Site Loader

STARBUCKS The story about success and the company that had a vision Subject:Human Resources Management LIST OF CONTENTS: 1)INTRODUCTION 2)COMPANY PRESENTATION AS A KEY TO ATTRACT SUITABLE CANDIDATE 3)THE TYPE OF WORK DESIGNED ADOPTED BY THE COMPANY, AND ROOM AND SCOPE FOR CHANGE 4)MAIN CRITERIA ADOPTED FOR SELECTION AND CAREER 5)CONCLUSION 6)BIBLIOGRAPHY INTRODUCTION There are many reasons why I chose to cover Starbucks and the main is that it is one of the 100 best companies to work for according to Fortune`s annual ranking. [1] It rates high with employees. [pic]

FORTUNE’s annual ranking of companies that rate high with employees |Rank | |Rank |Company |% job growth |U. S. employees | |6 |Starbucks |26 |91,056 | |Top Ten by number of new jobs | |Rank |Company |New employees |U. S. employees | |4 |Starbucks |3,067 |91,056 | THE TYPE OF WORK DESIGNED ADOPTED BY THE COMPANY, AND ROOM AND SCOPE FOR CHANGE Work refers to physical and mental activity that is carried out at a particular place and time, according to instructions, in return for money. ”[16] This means that in return for physical and mental effort, fatigue and loss of personal autonomy, the worker receives a mix of rewards – money, status and satisfaction. The type of work Starbucks follows is Knowledge work and post-bureaucratic designs. Main characteristics of this are that the focus of work is at customers, problems and issues, skills are specialized and deep, feedback cycles are lengthy, impact on company success is on a few major contributions and long-term importance.

We Will Write a Custom Essay Specifically
For You For Only $13.90/page!


order now

Decision making is pushed down to the front line. This all creates a flat, flexible and empowered `postmodern` organizational form. Jobs are highly differentiated, demarcated and multi-skilled. Hecksher has identified five key features of ideal-type conceptualization of the post-bureaucratic organization : 1) organizational dialogue, persuasion and trust 2) information-sharing 3) behaviour based on principles 4) communication based on problem-solving 5) peer evaluation This means that a wide range of input arises from the bottom and from across the organization rather than from the top of the hierarchy.

The Company`s objective is to establish Starbucks as the most recognized and respected brand in the world. To do so, it has to leave room for change. External factors are constantly changing and the company needs to adjust itself according to that. As I have already mentioned, Corporate Social Responsibility is one of the main Starbucks`s principles. “Good coffee, doing good Starbucks has a strong commitment to coffee producers, their families and communities, and the natural environment to help promote a sustainable social, ecological, and economic model for the production and trade of offee. ”[17] A good example of how Starbucks pushes the boundaries in the business world is when United Airlines began serving their coffee. At first Starbucks more than doubled the number of people it was reaching, but then it turned out that a coffee of low quality was being served on the planes. Starbucks took up a mission- redefine the image of airline coffee. However, it was too risky and Starbucks wanted to get out of it, but United wouldn`t take no for an answer and finally worked out and arrangement that suited both companies.

Starbucks trained flight attendants and United promised to promote the fact that it was now serving Starbucks coffee. Some problems occurred but they threw a lot of people at them to fix them. In the end, coffee started tasting flavorful and strong and so the risk had paid off. Starbucks has a goal to make their coffee available where people shop, travel, play and work and strategic partnerships have made it possible for some places. However, as their coffee becomes more widely available, contradictions between increasing sales and preserving brand integrity arise.

The answer is to pick the right partners, train their people thoroughly and monitor them closely. “When we enter into any partnership, we first assess the quality of the candidate. We look for a company that has brand name recognition and a good reputation in its field, be it hotels or airlines or cruise ships. It must be committed to quality and customer service. We look for people who understand the value of Starbucks and promise to protect our brand and the quality of our coffee. All these factors are weighed before financial considerations. [18] Starbucks begins with one-year agreements and then extends them if the partnership seems successful. This arrangement gives Starbucks time to evaluate how well their strategic partners are living up to their promises. However, nothing truly great can be achieved without taking risks and that is the philosophy of Starbucks. They believe that if you do what`s expected of you, you`ll never accomplish more than others expect. MAIN CRITERIA ADOPTED FOR SELECTION AND CAREER It is a fact in a modern business world today that the route to competitive advantage is achieved through people.

