Starbucks job design

Starbucks job design DEFAULT

Job Design at Starbucks

Identify the major issues in job design for this company.

Identify major ergonomic and work environment issues for this company.

Identify the ethical standards that the company or corporation has.

Use the tools of methods analysis to identify four ways of establishing labor standards.

Compute the normal and standard times in a time study.

Find the proper sample size for a time study and relate it to the company.


The idea or concept behind the Starbucks was the provision of the coffee to the consumers as every person start the day with an energetic cup of coffee. Initially, when the company started the business, the company have a smaller vision, and the target was also less. With the track of time the company grew and diversified its product and branches as well. The company organizational design differed when it came into existence, and it is altogether different now.

Organizational and Job Design in Past

In the past and organizational type was as follow:

  • They have an extremely simple form of structure in the beginning.
  • They had the centralization system in the company.

Issues which came

The issues which come out after the following situation which happened in the company.

  • The company Starbucks was small at the start, but it diversifies itself with the passage of time.
  • They targeted more customers.
  • They diversify and extended the product of range (portfolio).
  • This all forced them to again think about the organizational structure and design.
  • With the old holding structure and job designs they could not achieve the competitiveness and market share.
  • This force them to change the structure and form of the organization.
  • They also forced them to change the job design of most of the designation to continue with the diversification and divergence.

New Job designs and Structure

  • They shifted their structure from the centralization to the decentralization in their company.
  • They introduce departmentalization and cohesion among the various departments in the company.
  • The segmentation was done on the basis of geographic, however at the same time, teamwork was also given importance.
  • This enables Starbucks to reform and change the job design of most of the employees’ authority is added down to the hierarchy.
  • They also make a tradition and added this into the job description of employees that they should be participative and give their valuable rational suggestions in the decision-making
  • They introduced the idea of the communication at the open level and moreover, creativity in the business environment through this new form of structure.

(Starbucks Case Study Starbuck&#;s Job Design)

Economic Factors affecting Starbucks

There could be many factors in the economy of where the company is operating which can affect it. As Starbucks is the international brand which is present worldwide and in different regions and obviously the economic condition of every region or country would be different which can directly impact the company proceedings. The economic condition which could directly impact the company are the policies of the taxation of that certain country, economic growth of the particular company and income level of the individual who is the citizen of that specific company and is the consumer of the Starbucks.

These are some of the issues which can come in their way. In the developing or under developed countries Starbucks employee motivation level is different and generated differently so, in the end, it could affect the performance of the company. Labor cost is also high in the developed countries which can be a serious economic threat to the Starbucks.

(Makos, )

Environment Factors Affecting the Starbucks

There is the common environmental factor which is affecting almost every company, and the company is very responsive towards this aspect. This is the factor of “global warming”, the company can go towards recycled packaging which can augment this field for them. People now prefer to go for the products which are environmental friendly so achieving this stage could be very beneficial for them.  Consumers are getting cultured and educated day by day, and this is the reason behind the changed preferences of the consumers. Moreover, now consumers are more socially responsible which force the Starbucks to use responsible sources. This makes them fall in the social responsibility factor which is very essential in the 21st century.

(SMITHSON, )

Ethical Standards of Starbucks

Starbucks highly believe that they should have the ethical standards which will not only boost the company profits but also necessary for the smooth running and progressing of the business. Some of the ethical standards of Starbucks are mentioned below:

  • Always provision of the best quality coffee to their valuable customers.
  • Their core value lies in the corporate social responsibility, and that is the reason on which they are ranked among the top best companies by Corporate Responsibility Magazine in the year
  • The concept of giving a place where customers can take a break and forget all the worries of life.
  • They are highly involved in the ethical decision making, and this is the most significant ethical standard of the company.
  • They value their partners and all of the stockholders and promise them to pass the best of it to them.
  • Ethical training is also the part of the company which is provided to the employees of the Starbucks.
  • They also deliver various and new channels to their partners so that they can raise and solve concern of their partners.

(Starbucks, Business Ethics and Compliance, ) (mellamocallejon, )

Labor Standards

There are some basic labor standards which companies should follow and these standards are set at the international level:

  • The first standard refers to that there should be no labor who falls into the category of bounded Moreover, the labor should not work because of being forced (no forced labor).
  • The children who are under age should not be hired, and child labor is strictly prohibited. Companies who are involved in such activity can face serious lawsuits and also lose their reputation in the corporate world and in the community.
  • The concept of equal employment opportunity for every employee should exist.
  • The employee should be given enough freedom that they can identify and create their own associations at the workplace.

