Starbucks’ Structure and Culture
Starbucks is one of the most well-known coffee houses in the region and worldwide. Starbucks is ranked as one of the best food services company to work for in America. It has the best social responsibility, innovations and best people management. Starbuck is one of the best appealing culture companies to work for it. It is a very committed towards its product, employees and customers. Starbuck is usually ready to go beyond its limbs to serve and pride the customers while maintaining its creativity and originality.
The founders of Starbucks have a tradition of teamwork that maintains fun in the work environment and offers quick and enjoyable services to the customers. Starbuck has worked hard to improve the performance of the employee and retain comprehensive benefits by offering them inspiring enthusiasm and enticing incentives. Starbucks believes in employing the right people to create happy customer services (Martin, 2011). This involves employees who have knowledge of the company product, pays attention to the detail, who communicates about the company with passion for example leading in coffee and have the skills and personality of delivering the product to the customers pleasing them.
An organizational structure involves the formal relationship between the employee and the management a method that motivates the employee to work. For a company to work it requires an organized structure to run it. The mission statement of the organization aim is posted everywhere for the employees to see. Starbucks has great structure where it has teams that work together and supervise themselves as a group. They vote their own team members and work as a family taking care of any problems that arises together. Their company is built on trust and this makes it unique and special.
Managers’ Responsibilities towards Organizational Behavior within Starbucks
Successful managers in Starbuck Company have little in common with the small and large mainstream companies in the Middle America. A manager’s job involves brief disjointed episodes with people outside and inside Starbuck Company. Managers are liaison, leaders and figurehead with three informational roles as disseminator, representative, monitor or nerve centre and have four decision-making roles as entrepreneurs, negotiator, and resource allocator and disturbance handler. Effective managers spend time interacting with others in meeting and offering information. The meetings are a form of networking with the aim of connecting plans and goals addressed to the manager.
The manager in the Starbuck takes the role of communication that involves exchange of information and processing paperwork. Its observed behavior includes receiving and disseminating information, processing mail, writing reports and memos, financial bookkeeping and reporting and routine receiving of information over the phone. The human resource management also has many behavioral categories, which involves reinforcing or motivating, disciplining or punishing, training or developing, staffing and managing conflict. The managers in the Starbucks Company allocate formal rewards, listen to suggestions from workers, resolve conflict from the subordinate staff, reviews applications,orient employees and clarify the roles of the company. This has led Starbuck Company to being one of the best in its managerial role. Its traditional managing includes activities such as planning, controlling and decision-making. The behavioral activities of managers include scheduling employees, defining problems, and inspecting work, setting goals and objective of the company and lastly doing preventive maintenance. Real managers of the Starbucks Company do these activities.
The Variables That Influence Individual Behavior Within The Chosen Organization
Employee’s behavior also known as organizational behavior is one of the factors that affect the ways employees respond to their leadership, work and customers. Identifying the external and internal factors that affect employee’s behavior helps the company understand the reasons employees are motivated and committed in the work. Internal factors include corporate structure, culture and leadership. External factors involve business relationship and family life.
Leadership plays a major role in setting up the tone of Starbucks Company. Employee’s behavior is influenced in a positive way by trustful leadership. The employees are more productive if the leadership is full of integrity, honor and deemed trustworthy. The rest of the company reflects the influence of good leadership.
The internal organizations of Starbuck Company are a formal system of roles and reporting relationship that coordinates, controls and motivates the employees to achieve the goals of the company. This involves the organizational procedures, expectations and policies. A healthy organizational structure enables the workers to be more dutiful in their work and unhealthy structure limits the employees from reaching their potential.
The employee’s family has a direct impact on one's behavior. Conflict in the employee’s family can affect how one behaves at work. The employee may have a negative response to criticism and interaction with the leadership of the company (Kelly, 2010). Happiness in the family leads to a motivated and happy employee. External relationships also influence employee’s behavior. For instance, if a company has a partnership with another business, the other partnering business expects the company to perform well and so the employees are motivated to achieve those high expectations.
