Professional Documents
Culture Documents
organisation.
It gives a separate identity to the organisation as compared to other organisations, as each
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organisation has its own set of values, beliefs, customs, practices etc.
The organisation culture evolves over a fairly long period of time
It can be relatively stable over a period of time. However, there can be changes in the
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organisation.
Organisation culture can bring name and goodwill to the organisation.
It can provide opportunities and threats to its members.
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A dominant culture refers to the basic or core values, beliefs and norms shared by the majority
of the members of the organization. In general, dominant culture is referred as the organizational
culture. Subcultures refer to basic values shared by the function groups or department of the
organization. Every department has its unique culture.
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In case of strong culture the organizations core values are intensely held and widely shared
among members of the organization. Strong culture indicates high agreement among members
and greater growth cohesiveness. Strong culture is beneficial to organization:
In case of weak culture the core values are weak among members of the organisation. Weak
culture does not develop a sense of belongingness to the organisation and therefore may result in
high employee turnover.
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It is important to consider national culture to make accurate predictions about the organisational
behaviour in different countries. Research has indicated that national culture has greater impact
on employees than their organisational culture.
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In mechanistic culture, the core values of the organisation is bureaucratic in nature. The members
of the organisation mainly focus on their area of specialisation only, resulting in greater
departmental loyalty. The flow of the authority and lines of communication move from top level
management to lower level management.
In organic culture, emphasis is placed on achievement of objectives, teamwork and free flow of
communication. Organic culture welcomes change and innovation.
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In case of authoritarian culture, the leader takes all the decision by himself and expects to be
obeyed by his subordinates. The subordinate has no scope to question the superior. The relation
between the leader and subordinate are formal.
In case of participative culture, the leader not only consults the subordinates, but allows them to
take part in decision making. This enables group decision making.
IMPACT OF CULTURE
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I Positive impact:
Separate identity:
Motivation:
When the goals, plans and policies of the organisation are stated in clear and specific, it indicates
a healthy organisation culture. An open communication system and better facilities to the
employees motivates the employees to put in their best efforts in order to achieve the desired
goals.
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Job satisfaction:
It is an employees general attitude towards his/her job. It is normally believed that satisfied
employees are more productive than dissatisfied employees. A good organisation culture brings
job satisfaction to employees.
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Innovation:
A good organisation culture brings higher efficiency to the organisation. It motivates the
employees to perform better. When employees are properly motivated, they can produce the best
possible returns at the lowest possible cost. This is because of optimum utilisation of resources
by the employees.
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Corporate image:
A good organisational culture develops and enhances corporate image. Corporate image
comprises of all the visual, verbal and behavioural elements that make up the organisation. The
corporate image communicates the organisations mission, style of leadership, the capabilities of
its employees and its role in the market place and in the society.
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Higher performance:
A strong organisational culture results in commitment and dedication among employees. Its
consists of sound human resource policies relating to selection, placement, promotions,
performance appraisal, etc. A fair and impartial work environment gives a sense of security and
satisfaction among employees. Hence, they are motivated and can perform their job better.
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Effective control:
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NEGATIVE EFFECTS:
Lack of organisational commitment:
Poor organisational culture results in lack of organisational commitment. Employees may not
believe of the organisation but they put in effort to achieve their personal goal. Employees selfinterest may be important than organisational interest.
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Conflicts:
Personal prejudices
Role conflicts
Organisational change
Employee turnover:
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Employee absenteeism:
Absenteeism may be high when job satisfaction is low. In case of negative organisational
culture, absenteeism is voluntary. Such absenteeism occur with high frequency among certain
cluster of employees, and usually occur on the first day or last day of the week.
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Tardiness:
Stress:
A poor organisational culture brings stress to the employees. Such job related stressors are:
Role conflict
Role ambiguity
Poor working condition
Lack of participation in decision making
Lack of trust:
Every relationship requires some degree of trust- the capacity depends on each others words or
action. Due to negative organisational culture, employees may not trust each other. The
employees may not trust their fellow colleagues due to their personally traits, competition for
rewards and resources, acquisition of power, etc.