(Core Labor Standards Toolkit- Step 1, )

Starbucks conform to all of the EEO, Global human right policies and health care. They have faith in that if the employees are healthy and motivated, they can achieve any goalmouth and mission of the company. (Starbucks, starbucks.com, )

Computing Time Study

The formulae are given below:

Normal time = (element average time) multiply by (rating factor)

Standard time = (normal cycle time) multiply by (1 + Allowance factor)

The activities which are required for the job design is listed down, and it is founded that the person spends 8 hours a day for doing this task.  The observation came out to be that employee works 10% faster than before because of the observation and allowances is 25%. So according to it the calculation could be as follow:

Normal time = 24 * = Minutes

Standard time = / (1- ) = Minutes

Sample Size

The sample size would of two to three person depending on job design. In the case of the Starbucks the head of the department, human resource manager and the immediate manager or supervisor usually scheme the job design.

Sours: https://www.coursebb.com//07/21/job-design-starbucks/

Starbucks Employee Reviews for Graphic Designer

Graphic Designer for Starbucks Merchandise

Graphic Designer (Current Employee) - Torrance, CA - November 1,

Indeed Featured review

The most useful review selected by Indeed

I love the experience that I have acquired working for Starbucks over the past year and a half. Typically my job as graphic designer is to work as a member of the design team with other industrial designers to create and deliver merchandise concepts to Starbucks, Coffee Bean and Tea Leaf, Seattles Best Coffee and Time Hortons. I have a lot of experience working for international clients. My favorite part of the job is doing trend research for Starbucks and the international market. I currently have work in US and all over the world (Korea, U.K, Germany, Russia and Japan.) Not only am I responsible for the creation of appropriate merchandise concepts (more production based) but I am also in charge of laying the ground work for multiple presentations and mood boards (more design driven layout). After the team creates a multi-page presentation, the client chooses merchandise to go to sample. Individual designers are responsible for the production and creation of that specific item Starbucks chooses. When we receive the sample product back from China we make sure the merchandise is up to par. Then we "ok" the sample and it gets shipped to the client. The client then chooses to make any changes or go to MOQ (Minimum order quantity) which can range from 2, - , items. We work for a multitude of clients for every season, all year round.

Pros

Very rewarding, great experience, creative

Sours: https://www.indeed.com/cmp/Starbucks/reviews?fjobtitle=Graphic+Designer
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Starbucks Case Study Starbuck's Job Design

