Starbucks is a global coffee company that has become known for not only its high-quality products, but also its strong organizational culture and commitment to corporate social responsibility. This essay will explore the various aspects of Starbucks' organizational behavior and how they contribute to the company's success.
One key aspect of Starbucks' organizational behavior is its focus on creating a positive work environment for its employees, known as "partners." The company places a strong emphasis on training and development, with a comprehensive onboarding process for new partners and ongoing learning opportunities. Starbucks also prioritizes work-life balance and offers benefits such as healthcare, parental leave, and stock options. This investment in its workforce helps to foster a sense of community and inclusivity within the company, which can lead to increased employee satisfaction and motivation.
Another important aspect of Starbucks' organizational behavior is its commitment to corporate social responsibility (CSR). The company has a number of initiatives in place to reduce its environmental impact, such as sourcing ethically-grown coffee beans and using eco-friendly materials in its stores. Starbucks also supports various social causes, including education and youth development programs, and has a goal of hiring 10,000 refugees by 2022. This focus on CSR aligns with the company's mission to "inspire and nurture the human spirit – one person, one cup, and one neighborhood at a time."
In terms of management and leadership, Starbucks has a flat organizational structure and encourages open communication between partners and management. The company's CEO, Kevin Johnson, has implemented a number of initiatives to increase transparency and collaboration within the organization. This includes holding regular town hall meetings and implementing an internal social media platform for partners to share ideas and give feedback.
Starbucks’s Organizational Structure & Its Characteristics
The coffee company has three regional divisions for the global market: 1 Americas, 2 China and Asia-Pacific, 3 Europe, Middle East, and Africa. Starbucks ' human resource management policies and the growth challenge. . . At Google, organizational culture is given prime importance. . From simple essay plans, through to full dissertations, you can guarantee we have a service perfectly matched to your needs.
Although this distinction has clarified some confusion in the literature, it remains unclear a which trust antecedents have the strongest relationships with trust and b whether trust fully mediates the effects of trustworthiness and trust propensity on behavioral outcomes. . Thus, Starbucks is unable to score highly in this concept. Taking care of employee needs creates employee satisfaction; once an employee is satisfied he or she delivers better customer service. In United States, Starbucks owned 12,973 stores Starbucks Company Statistics, 2014 , which is more than 73% of the market shares of the United States coffeehouse industry.
. Similarly, solutions to crises are easily laid off. . . . . When organizations are transparent with their communication to the public, people know that.
. Their goal was to be a different kind of company that celebrates tradition as well as its coffee that also presented a sense of connection. . Their pride came from working for a very visible and successful company that tried to act in accordance with the values they shared. However, behind the scenes of the business thriving, the environment is deteriorated each day. This is especially true if a person is in a management or supervisory position because other people will look towards them for guidance. Just as important, if a company ignores these same concepts, it can easily spell disaster.
For example, Starbucks coffeehouses showcase comfy sofas, large servings of gourmet brew, and a non-smoking policy to accommodate all potential customers. . There could be a negative component in pilot profession: they believe that their decision making endeavours are as productive under critical circumstances as ordinary situations, that their effectiveness is not dependent on individualistic predicaments, and that they are not more erring in a state of high strain. . . Poor decision making leads to poor administration and misunderstanding between the administration and employees and end up affecting the efficiency of the company negatively Stein, 2010 p. Starbucks was always determined to maintain its integral US flavored qualities internally but was always active to follow the Chinese way of culture while it came into open manifestation of business Merritt 2007.
Self image is a combination of ones inner confidence and perception. . . The work culture too seems to be fairly rigid. The functional hierarchy of the corporate structure facilitates top-down monitoring and control, with the CEO at the top. .
As a result, when it comes to Triple Bottom Line framework, Starbucks was given the opportunity to appraise and monitor its operations. . . . . Words: 1593 - Pages: 7.
Starbucks Company: Organizational Behavior Free Essay Example
New Jersey: Prentice-Hall, Pearson Education. . Consultancy Report Index Executive Summary. . John Elkington designed a framework called Triple Bottom Line TBL cite , which allows employees or entrepreneurs to adopt it for evaluating their performances regarding three dimensions people, planet, and profit. To address this issue, former President Behar introduced open forums to encourage employees to ask questions and communicate with superiors.