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Starbucks Mission
Our mission: to inspire and nurture the human spirit one person, one cup and one
neighborhood at a time.
Our Coffee
Weve always believed in serving the best coffee possible. It's our goal for all of
our coffee to be grown under the highest standards of quality, using ethical
sourcing practices. Our coffee buyers personally travel to coffee farms in Latin
America, Africa and Asia to select high quality beans. And our master roasters
bring out the balance and rich flavor of the beans through the signature Starbucks
Roast.
Our Stores
Our stores are a neighborhood gathering place for meeting friends and family. Our
customers enjoy quality service, an inviting atmosphere and an exceptional
beverage.
Total stores: 22,519* (as of June 28, 2015)
Argentina, Aruba, Australia, Austria, Bahamas, Bahrain, Belgium, Bolivia, Brazil,
Brunei, Bulgaria, Canada, Chile, China, Colombia, Costa Rica, Curacao, Cyprus,
Czech Republic, Denmark, Egypt, El Salvador, Finland, France, Germany, Greece,
Guatemala, Hong Kong, Hungary, India, Indonesia, Ireland, Japan, Jordan, Korea,
Kuwait, Lebanon, Macau, Malaysia, Mexico, Monaco, Morocco, Netherlands,
New Zealand, Norway, Oman, Panama, Peru, Philippines, Poland, Portugal, Puerto
Rico, Qatar, Romania, Russia, Saudi Arabia, Singapore, Spain, Sweden,
Switzerland, Taiwan, Thailand, Turkey, United Arab Emirates, United Kingdom,
United States and Vietnam.
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Our Partners
We offer some of the finest coffees in the world, grown, prepared and served by the
finest people. Our employees, who we call partners, are at the heart of the
Starbucks Experience.
We believe in treating our partners with respect and dignity. We are proud to offer
two landmark programs for our partners: comprehensive health coverage for
eligible full- and part-time partners and equity in the company through Bean Stock.
Our Products
Starbucks offers a range of exceptional products that customers enjoy in our stores,
at home, and on the go.
Coffee: More than 30 blends and single-origin premium coffees.
Handcrafted Beverages: Fresh-brewed coffee, hot and iced espresso beverages,
Frappuccino coffee and non-coffee blended beverages, Starbucks Refreshers
beverages, smoothies and teas.
Merchandise: Coffee- and tea-brewing equipment, Verismo System by
Starbucks, mugs and accessories, packaged goods, books and gifts.
Fresh Food: Baked pastries, sandwiches, salads, salad and grain bowls, oatmeal,
yogurt parfaits and fruit cups.
Consumer Products
Coffee and Tea: Whole bean and ground coffee (Starbucks and Seattles
Best Coffee brands), Starbucks VIA Instant, Starbucks Coffee K-Cup
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pods, Starbucks and Teavana Verismo pods, Tazo tea filterbags, and
Tazo tea latte concentrates.
Ready-to-Drink (RTD): Starbucks bottled Frappuccino coffee drinks,
Starbucks Discoveries chilled cup coffees, Starbucks Discoveries Iced
Caf Favorites, Starbucks Iced Coffee, Starbucks Doubleshot espresso
drinks,
Starbucks
Doubleshot
Energy
Coffee
drinks;
Starbucks
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Starbucks also has an organizational culture that supports warm and friendly
relationships. For instance, at Starbucks cafs, baristas exhibit warm friendly
bonds with each other. This feature of the companys organizational culture
extends to customers, who are also treated with warmth. Through emphasis on
relationships, Starbucks develops the coffee culture that drives consumer
demand for the companys specialty coffee products.
