Case Study; Starbucks

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Running head: Case Study - “Starbucks Structure”

Week 2; Case Study - “Starbucks Structure”
March 19, 2012

Week 2; Case Study - “Starbucks Structure”
For this assignment we were required to review the case study titled “Starbucks’ Structure” found in Chapter 3 of our The five functions of effective management text. We are required to write a paper that answers the four case questions of 1. Complete a job description and job specification for a Starbucks employee. 2. What form of departmentalization should Starbucks use? Should the form be changed in stores offering food products and lunch? Why or why not? 3. When the company began to experience financial problems, should the leadership try to centralize power and decision-making or decentralize the operation? 4. What form of organizational configuration best fits Starbucks? Before you can address the case study questions you need to get a little background on the company.

What do you think of when someone says the word “coffee”. For me, the first image that comes to mind is the twin-tailed siren. If you don’t know what I am referring to it is the logo for Starbucks Coffee. Starbucks started operation in Seattle’s Pike Place Markets, Washington in 1971. They were originally known as Starbucks Coffee, Tea and Spice and later changed their name to Starbucks Coffee Company. Starbucks are known worldwide and is leading retailer of specialty coffee market, it offers quality coffee while conducting business that produces social, environmental and economic benefits. They offer the best roasted coffee, handcrafted beverages, coffee experience products, excellence service and innovation, plus they are dedicated to produce a great coffee experience to customers. (Starbucks, 2011) Starbucks mission is “to inspire and nurture the human spirit – one person, one cup and one neighborhood at a time.” (Starbuck, 2011). Basically what that translates to is they want to provide satisfaction not only to their customers, but also to their partners, neighborhoods, shareholders and of course their employees. They set out to offer only quality products and services in their stores and improve the lives of the people that work and grow with the company.

This brings us to the first question of the case study. “Complete a job description and job specification for a Starbucks employee.” Employees at Starbucks are vital to the company’s success. According to Howard Schultz, they can make or break the company. If a customer has a great experience with an employee, the likely hood that customer will come back is much greater that if the experience was negative. Then the customer is probably gone for good and letting everyone know about their experience which is bad for business. This is crucial not only for Starbucks but any company to recruit and hire the right people. It is important for Starbucks to attract, develop, and retain quality employees. Catching the attention of talented employees involves the recruitment of qualified candidates and the selection of those who best fit the organization’s needs. In order to do this you need to construct a solid Job design. A job design is “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 description, and (c) job specification.” (Reilly, Minnick, and Baack, 2011). A job analysis is “the process of assigning tasks to jobs.” (Reilly, Minnick, and Baack, 2011). Managers also use the information collected form the job analysis to prepare A job descriptionjob descriptionOutline of the duties and responsibilities of a position., which lists the duties and responsibilities of a position and a job specificationjob specificationDetailed list of the qualifications needed to perform a job, including required skills, knowledge, and...
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