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Management Principles In Jobs, Directed By Joshua Michael Stern

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Jobs: A Study in Management Principles The film Jobs was directed by Joshua Michael Stern, and its main characters are Steve Jobs as Ashton Kutcher, Steve Wozniak as Josh Gad, Mike Markkula as Dermot Mulroney, John Sculley as Matthew Modine, and Arthur Rock as J. K. Simmons. The film depicts Jobs’ experiences through college and how his personal life led him to work for an electronics entertainment company. While working for the company, he founded himself frustrated to embark on his own endeavors, which in turn, led him to his friend Wozniak. Then, the two of them found themselves with the opportunity to develop an operating system that connected to a television. Little did they know, this new concept led them towards a new way to change personal …show more content…

This aspect refers to chapter two (Values, Attitudes, Emotions and Culture: The Manager as a Person). While working for an electronic entertainment company, Jobs felt negative emotions towards the quality of the company’s products, and at one point, he addressed one coworker as “you refuse to do anything that vaguely escapes your comfort zone” (Stern, 2013). At other times, Jobs had a quick temper to speak out his mind whenever someone or something did not either agree or did not meet his expectations. However, it was this sense of criticism towards the quality of products that was a benefit to Apple’s line of products. Also, it was this sense of self-criticism that allowed him to see his potential within himself, as he reflected, “I just can’t work for other people. I guess I need my independence. If that makes any sense” (Stern, 2013). On the other hand, Jobs’ criticisms alienated some of his inner circle friends, board members, and employees, and in this case, it was a …show more content…

Sculley to be Apple’s CEO. However, soon Jobs regretted his decision. This relates to chapter five of the textbook, which refers to decision making as “[t]he process by which managers respond to opportunities and threats by analyzing options making determinations about specific organizational goals and course of action” (Jones & George, 2015, p. 157). Jobs saw potential in Mr. Sculley’s marketing skills as an opportunity to help Apple increase its sales, but Jobs never anticipated the inside management threat from Mr. Sculley and the board. Jobs and the Mr. Sculley found themselves with different views on how the Apple should be run. As Mr. Sculley refers to Jobs, “I find it increasingly difficult to do my job, when the greatest obstacle in my path, cast a looming shadow over everything I try to do” (Stern, 2013). Soon, the board made a decision in Apple’s best interest; and this meant voting for Mr. Sculley to gain full control over the company. As the board thought, at that time, this was the right decision for Apple’s

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In the last paragraph, he touches on how the assembly line provided him with real-world perspective – this could inspire other students into going outside their comfort zones or perhaps taking a closer look at the world around them. However, the challenges he might experience with this goal might arise from the very trait he’s trying to warn against, indifference. Many people simply do not care, and while they understand that blue-collar work is hard, they do not need to understand it any further, nor do they believe that such an experience will bring them anything “useful” in the long run. This mentality could be traced to the stigma of blue-collar work in general, but whatever the reason, if the essay inspires only one person, that’s better than no one at

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Jobs’ portrayed a concrete diction through the phrase “I was lucky, I found what I loved to do so early in life” (Jobs, 2005, Pg. 2). This phrase helped the language of the text reflect back to Jobs’ purpose of the commencement speech. Jobs’ later got fired from Apple Corporations,“I felt that I had let the previous generations of entrepreneurs down- that I had dropped the baton as it was being passed to me” (Jobs, 2005, Pg.2). Jobs’ enlightened tone slowly declined into a calm, gloomy mood which portrayed that not everything in life came easy to Jobs and success was earned through hard work and devotion. Jobs’ purpose in this second story was to illustrate the difficult times he had, however through determination and hard work he was able to overcome them and do what he

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They became more receptive towards the practices McNerney brought over from General Electric, allowing focus to shift quickly and strongly towards execution. In moulding a familiar culture to incorporate good practices of another rather than destroying that and starting from scratch, McNerney was able to make profits and stock price climb 35% in three years. (Groysberg, McLean & Nohria, 2006) These successes are consistent with the finding that human nature holds “a strong preference for stability and continuity” (Brooks & Bate, 1994). By allowing some of the original practices to continue, employees would be able to

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Executive Summary Apple has always surprised the world with its innovation starting from the invention of computer circuit board of Apple I in 1976 to world’s most successful personal computer and electronic device manufacturer. They brought revolutionary changes in user experiences in using personal computers and currently smart devices. The company was always under the supervision of visionary leaders and effective strategies applied by them made the Apple what it is today. The company faced several ups and downs during its operating timeline and remained successful in sustaining their position in the market as a leader. The Harvard Business School Case study of Apple Inc. focuses on the growth and strategic management of the company accordingly.

