Artifacts and behavior are expressed in rituals and rites , behavior patterns and communication . Starbucks establishes the professional standards for the work done inside the organization . They specify the relationship between people in the organization on all levels . In short , they outline how all members of the organization will behave to achieve the core values , the vision and the mission . ``Employees were also encouraged to speak their minds without fear of retribution from upper management - senior executives wanted employees to be vocal about what Starbucks was doing right , what it was doing wrong , and what changes were needed (Starbucks Corporation , 1999 .
It will present important information about the history and nature of the company. The project will also provide the reader with Starbucks’ business model and strategy that is essential for attracting more consumers, investors, and generate revenue. In addition, it will include information about the company’s environment; how the external factors impact Starbucks’ revenue, individuality, and competitors. Part of the data on how well the company is performing is to analyze its financial reports and perform the five – force model, SWOT, and corporate strategy analysis. All of this information provides potential investors with information about Starbucks’ performance.
ACTION PLAN | ASSESSMENT CRITERION | BODY/CONTENTS – COURSE OF ACTIONS | Analyze and discuss the primary and secondary stakeholders of Starbucks | * Introduction of the Starbuck Coffeehouse Brief history – Group founder, presence in different countries , company profile – Including mission and vision(Source: http://en.wikipedia.org/wiki/Starbucks) * Analyze and extract relative primary and secondary stake holders of Starbucks (From case study and also from following sources:http://www.starbucks.com/responsibility/sourcing/store-productsWho are the primary stakeholders and secondary stakeholders for Starbucks?What are their influences on Starbuck? E.g. : Suppliers – secondary stakeholder: - How can suppliers being a secondary stakeholder help in creating and reinforcing a positive image about Starbucks? E.g. : Competitors : Competitors (Alterra Coffee, Caribou Coffee, etc.)
STARBUCKS What were the keys for success for Starbucks in building the brand? Answer: There were some factors that are related with the success for Starbucks in building the brand. They are: 1. Offer consumers what they love. 2.
1. Introduction Starbucks are well know for they care about social responsibility and corporate governance, but they also have been suffered some issues that help them become better. In this report, it shows two issue that Starbucks has occurred in their business. One is about social issue of trademark for Ethiopia farmers. The other is political issue of supporting wars in Israel and their American armies.
The Future of the Starbucks Starbucks is a familiar brand to us, especially to the coffee fans. Starbucks tells us “to live like tasting coffee”. Are there any advantages and disadvantages in the business operation? Can it keep advanced in the fierce competition nowadays? In order to compound the problems, we will utilize the VRIO framework to do analysis.
Starbucks gave US the “Café life” which didn’t existed before. Starbucks has changed our tastes, our lifestyles and penetrated in us by becoming part of the popular culture. Starbucks covers a broad base of customers from urban professionals to clerical assistances; Starbucks has found a way to appeal everyone despite of its high prices. Starbucks broad “strategy” is to grow into a global empire and any new change is done with great care and planning. Growth strategies are made to exploit customer connection.
Starbucks’ strategy is one built on developing its core competencies to add value to its products and establish an image of luxury and elegance. Core competencies, as defined by Prahalad and Hamel (1990), are “the collective learning in the organization, especially how to coordinate diverse production skills and integrate multiple streams of technologies” (p. 81). Starbucks’ core competencies are evident in its capability to harmonize its expertise in real estate, excellent marketing strategies, management capabilities, operational efficiency and human resource management. Starbucks’ founder Howard Schultz wants to build a company that is truly unique. The famed CEO capitalised on the company’s core competencies in order to gain competitive advantage and strategic competitiveness in the business.
Principles of Human Resource Management Performance Management: Compare and contrast the Performance Management and Appraisal of two Organisations. Starbucks Coffee Company And Costa Coffee Company Executive Summary The aim of our report is to compare and contrast the performance management and appraisal systems of Starbucks and Costa Coffee. Performance management is a tool used by businesses to evaluate their methods of motivation and management and see how this affects the performance of their staff, the information gathered is then used to improve current systems and influence employees into working harder. We chose to analyse Starbucks and Costa Coffee as they are both big competitors in the same industry which meant that we could compare and contrast our results more fully as their staff both have very similar careers. To collect the information used in our report we carried out interviews and questionnaires to various staff members of both coffee chains.
Howard Behar from a Conference Board webinar from 2010 made the following salient comments about Starbucks (and Hospitality) which have strategic relevance for companies: Among other things, - Hospitality is A Human Experience 1) Relationships are created by great experience 2) Structure is not the goal – “Let the experience happen” 3) Develop staff as oppose to training them – humans develop; they’re not ‘trained’ - Strategic Relevance and the idea of 'Intra'preneurialism 4) Incremental sales matter to the overall bottom line – new product development through product customization not yet systematized but potentially ad-hoc operationalized should be considered (nb. that special drink your local Starbucks makes that other stores don’t yet know about). Behar talks about this in terms of Frappucino's development. 5) Keep it simple and in-line with 4 'golden' (hospitality) rules: keep it legal, ethical, not immoral, and, particularly relevant for Starbucks, don’t poison anybody. A fifth rule could be to keep it secret until you have SLT buy-in based on results - Strategy not always a planned process: 6) Be present at the Coal Face especially if you’re SLT or Frontline staff 7) The success of Starbucks is about being a “People Business Serving Coffee; Not a Coffee Business Serving People” 8) Institutionalize innovation and entrepreneurialism at a corporate level; which is not a recipe for anarchy, rather it’s a cultural shift for accountability Bottom line: the sustainable competitive advantage is based on People – put another way, Starbucks is the way it is because of its staff.