If competing organizations have identical non-people resources, then differences in economic performance between economic organizations must be attributed to differences in the performance of people. This leads to the conclusion that the high-performance paradigm of HRM activity is based on high trust, high commitment and high performance. (Godard, 2000) Starbucks selects workers through recruiting events where candidates can talk to recruiters and partners face-to-face about the company`s mission and values, growth and success. “Make your own future

At Starbucks there are a wide variety of career opportunities. All positions at Starbucks offer a wealth of career advancement opportunities – and great training and benefits. ”[19] An example of career advancement is a store management position that offers a great career experience for professionals with previous experience in retail management or for baristas who desire increased responsibility. Starbucks believes that their baristas are the foundation of their business. They are in the direct contact with the customer and are therefore as important as the quality of the coffee.

There are also positions at roasting plants which offer various career path opportunities. Each plant has production and distribution responsibilities. These positions are very responsible because they produce and distribute coffee to retail locations. At Starbucks they try to promote from within, but sometimes it is not possible because of the speed of growth. The downside of growth is when it is necessary to let go commited people who are not up to the next level needed. On the other side, a rewarding experience is the development of gifted people who grow with the company. The opportunities are limitless We offer one cup at a time and we are building our company one person at a time. Our barista partners combine their passion for great coffee and quality customer service with great opportunities to build a career at Starbucks. ”[20] Main criteria for selection is diversity and appreciation of differences everyone has. Each partner needs to find a role that enhances his or her individual strengths. Starbucks also offers a limited number of internship opportunities to students during the summer months.

These are available to undergraduate juniors and seniors as well as to MBA students. That is a good way to select young intelligent people and have a mutual gain. When selecting employees, companies have to define criteria against which they can measure and assess applicants. There are two principles: 1) individual differences- people can vary in many ways (intelligence, attitudes, social skills, psychological and physicall characteristics, experience…) 2) prediction- prediction of performance in the workplace

Starbucks is looking for reliable, passionate and intelligent people who are willing and capable of growing with the company at the same pace as the company. When it happens that they hire such people, it is a time to be proud at Starbucks because they put people who work for them at first place on the list of priorities. The main principle in this company is quality that stems from real passion, real knowledge and real commitment and loyalty and these characteristics are necessary for every applicant for the position at Starbucks. But an intelligent executive team is vital for a company to prosper. Strong, creative people are a lot more stimulating to be around than yes-men. What can you learn from those who know less than you? They massage your ego for a while and take orders easily, but they won`t help you grow”[21], says Schultz. CONCLUSION For Starbucks I can only say that it is one of the few companies I would work for. There are so many reasons for that, because Starbucks offers a great deal of opportunities. Of course, it depends upon a worker if he or she will or won`t use the opportunity.

It is not enough to be just intelligent, or just passionate about coffee, business or anything else that motivates an employer to work for Starbucks. It takes a lot of courage as well to embrace all the given possibilities. There is a lot at stake should any new business fail, especially reputation, which is of the utmost importance for Starbucks, but sometimes risky decisions are necessary for breaking new ground. To sum up, Starbucks has a lot of reasons to be appreciated. Firstly, because of the way it treats its employees, whom they have turned into partners.

Secondly, because of the way they treat the community and the environment and finally, because of the way they show courage by entering businesses that noone had entered before and accomplishing that successfully. To do so involves a lot of ethics, social awareness and altruism. The company`s approach to HRM would be ideal if there were such criterium, but it certainly is very close to being perfect. Even part-timers are treated with a lot of respect because they are of greatest value to the company since they are the direct contact between the customer and Starbucks.

At Starbucks, they know that only satisfied employees will generate profit. However, not all employees are able to grow with the company no matter how passionate they are. It is the law of nature that affects employees and the law of supply and demand affects the company`s position on the market. Only the strongest and the most attractive survive in both cases. Being environmentally aware is a great advantage to Starbucks especially today when there are many organizations fighting for a healthier Earth and more and more people who appreciate taking care about the environment and these very people are the customers.

