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In 1971 the story began, three Seattle entrepreneurs started the Starbucks Corporation. They sold whole bean coffee in one store. After 11 years, their business had grown tremendously and they hired Schultz in 1982 to be the manager of retail and marketing. He had some ideas, he 'advised that the company should sell coffee and espresso drinks as well as beans' but he was turned down. He decided to open his own coffee bar in 1986 and a year later because of his great success he bought Starbucks from the original owners. Starbucks is the largest coffeehouse company in the world with 16,120 stores in 49 countries, including around 11,000 in the United States, followed by nearly 1,000 in Canada and more than 800 in Japan. A company needs to have a mission statement that has to be followed by all the employees and goals to achieve, to challenge itself every day. The CEO and the board of directors wanted a mission statement to give a strong sense of organizational purpose.
Inna Bulycheva
VISION
MISSION
STRATEGY
Management key concept. Organizations
In 1971 the story began, three Seattle entrepreneurs started the Starbucks Corporation. They sold whole bean coffee in one store. After 11 years, their business had grown tremendously and they hired Schultz in 1982 to be the manager of retail and marketing. He had some ideas, he 'advised that the company should sell coffee and espresso drinks as well as beans' but he was turned down. He decided to open his own coffee bar in 1986 and a year later because of his great success he bought Starbucks from the original owners. Starbucks is the largest coffeehouse company in the world with 16,120 stores in 49 countries, including around 11,000 in the United States, followed by nearly 1,000 in Canada and more than 800 in Japan. A company needs to have a mission statement that has to be followed by all the employees and goals to achieve, to challenge itself every day. The CEO and the board of directors wanted a mission statement to give a strong sense of organizational purpose.
Moreover Starbucks had set some standards and organize regularly audits controls internal and external.
There are two ways to look at the Starbucks success:
- Functional: People are addicted to caffeine, and Starbucks is the most caffeinated coffee on the market. “People needed to serve their addiction; Starbucks won’t work if it wasn’t an addictive product”
– Emotional: You feel better about yourself when you go to Starbucks. It is a form of self-gifting. People are desperate for belonging. Starbucks offers the community and the feeling to belong to a community. The space, the chair and the longue helps people to be connected.
The goal of Starbucks was to increase brand equity and create a brand identity in consumer’s mind that is: Coffee = Starbucks. With this consumer brand identity, Starbucks believed it would be able to remain the leader.
Environment
Strengths
Weaknesses
Opportunities
Threats
Planning is an essential function in the success of any business. Planning does not refer simply to pulling out a calendar and recording things to do on random dates. Planning is all about actively plotting a course to meeting goals. Goals are really the start of any discussion about planning in a business.
However, a necessary caveat to specific goals is making sure the goal is measurable. So, using the same example again, 'sell children's books' becomes 'sell $24,000 of children's books in the first quarter.' By now we have a goal that is specific enough that we can then break it down into even smaller measurements and know whether or not we are actually getting somewhere with it.
The first objective for the brand is to brew a stronger profit in 2013. Starbucks Corp. plans to accelerate growth and brew up a stronger profit in the year ahead, with CEO Howard Schultz noting that customers of all walks of life consider its drinks an "affordable luxury" even in challenging economic times.
Citing the strength of its core business and a pipeline of new products — such as improved baked goods and a single-serve brewer that was introduced this fall —Starbucks lifted its dividend and guidance for the fiscal year ending in September 2013.
In the year ahead, Starbucks said it also plans to open 1,300 net new stores, up from the 1,063 it opened in the just completed year.
For fiscal 2013, the company now expects to earn between $2.06 and $2.15 per share. That's up from its previous outlook of $2.04 to $2.14 per share and above the $2.14 analysts expected, according to FactSet. The company also raised its quarterly dividend to 21 cents, an increase of 24 percent.
- Be as recognizable a brand as Coke.
- Youth Action Grants: Starbucks exceeded its 2018 community goal to engage 50,000 young people in community activities by engaging more than 53,600 in 2012.
