In the strategy to meet the objectives that an organization has set for itself, organizations need to find

ways in which they will arrange and structure their functions. In coming up with the appropriate
structures of organizations, these institutions look take into consideration such factors as their main
functions and purposes. These organizations also consider their employees and their responsibilities.
This, in turn, impacts on the success or failure of a particular institution. They, therefore, come up with
structures that are well within their objectives, policies and other strategies (Jones, 2010).

The organizational structure of the Apple Computers Company is mainly collaboratively functional
structure. The employees and management at the Apple Company are categorized and grouped in
accordance with their common experience, expertise, and resources. In this Company, workers within its
functional divisions carry out a specialized set of responsibilities and duties. The outcome of this
organizational structure by the Apple Company has been the operational efficiency within the functional
groups and translates to the Company’s success (Griffin, 2014).

The functional structure of organization by the Apple Company is concentrated on the attainment of a
common goal for the Company and establishes an environment that is collaborative. The result is that
both cooperative and personal work is supported. This kind of structure eventuates in innovation and
more ideas and, therefore, the general success of the Apple Computers Company.

Apple Computers has, on the other hand, experienced the disadvantage of the functional structure in
that it results in the lack of effective communication between the set functional groups within the
organization.

The Functional Structure of Organization Adopted By Apple As Contrasted Against the Matrix and
Divisional Structures

The functional structure is said to be a combination of individuals who work together and do similar
tasks or have the same positions in an organization. The divisional structure, on the other hand, is said to
be divided mainly along physical division but also has strategy, function and product divisions. The matrix
structure is known to simultaneously group individuals in two methods. These methods are through the
function of which they are associates and through the product team on which they are presently
operating (Jones, 2010).

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The functional structure is mainly formed as a method of dealing with the enhanced differentiation
demands. It is also appropriate for the production of standardized goods and services and huge amounts
but in low prices. It is, therefore, more concentrated with activity. The divisional structure, on the other
hand, is more concerned with results and not activity. The staff of every division is aware of the division’s
needs and participates actively in the achievement of the division’s goals. Personal dedication and
motivation are enhanced in the divisional structure. The matrix structure is, on the other hand, more
concerned with getting the benefits of the divisional and the functional structure and decreasing their
drawbacks. It concentrates on sharing or shifting personnel and other organizational resources across
the organization (Galbraith, 2008).

The functional structure ensures that the employees are allocated in the departments where they have
skills. This leads to specialization of the staff and the facilities and improvement of skills. On the other
hand, the employees in the divisional structure are actively involved in the achievement of the division’s
goals. They also have knowledge of all its needs instead of concentrating on the departments where they
are best skilled. It is decentralized unlike in the functional structure, and every division has all the
needed resources and functions. The matrix structure ensures that the resources are shared in the entire
organization thus reducing costs and allowing improvement of skills (Jones, 2010).

Organizational Functions Influence and Determination of the Organizational Structure of Apple

The Human Resource Department is the most crucial function in the influence and determination of
Apple’s organizational structure. First of all, the Human Resource Department’s function of managing the
workforce cannot be shared with another department ass it would result in confusion in the Company. It,
however, performs its functions in collaboration with other departments of the Company. For instance, it
liaises with the Finance Department in order to understand whether to recruit more employees or lay off
others or even raise their remunerations (Griffin, 2014).

The HR groups the workers together according to their resources and expertise. The department makes
it appoint that the employees at Apple understand the roles that they play in the Company. The HR
department ensures that the employees wear clothes that are different colors in accordance with the
responsibilities and duties that they perform. In this way, the Human Resources Department provides
the clear distinctions that are the bases of the functional structure of organization as adopted by the
Apple Company. It functions majorly to help in the avoidance of the duality and overlapping of the
various roles played by the particular functional groups (Jones, 2010).
The Human Resources Department also influences and determines the adoption and maintenance of the
functional organizational structure by Apple through ensuring that the various groups have their leaders.
These leaders are managers and supervisors. These leaders make sure that the labor force is effectually
organized. This helps in easier and more effective performance of the duties given to the various
departments or groups. The effecting of managers and supervisors also help in the easy interaction and
collaboration of the different groups that have been set up by the Human Resources Department. This
promotes the use of the functional organizational structure.

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Apple’s Finance Department has the responsibility of ensuring the maximization of the value of
shareholders whether in the long term or short term. It is up to this department to determine the best
means in which this can be attained. In so doing, the Finance Department influences the Company’s
organizational structure. This is done through the implementation phase of these selected ways of
achieving the value. For instance, the Finance Department determines the number of persons to be
recruited or lay off, and the most effective way to arrange them so as to achieve the Company’s
objectives (Griffin, 2014).

Organizational Design in the Determination of the Apple’s Best Organizational Structure

Organizational design is a prescribed and controlled process that seeks to integrate the labor force, data
and technology of an institution. The organizational design of any company integrates these elements of
an organization in order to help in the achievement of the company’s set objectives (Jones, 2010). These
functions end up with employees who are of similar experiences and expertise. The specific functions
borne by the various employee groups help in the avoidance of overlapping tasks. This, in turn, affects
the type of organizational structure that is adopted by the Apple Company (Griffin, 2014).

The categorization of the products of Apple is also a factor that influences the Company’s organizational
structure. There is a proper and definite assignment and demarcation of tasks in relation with the kind of
products that the employees have expertise in. This is either in the design, manufacture or marketing of
the various products of the Apple Company.

In conclusion, the Apple Computers Company has adopted the functional structure of organization in
order to achieve the objectives set by tit. This structure is influenced by the Company’s various functions
such as the Human Resources Department and the Finance Department. It is also influenced by the
Company’s products.