Starbucks Case Study Starbuck’s Job Design Job Purpose is being a leader and role model by showing by example customer service and community involvement. Job Specifications Education Experience, 2 years’ experience in retail business, 1 year experience in customer service, and experience in team leading. 3 or more years of experience in a role that requires frequent interaction with customers, fulfilling the requests of customers and responsibility for addressing customer issues, questions and suggestions or a Bachelor’s degree or higher in business or hospitality management; or 4 or more years of US military service, 2 or more years of management experience as a direct supervision over 2 or more employees, responsibility for training and developing teams, responsibility over a P&L; inventory management, other budget or sales target, responsibility for managing labor costs (e.g., scheduling hours, controlling overtime, etc.) or a Bachelor degree or higher in business or hospitality management or 4 or more years of US military service. Required Knowledge, Skills and Abilities, Ability to work flexible hours, morning, afternoon, evening, holidays, must be dependable, have good people skills, self- motivated, ability to delegate task, outgoing, customer service oriented, team player, energetic, ability to communicate clearly and effectively, ability to rapidly analyze, maintain vendor relationships, knowledge of the retail environment, strong problem-solving, team-building skills, ability to work in a fast-paced environment, ability to deliver excellent customer service, working knowledge of financial reports, experience in inventory management, ability to problem solve, strong organization and planning skills, ability to be a team leader, strong people skills, ability to work under pressure. Working conditions, Constant standing/walking, occasional stooping, kneeling or crawling, occasional pushing, pulling, lifting or carrying up to 40 lbs., occasional ascending or descending ladders, stairs, ramps, constant computer/POS Register and bar equipment usage, frequent, continual, intermittent flexing or rotation of the wrist(s) and spine, constant reaching, turning, and performing precision work around bar area, constant receiving detailed information through oral communication, constant talking, expressing or exchanging ideas by means of the spoken word, occasional Distinguishing, with a degree of accuracy, differences or similarities in intensity or quality of flavors and/or odors, constant clarity of vision at near and/or far distances. Starbucks is an equal opportunity employer of all qualified individuals, including minorities, women, veterans & individuals with disabilities. Starbucks Case Study Structure I can recall, my parents saying they could not start the day without a cup a coffee. Coffee for them is what alcohol is to a drunk, or candy is to a child, sheer heaven. As one can imagine, coffee was a big word in my house. Even as I am a coffee hater, when I think of coffee, Starbucks flashes in my mind. In , Howard Schultz, the CEO of Starbucks, used his business savvy and insight and created a niche in the market place. He had a vision of a coffee house being a place for conversation and a sense of community, a place between work and home. Starbucks, in the beginning was a simple structure. To target a wider spectrum of consumer, they expanded and diversified their products line offered, and the growth forced the company to rethink their organizational design, which involves numerous activities that include designing jobs, departmentalizing decisions, completing the company’s structure, and outlining the best structural configuration (Reilly, Minnick, Baack, ), thus the new division structure was implemented changing the once centralized company to an organic/decentralized company focusing on the relationship between the headquarters and the divisions. Division structures are efficient and effective by departmentalization grouping of function, product, geographic region, customer, strategic business unit, and matrix. Starbucks has departmentalized by function and geographic region. The company was divided into two regions of the world, Starbucks U.S. and Starbucks Coffee International (SCI), until , when they departmentalized again and restructured into three global regions, China and Asia Pacific; the second, United States, Canada, Mexico, Latin America; and third, Europe, United Kingdom, Middle East, Russia, and Africa. They decentralizing their powers of authority to trickle downward from the executives who oversee the company from its headquarters and district managers around the county who oversee regional groupings of stores and to the store managers who are in charge of and have shift supervisors who fill in when absent, who oversee the rest of employees. With decentralization, the store manager has full autonomy to make their own decisions pertaining to what is best for its own store according to that market- place. The advantages of not having any interference from upper management, allows for quick response to situations in resolving customer complaints, which promotes customer service. The mangers encourage employees to participation with the decision making process. The belief is this empowers them resulting in making them feel as if they have more input in the direction of the organization, thus creating more productivity. Starbucks built the company on open communication. The company relies on its patrons to post their views and share ideas at http://mystarbucksidea.force.com , My Starbucks Idea, for feedback on ways they can be better. The store is departmentalized by function and with keeping cost down, the store manager cross-trains their employees to do multifunction task. If the stores serving food departmentalized by product, they would have to hire more employees; one to run the bakery, one for the sandwiches, one for the coffee, one for the tea, and so on. Even though, the store would run just like an oiled machine, it would not be cost effective. Centralizing power would have made the leaders accountable for the financial problems in and allowed them to be able to act quickly with a plan to either market aggressively or to pull back and cut cost by implementing an across the board plan stating strict spending guidelines for all managers of the stores in the U.S. Starbuck is continually looking for new and improved ways to make money. As profits rise and falls, the company reevaluates its organizational design, they strive for excellence to inspire and nurture the human spirit – one person, one cup and one neighborhood at a time. References 12manage (). Mintzberg's Organizational Configurations: Summary and Forum. Retrieved from http://wwwmanage.com/methods_mintzberg_configurations.html Elder, S. D., Lister, J., & Dauvergne, P. (). Big retail and sustainable coffee: A new development studies research agenda. Progress In Development Studies, 14(1), doi/ It's Not About the Coffee: Leadership Principles From a Life at Starbucks. (). Journal for Quality & Participation, 33(1), Mind Tools Ltd (). Mintzberg's Organizational Configurations - Strategy Skills Training from MindTools.com. Retrieved from ttp://www.mindtools.com/pages/article/newSTR_htm# Oracle (, January). Customer and Partner Search. Retrieved from http://www.oracle.com/us/corporate/customers/customersearch/starbucks-coffee-co exadata-sshtml Starbucks Corporation (). Retail Careers | Starbucks Coffee Company. Retrieved from http://www.starbucks.com/careers/retail-careers Starbucks Corporation (), My Starbucks Idea, Retrieved from http://mystarbucksidea.force.com

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[STARBUCKS] DESIGN SECRETS OF STARBUCKS!