All in all, I believe that Starbucks is one of the rare companies that are truly fair in all the possible senses of that word. They really know the actual value of human capital and that is why they created reality out of a vision. BIBLIOGRAPHY 1) http://money. cnn. com/magazines/fortune/bestcompanies/full_list/ 5. 4. 2006. 2) http://www. starbucks. com/aboutus/overview. asp 3. 4. 2006. 3) http://www. starbucks. com/aboutus/environment. asp 3. 4. 2006. 4) http://www. starbucks. com/aboutus/jobcenter_thesbuxexperience. asp 4. 4. 2006. 5) http://www. starbucks. com/aboutus/jobcenter_thesbuxexperience. sp 4. 4. 2006. 6) Pour your heart into it,How Starbucks Built a Company One Cup at a Time,Howard Schultz and Dori Jones Yang,Hyperion New York, 1997 7) Human Resource Management, Theory and Practice, 3rd edition, John Bratton and Jeffrey Gold, Pallgrave Macmillan, 2003 8) http://www. starbucks. com/aboutus/csr. asp 5. 4. 2006. 9) http://money. cnn. com/magazines/fortune/bestcompanies/job_growth/ 5. 4. 2006. 10) http://www. starbucks. com/aboutus/csr. asp 5. 4. 2006. 11) http://www. starbucks. com/aboutus/jobcenter_careerpaths. asp 5. 4. 2006. 12) http://www. starbucks. om/aboutus/jobcenter_retailcareers. asp 5. 4. 2006 ———————– [1] http://money. cnn. com/magazines/fortune/bestcompanies/full_list/ 5. 4. 2006. [2] http://www. starbucks. com/aboutus/overview. asp 3. 4. 2006. [3] http://www. starbucks. com/aboutus/environment. asp 3. 4. 2006. [4] http://www. starbucks. com/aboutus/jobcenter_thesbuxexperience. asp 4. 4. 2006. [5] http://www. starbucks. com/aboutus/jobcenter_thesbuxexperience. asp 4. 4. 2006. [6] Pour your heart into it,How Starbucks Built a Company One Cup at a Time,Howard Schultz and Dori Jones Yang,Hyperion New York, 1997,p. 25 [7] Pour your heart into it,How Starbucks Built a Company One Cup at a Time,Howard Schultz and Dori Jones Yang,Hyperion New York, 1997,p. 127 [8] Pour your heart into it,How Starbucks Built a Company One Cup at a Time,Howard Schultz and Dori Jones Yang,Hyperion New York, 1997,p. 129 [9] Human Resource Management, Theory and Practice, 3rd edition, John Bratton and Jeffrey Gold, Pallgrave Macmillan, 2003, p. 41 [10] Human Resource Management, Theory and Practice, 3rd edition, John Bratton and Jeffrey Gold, Pallgrave Macmillan, 2003,p. 54 [11] http://www. tarbucks. com/aboutus/csr. asp 5. 4. 2006. [12] Pour your heart into it,How Starbucks Built a Company One Cup at a Time,Howard Schultz and Dori Jones Yang,Hyperion New York, 1997,p. 293 [13] Pour your heart into it,How Starbucks Built a Company One Cup at a Time,Howard Schultz and Dori Jones Yang,Hyperion New York, 1997,p. 300 [14] Pour your heart into it,How Starbucks Built a Company One Cup at a Time,Howard Schultz and Dori Jones Yang,Hyperion New York, 1997,p. 305 [15] http://money. cnn. com/magazines/fortune/bestcompanies/job_growth/ 5. 4. 2006. 16] Human Resource Management, Theory and Practice, 3rd edition, John Bratton and Jeffrey Gold, Pallgrave Macmillan, 2003, p. 116 [17] http://www. starbucks. com/aboutus/csr. asp 5. 4. 2006. [18] Pour your heart into it,How Starbucks Built a Company One Cup at a Time,Howard Schultz and Dori Jones Yang,Hyperion New York, 1997,p. 273 [19] http://www. starbucks. com/aboutus/jobcenter_careerpaths. asp 5. 4. 2006. [20] http://www. starbucks. com/aboutus/jobcenter_retailcareers. asp 5. 4. 2006 [21] Pour your heart into it,How Starbucks Built a Company One Cup at a Time,Howard Schultz and Dori Jones Yang,Hyperion New York, 1997,p. 153

Post Author: admin

x

Hi!
I'm Antonia!

Would you like to get a custom essay? How about receiving a customized one?

Check it out