MGT 330 WK2 ASSIGNMENT
Starbuck’s Job Description and Structure
Timothy Lucas
Management for Organizations (MGT) 330
Introduction
This paper centers on the structure of Starbucks Company. This company is organized in a hierarchical manner where executives at the headquarters oversee regional managers who intern supervise employees (Shultz, 2012). The regional division was thought to be the most effective for two reasons. The first one is that stores could funnel their concerns through geographical headquarters that would link with Starbucks’ main headquarters in Seattle, Washington (Shultz, 2012). The second reason for organizing in this way was that costumers’ needs would be addressed better if they are approached by culturally or territorial differences. The recent downturn in the economy, increasing competition, and other factors prompts the question: should Starbucks change its structure and if so which structure would fit best. The answer: Yes and Product departmentalization structure (Reilly and Back, 2011). Just as important as the structure of the company is the quality its employees and baristas is where the rubber meets the road.
Job Description:
Besides manager who keep stores running smoothly, baristas are the first impression customers get of the company as a whole (Shultz, 2012). They will never know how much an executive cares about them or how interested a manager is about their satisfaction with a product, in this case a cup of coffee. Thus, a barista is a position in the company’s success (Shultz, 2012). Based on this, it is not a surprise that Starbucks’s executive has developed specific criteria to ensure baristas is highly qualified and they represent the company’s vision well (Shultz, 2012). For example: a person applying for a job as a barista should be extremely personable as the customer’s experience is paramount to the Company’s success. Other responsibilities would include:
Greeting customers as they enter the
Timothy Lucas
Management for Organizations (MGT) 330
Introduction
This paper centers on the structure of Starbucks Company. This company is organized in a hierarchical manner where executives at the headquarters oversee regional managers who intern supervise employees (Shultz, 2012). The regional division was thought to be the most effective for two reasons. The first one is that stores could funnel their concerns through geographical headquarters that would link with Starbucks’ main headquarters in Seattle, Washington (Shultz, 2012). The second reason for organizing in this way was that costumers’ needs would be addressed better if they are approached by culturally or territorial differences. The recent downturn in the economy, increasing competition, and other factors prompts the question: should Starbucks change its structure and if so which structure would fit best. The answer: Yes and Product departmentalization structure (Reilly and Back, 2011). Just as important as the structure of the company is the quality its employees and baristas is where the rubber meets the road.
Job Description:
Besides manager who keep stores running smoothly, baristas are the first impression customers get of the company as a whole (Shultz, 2012). They will never know how much an executive cares about them or how interested a manager is about their satisfaction with a product, in this case a cup of coffee. Thus, a barista is a position in the company’s success (Shultz, 2012). Based on this, it is not a surprise that Starbucks’s executive has developed specific criteria to ensure baristas is highly qualified and they represent the company’s vision well (Shultz, 2012). For example: a person applying for a job as a barista should be extremely personable as the customer’s experience is paramount to the Company’s success. Other responsibilities would include:
Greeting customers as they enter the
References: Michelli, J. (2013). Leading the Starbucks way: 5 principles for connecting with your customers,.. S.l.: Mcgraw-Hill Professional. Reilly, M., Minnick, C., & Baack, D. (2011). The five functions of effective management. San Diego, CA: Bridgepoint Education, Inc. Schultz, H., & Gordon, J. (2012). Onward: how Starbucks fought for its life without losing its soul. Emmaus, Pa.: Rodale.