The paper 'Starbucks Corporate Social Responsibility and Operation Management" is a great example of a management case study. The rise of Starbucks from a single coffee store in Seattle’ s Pike Place market to a Fortune 500 company (number 261 on Fortune’ s 2009 listing) is now an American business legend. The owner-managers of Starbucks were Gerald Baldwin and Gordon Bowker, former University of San Francisco students who had been running the company for 10 years. The Company sells whole bean and ground coffees, including the Starbucks and Seattle’ s Best Coffee brands, as well as a selection of premium Tazo teas and other related products, to institutional food service companies that service business and industry, education, healthcare, office coffee distributors, hotels, restaurants, airlines and other retailers. Starbucks Corporate Social Responsibility CSR maintains the exchange of ideas on the rights and duties in an ethical way between the employees, organization, and society are important for community relations and social purpose.
Schultz’ s approach to human resource management was not simply about the role of Starbucks’ employees as key agents in transmitting the Starbucks’ experience, but also part of a broader vision of common humanity: Furthermore, problems present have implicated the morel rights and duties among the organization and the stakeholders, community, regional diversity, and the national posing moral challenges in their overseas operations and may be tempted to lower their standards when situations permit.
The counter staff at Starbucks stores the baristas played a central role in creating and sustaining the Starbucks Experience. Their role was not only to brew and serve excellent coffee but also to engage customers in the unique ambiance of the Starbucks coffee shop. The multinational corporations have to be cautious with the challenges posed before them.
The manner how leadership exercised through administrative contribution, as well as to make the improvement to prevent the wasting and the practice of fair marketing, in contradiction to corruption like facilities of the payment add up to the tendencies against human values and falling subject to submission for moral challenges in the society. The admission and recognition of the idea that organization progress means change and that each individual needs to drive it through personal progress first. In addition, acknowledging the three stages of transformation, which are unfreezing, moving, and refreezing is fundamental in this endeavor.
Reducing the obstruction to strategic renewal and maximizing the chances to a change the endeavor is accentuated at the unfreezing process. While the realization of the fundamentals of change and the submission to changes that have already occurred in the labor force involves the moving step. Offering healthcare was a transforming event in the equity of the Starbucks brand that created unbelievable trust among our people. We wanted to build a company that linked shareholder value to the cultural values that we want to create with Starbucks clients. Dynamic stability ensures implementing a change by connecting elements within the company and involvement with more staff members will gradually bring tinkering and kludging.
This implies that employees are to be consistently informed of the prospect changes, as they are the main initiators of the resultant changes. On the other hand, managers should gather feedback from time to time by interacting with workers, and by this, the business will be geared towards a successful outcome in strategic reform implementation
ReferencesGrant RM., 2008, Cases to accompany contemporary strategy analysis, John Wiley & Sons, Ltd, Publication: West Sussex.