- Renewable Energy: Starbucks reached its goal to purchase renewable energy equivalent to half of the electricity used in its North American company-owned stores, by purchasing 58% in 2010; and has been named by the U.S. Environmental Protection Agency as the fourth-largest purchaser of renewable energy in the U.S. The company is raising its sights with a new goal to make 100% of the electricity used in global company-owned stores renewable energy equivalent by 2015.
Decision making process
Perception is a process that all people take part in as we move through the course of events in our daily lives. When we meet people, make business decisions, evaluate performances, or pass judgments, our perception surrounding such events help persuade our next course of direction (Goldstein, 2006). In a sense, perception, accurate or flawed, is our reality. Causes that shape or distort our perceptions have a tremendous effect on the impact of an organization's behavior. Individuals, by nature, develop perceptive shortcuts when passing judgment and inflect both positive and negative effects. Starbucks has realized this importance in the decision making process of its organization and has been successful in modeling guidelines to direct employee behavior and shape corporate perception to aid in its success.
Because Starbucks understands that decisions can be based on perceptions of individuals, influenced by upbringing, beliefs, or current state of mind; models are developed to guide individuals through the process. The creation of these models creates a standard that is followed to deliver a satisfactory result. These models Identify a need, create a process to determine what qualifications will satisfy the need, identify matches to the need, then a decision is made on what match best suites the need. These models are not a perfect solution to the decision making process. Errors and bias still creep in to this process through the use of intuition, gut feelings, experience, and impulse (Robbins, 2005).
In addition, these models try to shape moral and ethical decisions, these models of ethical and moral perceptions focus on rights of the individual and social justice. Standing on the platform of transparency, Starbucks post these models of decision making behavior based on what they call the "Ethical Decision Making Framework" on their website (Starbucks Corporation, 2008). Starbucks list 6 points to this framework to guide and model decision making behavior:
1) Identify the ethical problem.
2) List possible solutions (what could you do?) and any obstacles to resolving the problem.
3) Seek input from others, if appropriate.
4) Determine the best approach (what should you do?).
Is it consistent with our Guiding Principles, the Standards of Business Conduct and any applicable law or regulation?
Would your approach embarrass you or Starbucks?
How would your approach look published in the newspaper?
Would you be comfortable with the example it sets for future decisions?
5) If the path isn't clear, ask for guidance.
6) Follow through on your decision.
In addition to providing these framework guidelines Starbucks makes these statements very clear to each employee:
You are empowered - You can deliver great customer experiences, knowing that Starbucks supports you in doing the right thing and conducting business with integrity.
You have responsibility - You play a critical role in ensuring that Starbucks is a great work environment and in protecting our culture, our reputation and our brand.
You have help - If you are unsure what to do in a situation; you have resources available to you, including the Standards of Business Conduct and the Business Conduct Helpline.
You have a voice - When you believe something isn't right, you can speak up and share your concerns knowing that Starbucks wants to hear them and does not tolerate retaliation against partners. (Starbucks Corporation, 2008)
The corporation uses developed guiding principles and mission statements to guide in the decision making process and these also appear publicly on their website. These models play a vital role in the decision making process. Starbucks has been very successful in its ability to circumvent perceptive errors through the use of relational models. However, even with the use of relational models, errors and bias can still play a role in the decision making process, but the organization has adapted a level of accountability through this process to minimize the impact of errors and bias.2
Organizational theory and behavior are a vital part of any organization and can be a critical area that determines an organizations success in any industry. If and how these concepts are uniquely applied, organizations can define many different areas of their organizational structure. The Starbucks Corporation has become a well-known globally successful company. In analyzing the application of the organizational behaviors of communication, culture, and decision making, we can determine how these concepts have made this corporation successful.
Organizational Communication
Communication in the Starbucks organization is exceptionally successful. In order to appear transparent as an organization, provide sound direction of communication, maintain solid channels of communication, and still the rumor-mill; Starbucks has taken immense strides in concentrating on this aspect of its organizational behavior.
Although Starbucks goes to no great lengths to define or list their organizational structure (Hawks, Kembell, Kembell, Olsen, & Perry, 2002), Recent changes in the organization define the organization as a matrix structure (Shultz, 2008). These changes in the organization, done to improve the customer experience, helped define the communication directions used by the organization.
