Starbucks Organizing Function

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Starbucks Organizing Function Enrique Miranda MGT 330 Damon Baca March 19, 2012 Starbucks Organizing Function Every Monday to Friday, I wake up as early as possible to beat the horrible morning rush hour traffic of Miami. Unfortunately, I live in a big city with the worst traffic and drivers in the United States, so it usually takes me about 50 minutes to drive 12 miles to work. In spite of the bad commute, I routinely stop for a coffee run before getting on the highway. My first and only choice for coffee is the Starbucks store nearest to my house because I am addicted to their different iced coffee drinks. Some might ask, “Why Starbucks and not the cheaper competition?” I believe in the saying that goes: “you get what you pay for.” Definitely, the Starbuck’s competitors have a lesser taste of coffee because it seems that something is lacking in their product. Since purchasing coffee from Starbucks all these years, I have never really investigated the company more in depth. In this case study, I will explain Starbuck’s job design, departmentalization form, and organizational leadership by using some of the elements learned from the Management for Organizations course. Furthermore, I will delineate which organizational structure best fits Starbucks as a company. Essentially, the Starbucks’ job design provides different types of employment in the areas of retail, finance, information technology, global development, and supply chain operations (Steven, 2011). According to Reilly, M., Minnick, & Baack (2010), in The Five Functions of Effective Management, “job design progresses when managers determine the tasks needed to be done, who will do them, and what selection criteria will be used to choose employees and place them on the job. The standard approach to job design involves three steps: (a) job analysis, (b) job

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