凭借出色的设计和时尚的技术功能，苹果正证明其产品的高定价范围是合理的。通过通用战略，苹果公司在客户满意度、品牌价值、技术特性实现等方面超越了竞争对手(Gent, 2014)，而不是在定价方面;例如，苹果公司通过他们的高清晰度Macbook同时瞄准了个人用户和商业组织。研发是苹果遵循的另一个通用策略。通过不断的研究，他们为每一个新版本实现了新的技术特性。例如:与Iphone 5相比，Iphone 6拥有更大、更高质量的屏幕和高清摄像头。
它有助于为苹果客户创造市场需求。苹果已经通过IPhone和iPad占领了高价值的手机和平板电脑市场。它设置品牌价值的方式，它也表明了用户的生活方式。通过独特卖点的广告和满足之前的客户，他们用来渗透市场(May et al.， 2012)。
根据Mullin (2005, p。答:组织行为是组织员工之间相互理解的过程，有助于整合绩效水平并使其富有成效。组织行为是由组织结构决定的，而组织结构和员工的智慧是有区别的。被认为是苹果成长的关键因素的主要关键文化如下:
苹果公司的员工非常关心分配给他们的工作。在这种文化中，个人任务和生产绩效比公司的名称更有价值。完美地完成工作比任何其他预先确定的规章制度都要重要得多。在苹果公司，任何决策的建议都是受欢迎的，甚至可以来自一个初级员工(Proctor and Bicknell, 2012)。官员们通常会与他们的团队成员讨论如何实施任何员工的策略。它帮助苹果在技术和设计方面识别客户需求。
With spectacular designing and trendy technical functions Apple is justifying their high pricing range of product. Through generic strategy Apple has put themselves way ahead from competitors not in terms of pricing but the skill of customer satisfaction, brand value, technical features implementation (Gent, 2014); for example, Apple has targeted both personal users and business organizations through their high defined Macbook. Research and development is another generic strategy that Apple follows. Through continuous research they implement new technical features to their each and every new edition. For example: Iphone 6 is having larger and quality screen and high definition camera in comparison with Iphone 5.
Successful growth of Apple Inc:
Product development: It is considered as the most logical factor for what customers attracted towards Apple products (Parnell, 2006). Apple is not only engaged to implement their product in different technical and designing features but also they have involved themselves to innovate new variety of products like Apple wrist watch, MacBook and iPod.
It helps to create market demand for Apple customers. Apple already acquired the high valued mobile and tablet market through IPhone and iPad. It has set the brand value in such a way that it indicates the user’s life style as well. Through advertise of unique selling points and satisfied previous customer they use to penetrate the market (May et al., 2012).
As per Mullin (2005, p.a 26), Organizational behavior is a process of understanding between the employees of an organization that help to integrate the performance level and make it productive. Organizational behavior depends on organizational structure what differentiates organization and employee wise. The main key cultures what are considered as the key element of Apple’s growth are as follows:
Culture of Key roles
Culture of allocated jobs
This culture represents the decisions of any centralized character or the top most person of any company (Pettigrew and Fenton, 2000). Although this culture is followed by medium level companies, Apple has chosen this culture to have a strong vision for future endeavor. From the very beginning, Apple has been guided by expertise chief operating officers who were committed to deliver quality product to their customers.
This culture actually belongs to company’s rules and regulations. Here organization is controlled by the allocated roles of designation. The individual’s decision does not have any importance. It helps to develop the product integrity.
The employees of apple are very much concern of their allocated work. In this culture, individual task and productive performance get much value than the designations of companies. The perfect completion of work is much important than any other pre-defined rules and regulations. Suggestion is always welcome in Apple related to any decisions and it could even come from a starting level employee (Proctor and Bicknell, 2012). Officers use to discuss with their group mates to implement the strategy of any workforce. It helps apple to identify the customers demand in terms of technology and design.