"Starbucks job design" Essays and Research Papers

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  • Design at Starbucks

    lessons: managing design in eleven global brands Design at Starbucks From its beginnings as a single coffee shop in Seattle 35 years ago‚ Starbucks is now a global brand which uses design to aid the delivery of a distinctive service experience to its customers. The Starbucks Global Creative team manages regularly changing design themes while working within a global brand. Overview Starbucks uses design It has developed a strategy that allows it to balance regularly changing design themes with a

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  • Job Design

    JOBDESIGN MEANING Jobdesign follows job analysis i.e. it is the next step after job analysis. It aims at outlining and organising tasks‚ duties and responsibilities into a single unit of work for the achievement of certain objectives. It also outlines the methods and relationships that are essential for the success of a certain job. In simpler terms it refers to the what‚ how much‚ how many and the order of the tasks for a job/s.Job design essentially involves integrating job responsibilities

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  • Job Design

    JOBDESIGNJobdesign also gives information about the qualifications required for doing the job and the reward (financial and non-financial benefits) for doing the job. Jobdesign is mostly done for managers’ jobs. While designing the job‚ the needs of the organisation and the needs of the individual manager must be balanced. Needs of the organisation include high productivity‚ quality of work‚ etc. Needs of individual managers include job satisfaction. That is‚ they want the job to be interesting

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  • Job Design

    Introduction Jobdesign is broadly defined as level and breadth of job content‚ over-time variability in task assignment‚ specific mix of assigned tasks‚ use of teams‚ and the level of autonomy granted to individual workers or teams (Baron and David‚ p ). Today¡¯s business environment‚ correct jobdesign can help a company to become successful and competitive in the market. The jobdesign is more emphasized and focuses. Since jobs have to be designed using processes that model new

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  • Job Design

    Chapter 4 Essay 2 Jobdesign is the analyzing of jobs to make them more efficient‚ improve the companies’ performance‚ and create job satisfaction. One of the four elements of jobdesigns is to make sure the job aligns with the objectives of the company. Another element is making the equipment easier and safer for employees to use. They also want to make the job technology more efficient. The employee’s job satisfaction is the fourth element of jobdesign. These four elements are what

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  • Job Design

    JOBDESIGN AND TECHNIQUES OF JOBDESIGNJOB A job can be defined as the set of tasks and responsibilities of a worker. These tasks and responsibilities‚ along with performance expectations‚ work conditions (time and place of work)‚ general skills‚ and possibly methods to be used‚ are normally contained in a written job description. There is no set formula for designing jobs that will best fit a production system. Also‚ a  job is also reffered to an activity‚ often regular‚ and often performed

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  • Job Design

    JOBDESIGN 1. Introduction Jobdesign theory is an important concept in business management. The way a job is designed affects employee work performance. It is crucial that organizations create an environment where workers are motivated by jobs in which they feel challenged but at the same time‚ their work goes with the objectives of the company. Designing jobs properly will cause a positive impact on motivation‚ performance‚ and job satisfaction on those who perform them (Moorhead and Griffin‚

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  • Job Design

    Jobdesign in McDonald As everyone knows‚ McDonald’s Corporation is one of the biggest franchise fast-food restaurants throughout the world. Therefore‚ the implementation of appropriate jobdesign within the organization itself becomes an extra significant issue facing by the manager. As Wood et al (‚ p) states: “Jobdesign involves the planning and specification of job tasks and the work setting designated for their accomplishment.” Each staff is designed a particular set of jobs in McDonald’s

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  • JOB DESIGN

    job design’s third approach is known as job rotation‚ which is simply known as shifting to different work or task from your current task in the company on temporary or permanent basis‚ job rotation is linked with job enlargement as in both the variety of work is increased the only difference is that in job rotation the employee only works on the new task he or she is shifted too‚ and do not have to carry doing both task on daily bases as in job enlargement‚ job rotation is only done on the basis

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  • JOB DESIGN

    Contents JobDesignJobdesign can defined as work arrangement or re- arrangement focused on overcoming job dissatisfaction and employee alienation arising from mechanistic tasks and repetitive. Organizations try to improve productivity levels by giving non- monetary rewards through jobdesign. Non- monetary rewards such as better satisfaction from a personal achievement in meeting the responsibility of one’s work and increased challenge (Business Dictionary‚ ) It also refers to constitute

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Job design starbucks

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Starbucks Human Resources Plan Group # 13

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