Maintaining effective communication, Starbucks uses a model of communication used generally by smaller group networks, all channel communication. All channel communication allows employees to communicate actively with each other, making all members free to contribute (Robbins, 2005). Surely, this channel of communication has contributed to the success of the organization.
The organizational communication extends beyond just the employee and to the customer as well. Starbucks does a great job in using technology, marketing tactics, and their employees to communicate success, goals, and vision to the customer. Examples of this can be seen on the Starbucks website. The website shares the companies guiding principles, vision as a company, social responsibility, and mission statements.
What this has done is allowed the organization to maintain a transparent image. This has helped to still rumors about the organization as these rumors come about. Starbucks has no problem rolling out a time table for important decisions to employees and the public as important decisions that come about. The organization will post on the corporate website and issue press releases that explain decisions and behavior that could cause uncertainty. Starbucks does a great job of illustrating pros and cons of future and current decisions. A good example of this can be seen in a recent posting of the structural changes the organization made in order to maintain stability and continue excellent customer service (Shultz, 2008). This posting, aimed to head off uncertainty and quall the rumor-mill, explains to all partners of the organization (employees) that necessary changes will be made in the organizational structure including consolidation, reorganization, and a stated number of necessary layoffs (Shultz, 2008). These styles of communication will continue to allow the organization to have success in their industry.
Organizational Culture
The Starbucks Corporation presents a strong appeal for potential employees with a strong organizational culture. This culture maintains values that reach every corner of its organization; and reaches outside its walls to the communities as well. Reviewing some of Starbucks' cultural characteristics reveals how successful and appealing this cultural model can be.
Starbucks appeal
Many of the business concepts and the attributes of the Starbucks' organizational culture are very appealing. First, Starbucks has become a well known global entity. This has been achieved by a well recognized product that relies on its quality and unique marketing strategies. Customers can always be expected to be confronted with enthusiastic employees, happy to serve, and focused on the needs presented by their customers. Employees are well trained and have a vast amount of knowledge about all the products offered by their company. The effort that is placed on the quality of their product can be seen by the average consumer. They strive to provide an excellent product and, as proven by their tremendous success, few patrons leave the store with any dissatisfaction. It is apparent that the values and mission statements projected by the company are having great success in creating a strong cultural behavior.
Values
Many of the values held by the Starbucks Corporation business model are shared by consumers and adapted by closely watching organizations. One value that stands out for the company is in community support. According to Starbucks Corporation (2008), they support many community organizations such as Conservation International, The Earthwatch Institute, Save the Children, Mercy Corps, the African Wildlife Foundation, and Planet Green. Values such as this have set standards and send messages that profitable companies have a responsibility to the communities that support their organization and to the needs impacting the environment and the world surrounding them. As well, the Starbucks organization list in its guiding principles the importance of embracing diversity, providing a positive work environment through respect and dignity, and a commitment to satisfying all customers all the time (Starbucks Corporation).
Embodiment of cultural characteristics
Starbucks continues to satisfy employment needs and provide excellent customer service. In part, this success can be attributed to the cultural characteristic of innovation and risk taking. At Starbucks, employees are empowered and encouraged to think outside the box. Hawks, Kembell, Kembell, Olsen, and Perry (2002), tell us that Starbucks encourages and rewards employees for innovative ideas and encourages employees to sway from drink standards to meet the specific request of the consumer.
This leads to the characteristic of attention to detail. Because the company promotes the enthusiastic development and satisfaction of its customers, employees are expected to remain focused on the needs of the customer. In this business, this may mean the development and use of special listening skills and multitasking abilities. Employees, focused on the ever-changing ingredient orders that very from customer to customer, show how valuable this characteristic is to the corporation.
The Starbucks Corporation also exhibits the cultural characteristics of people orientation and team orientation. The company shows employees how important they are to their organization through the decisions they make that impact different members. Some of this can be displayed through the offering of health benefits to part-time employees (Hawks et al., 2002).