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So, while the reply from Bowie was sufficient enough to show the problems that arise in hostile environments and how they negatively impact success. It fails to assert a firm stance against other issues in Carr’s

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This includes a lot of formal terms and informal phrases, which Jobs weaves together to convince the audience that he can be as personal as he is professional. Jobs uses this trade off when he talks about his termination from Apple, humbly saying that he felt that he had failed the “next generation of entrepreneurs”. He says this to show that his failure does not cause him fury or despair, and he says his feelings at that moment frankly. He also says that when he was out of Apple, he was “very publicly” out. This formal vocabulary emphasizes the supposed finality of his time with Apple, which is vindicated when he eventually rejoin the company.

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Providing the example of Steve Jobs, the creator of Apple, she says the people who work under Jobs break their backs at factories, yet he never credits the workers’ efforts to his overall success. Tokumitsu points out that the DWYL mantra is narcissistic for those who are overpaid for less labor, while those tricked into believing they love their job are less valued for the overall

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“If you fall behind, run faster, never give up, never surrender and fight until the end”- Jesse Jackson. This concept of staying strong even when something hard and never let someone else get into your head has a direct relationship with Steve Jobs like no other. Steve Jobs shared how his biggest downfalls lead to his greatest peaks during his “Stanford 2005 Commencement Address.” Some may say that Jobs’ successes define him, however it was his challenges that defined him because it erected his love for calligraphy and technology, it fostered his creativity, and taught him to appreciate each day like it was his last. Steve Jobs went to Reed College and dropped out during the first six months because, he thought that college was too expensive and he did not like the classes he was talking at the time.

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Zaleznik summarizes that managers see work as an ordered process, where precise calculations can predict events and people have roles to fulfill, like cogs of a clockwork. Managers then react to their social environment accordingly to how they see their work; with reduced empathy. Instead of eliminating problems at the risk of creating new ones, managers tend to appease hostility to reduce risk. To highlight this claim, Zaleznik cites the acts of Alfred Sloan; a prominent manager in business history who carefully appeased opposition instead of direct elimination. Sloan’s actions were characteristically managerial.

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Jobs outlines exactly what his speech is about by explaining in the first paragraph that he would be telling three stories that pertain to his life. By choosing to share three different stories about connecting the dots, love and loss, and death, it made him speak in a conversational style, making the audience more comfortable. When an audience is engaged, it is much easier to connect with the speaker. Jobs’ also decided to use humor within his words and phrases to engage the audience. He states “If I had never dropped in on that single course in college, the Mac would have never had multiple typefaces...and since Windows just copied the Mac, it’s likely that no personal computer would have them.”(Jobs)

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At Apple, Steve Jobs was firmly believed that it is essential to encourage the employees and make them show the best. He always reminded employees that Apple is a good company, it was a honor to become one of the number of this company. It was to make them understand that everyone was noticed. This led employees to believe in their abilities, know their talents so that they could show the best in the

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Cook also makes changes in the management. The creating of Apples owns map application was one of the main wrong moves of the company. Time cook forced to apologize that problems, this was happened by because of the end relationship with Google. It is cause to miss industry prediction because of the Slowing iPad sales, and after arriving all-time highs, Stock price of Apple took a fall starting in last 2012 and changing in mid-2013.

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“If you want to build a ship, don’t drum up the men to gather wood, did the work, and give orders. Instead teach them to yearn for the vast and endless sea” (Saint-Exupéry, 1948). This perfectly describes Steve Jobs. He was a leader with passion and clear vision who directed his people and got extraordinary achievements. While many believed him to be a transformational leader, others see him as a toxic leader.

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Jobs was fired from Apple back in 1985 because the board believed he was no longer useful to the company, in fact, they believed he was being detrimental to the business, he says “our visions of the future began to diverge and… our Board of Directors sided with him.” Jobs chose to talk about how he was fired from Apple, the company he had founded, because it reveals Job’s biggest failure, He had spent most of his adult life growing the company, only to have it taken away, yet Jobs pushed on and recovered it later on. This use of pathos strengthens the connection with his audience, and shows how someone so successful once reached rock bottom, yet managed to climb his way back up, and it inspires them to be like

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Jobs was able to obtain an investment of $20 million from the business leader Ross Perot after the airing of this program. Analysis of the leadership style of Steve Jobs revealed the role of skill and talent developer played by him for his employees. It is evident through his statement “Look at the results” on being asked about his tendency of showing rudeness towards his employees (Isaacson, 2012). It could be assessed that Jobs depicted a transformational leadership style through his initiatives of creating a vision, guiding his followers to achieve it through effective inspiration thereby leading to a change in the individuals and the social systems as well. These are the basic traits of a transformational leader (Warrick, 2011).

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