Lastly, a company’s intangible norms make up the corporate culture of a company. For instance, the organizational structure of Starbuck Company entails a welcoming atmosphere, flexible in working hours and friendly services. The culture of this company is quite different from the corporate culture of a local police department that focuses on protecting the public and getting things done.
The Relationship between Employee Personality and Job Performance
Employers look for a highly productive and effective person. In this case, personality influences the performance of a person at individual and team level. Individual performance and collective dimensions are important because employees combine both in their organization. Personality is the set of traits that characterize a person in a distinctive way. Personality is influenced by cultural, biological and life events. Personality measures are condensed into five-factor model personality (Mills, 2012). This involves emotional stability, extroversion, openness to experience, agreeableness and conscientiousness.
Emotional stability is involved with fewer negative emotions and less negative thinking. This leads to high job performance and low stress levels. Extroversion is concerned with better interpersonal skills, high social dominance enhancing leadership, and adequate job satisfaction. Agreeableness involves an individual being more conforming and compliant. This results in low levels of deviant behavior and higher performance. Lastly, conscientiousness is reflected in greater persistence and effort, better organization and planning, and more discipline and drive. This leads to high performance, enhanced leadership and the great service of an individual in the company. This analysis shows that the individual personality trait affects the performance of an individual in a company. The relationship between the same personality traits of an individual may seem obvious and their relevance neglected. For companies like Starbucks there is high performance for high employee’s skill, personality and competence.
Ways in Which Leaders Can Motivate, Create Trust, and Improve Job Satisfaction in the Organization
Motivation is a physiological drive that directs a person towards an objective. They are the “whys” of a person’s behavior. A motivated person always maintains goal oriented behaviors. Studying hard to pass an examination or gain knowledge of the context is an example of motivation. A behavior is activated by the biological, security, esteem, social or the emotional needs. Most of the time, the word motivation is used to describe why a certain group or an individual does something.
Different organization's leaders have different ways to motivate their employees. An example is that of an organization that after every month, they always reward the best and hard working person within the period. They also give rewards to those who meet specific goals within a specified period. The organization provides a clean, hygienic environment conducive for every employee. Increase in payment due to inflation and the changes in economic growth is a healthy act. This helps in maintaining the lifestyle of those working within the organization and easing them the burden to cope with life normally. This makes them feel more motivated in their jobs and hence, will result in being productive.
Hardworking employees are promoted to the next level in their job positions. Delegating some authority and power to the employees is also a key factor that can be used in creating trust between those working in a certain organization. The organization manager should delegate some power to the employees who are performers, as this will give them the sense of trust from their leader. Members within the organization are supposed to be friendly to each other to ease the tension of interacting and enhancing a good communication within themselves. This result in everybody working efficiently and motivated. The company also benefits by improving since everybody is individually motivated to accomplish the organization goals.
Every organization leader needs to meet the desires of their employees so that they feel motivated. This will result in consistency in working and attainment of the organization goals will be easier. This is because the employees will retain their jobs and the organization will not be faced with a shortage of workers or many new employees where they will take time to learn. As a result of this; the organization management will be able to create job satisfaction, as every employee will work towards achieving the goals of the organization.
The Differences between Groups and Teams in Achieving Organizational Goals
In an organization, several factors can make the employees of an organization to feel insecure while performing the organizational tasks. Employees tend to form organization groups, which are usually informal. The group’s purposes are to strengthen the views of the employees and they are used in expressing their needs. A group can be beneficial to an organization if the organizational management utilizes it for the benefit of the group and the organization. Groups usually have leaders and they are not permanent. They are formed because of organizational changes, bad management, poor working environment and other factors that affect the working capacity and stability of the employees of an organization.
On the other hand, an organization team is a formal group recognized by the organization. An organization team is usually represented in an organizational chart. The team is commonly structured to carry out certain organizational obligations that help the organization in achieving the organizational goals. The organizational management can structure different teams in the organization depending with the number of departments that are in an organization. The teams usually have a team leader who is in charge of the team. All the teams in the different departments work towards achieving the goals of the organization and once they are through with the job delegated to them, the team is usually allocated another duty instead of being demolished.
