of the adaptive leadership style, as it also highlights the vitality of communication. In this case, a relationship between interactions and innovational solutions cannot be unnoticed, as a free communication in the team contributes to the development of new ideas (Folkestad & Gonzalez, 2010).
Lastly, a new team has to pay attention to the pricing policy, as the mismatch between the expectations tends to occur. It remains evident this matter has to be sufficiently discussed and determined while having discussions within the operational team. The analysis depicted the required aspects and features stated that the cross-functional working team could be considered as the most appropriate type to assure the sufficient functioning of the company in the market (Boone & Kurtz, 2011).
In this instance, the presence of the different members from dissimilar vertical subordination will contribute to the relevant understanding of the image of the organization while considering the complexity of the environment (Daspit, Tillman, Boyd, & McKee, 2013). The active interaction will encourage vigorous involvement of the participants and develop new solutions related to the formation of pricing and innovation.
Recruitment Process
Secondly, the recruitment process has to be determined to select the right personnel for the sufficient functioning of the organization. Firstly, the required participants have to be identified, as, in this instance, diversity has to be taken into account while constructing a team internally and externally. In this case, the team has to include the representatives from dissimilar professional and cultural backgrounds to gain the relevant perception of the processes in the organization and develop a path to success in operations (Meiseberg & Ehrmann, 2013).
In turn, the collaborative capabilities have to be evaluated due to determine the ability of a person to communicate and discuss within the team (Arias-Baez, Pavlich-Mariscal, & Carillo-Ramos, 2013). In this instance, the test sessions will be conducted to reveal the presence of these characteristics. Lastly, two representatives from each group will be chosen.
Furthermore, the external members of the team have to be invited to acquire a novel perception of the issues related to innovation, development, pricing, and leadership. This matter is beneficial due to the cultivation of flexibility and the establishment of new perceptions (Wankel, 2007).
In this instance, the description of the position has to be developed and marketed online. In turn, the search entity has to be introduced, as it is essential to select the workforce to be responsible for the selection of the right candidate. Furthermore, the interviews with the potential candidates will be conducted, and suitable candidates will be chosen. In the end, the selected participants will have to represent various vacancies and professions and have competitive CVs. Lastly, the tests will be conducted to determine the ability of the potential employees to work in teams.
In the end, the recruitment process is vital for the organizational development and choice of the right workforce (Boone & Kurtz, 2011). It will contribute to finding a relevant solution to the presented problems and help the organization to overcome the difficulties. Furthermore, the chosen internal and external candidates will be working in several teams while discussing the potential resolutions to the issues related to leadership, pricing, and innovation. Lastly, the proposed clarifications will be deliberated, and the most relevant approaches will be determined.
The Key Position
The primary goal of this section is to determine the core competencies and characteristics of the key position to enhance the presence of the beneficial outcomes in Apple. Additionally, the content for the job posting has to be designed and depict the relevant points of the position to select a suitable candidate. Furthermore, the salary range and the required skills will be described. The characteristics have to comply with the type of team and the aspects, which are mentioned above to enhance the organizational performance of Apple.
In this instance, the fundamental vacancy has to combine leadership and development while maintaining organizational performance. Furthermore, a person has to be able to establish free and relevant communication between the team members. Additionally, an individual has to have well-developed critical thinking and sufficient problem-solving skills. It could be said that the job posting of the team leader will be introduced. Furthermore, a person has to be able to monitor and control the actions of the other team members and determine their ability to reach the organizational goals. In turn, the company offers a competitive salary and the ability to operate on the international levels while designing a new strategy of the technological leader.
The job posting of the team leader in the IT-sphere will be described. Firstly, it requires a minimum of three years of work experience in a similar position. Furthermore, the specialization in IT and innovation can be considered as a requirement due to the specifics of the profession.
The master’s degree is a preference, as it portrays the ability for critical analysis and strategy development. As for the skills, leadership in the IT-sphere, working in teams, ability to determine possibilities and opportunities, critical evaluation of the factors, ability to communicate sufficiently with different levels of subordination, and well-established skills in problem-solving, decision-making, and goal setting. The combination of these competencies will assist a person in becoming a substantial part of the team. Lastly, the salary has to be estimated, and it will be $10,000 per month.
References
Arias-Baez, M., Pavlich-Mariscal, J., & Carillo-Ramos, A. (2013). Forming adapted teams oriented to collaboration: Detailed design and case study. Dyna, 80(180), 87. Web.
Boone, L., & Kurtz, D. (2011). Contemporary business. Hoboken, NJ: John Wiley & Sons. Web.
Daspit, J., Tillman, J., Boyd, N., & McKee, V. (2013). Cross-functional team effectiveness. Team Performance Management: An International Journal, 19(1/2), 34-56. Web.
Folkestad, J., & Gonzalez, R. (2010). Teamwork for innovation: A content analysis of the highly read highly cited literature on innovation. Advances in Developing Human Resources, 12(1), 115-136. Web.
Hayashi, C., & Soo, A. (2012). Adaptive leadership in times of crisis. Prism: A Journal of the Center for Complex Organizations, 4(1), 79. Web.
Meiseberg, B., & Ehrmann, T. (2013). Diversity in teams and the success of the cultural products. Journal of Cultural Economics, 37(1), 61-86. Web.
Wankel, C. (2007). 21st century management: A reference handbook. Thousand Oaks, CA: SAGE Publications Ltd. Web.