Collaboration and Communication
The organizational culture of Starbucks encourages collaborative efforts
through effective communication. At the cafs, baristas clearly communicate
with each other to fulfill orders. Also, they collaborate as teams to make the
order fulfillment process efficient. Thus, Starbucks organizational culture
supports efficiency in business processes, which contributes to quality of
service, customer experience, and business cost-effectiveness.
Openness
Openness is another major characteristic of Starbucks Coffees organizational
culture. Initially, employees had a culture of fear to speak up to their superiors.
To address this issue, former Starbucks President Behar introduced open forums
to encourage employees to ask questions and communicate with superiors. A
culture of openness developed. Through this feature of its organizational
culture, Starbucks empowers employees and facilitates innovation.
Inclusion and Diversity
Starbucks has an anti-discrimination policy that shapes its organizational
culture. This policy prohibits any form of discrimination based on gender, race,
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have support. Speak with your manager, Partner Resources or Business Ethics and
Compliance about your concerns.
WORKPLACE ENVIRONMENT
HOW WE TREAT ONE ANOTHER
Consistent with Starbucks Global Human Rights Standard, Starbucks promotes
equal opportunity in its hiring practices, makes recruiting decisions based solely on
job-related criteria and does not use forced labor. When employing partners under
the age of 18, managers must comply with all Starbucks-established or legally
required limitations on minimum hiring age, and on hours and tasks performed by
these partners to ensure any work performed does not hamper the partner's
education, health, safety, and mental or physical development.
For further information, refer to the
Global Human Rights Standard, which can be obtained by contacting Business
Ethics and Compliance.
At Starbucks we treat each other with respect and dignity. This means that all
partners are entitled to work in an environment that is free of harassment, bullying
and discrimination.
Harassment, bullying and discrimination take many forms, including:
Unwelcome remarks, gestures or physical contact
The display or circulation of offensive, derogatory or sexually explicit pictures or
other materials, including by email and on the Internet
Offensive or derogatory jokes or comments (explicit or by innuendo)
Verbal or physical abuse or threats
How We Treat Our Customers
Legendary customer service is a top priority at Starbucks. We strive to make every
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activity. Partners may not report to work under the influence of alcohol, illegal
drugs or controlled substances.
Partners may not have or possess any weapon while in a Starbucks store, plant or
on other Starbucks property. Starbucks takes its rules regarding workplace health,
safety and security very seriously. It is essential that you understand and follow
them, together with any more detailed guidance provided to you.
Wage and Hour Rules
Starbucks is committed to following all applicable wage and hour laws and
regulations. To help ensure that all work performed for Starbucks is compensated
correctly, partners compensated on the basis of hours worked must report and
Record time accurately in accordance with established local procedure
BUSINESS PRACTICES
COMPLIANCE WITH LAWS AND REGULATIONS
Starbucks is committed to full compliance with the laws, rules and regulations of
the countries in which it operates. You must comply with all applicable laws, rules
and regulations when performing your duties.
When you think a conflict exists between the Standards and an applicable law, rule
or regulation, or if you have a question concerning the legality of your or other
Partners conduct, you should consult with your manager or another party
described in the Asking for Guidance and Voicing Concerns section of this
booklet.
INTERNATIONAL BUSINESS
Starbucks is committed to the highest ethical standards in all business transactions.
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Partners must follow all applicable laws, rules and regulations when conducting
Starbucks business.
Starbucks will be accurate and truthful in representing business transactions to
government agencies.
Payments made to any foreign agent or government official must be lawful under
The laws of the United States and the foreign country. Payments by or on behalf of
Starbucks to foreign agents or government officials should always be strictly for
services rendered and should be reasonable in amount given the nature of those
services. Under no circumstances may a partner make payments in violation of the
law or to induce government officials to do business with Starbucks.
Partners must comply with all local and foreign laws regarding customs and trade.
Starbucks will be accurate and truthful in representing business transactions to
government agencies. All information that a partner furnishes to any customs
official or to any agent hired by Starbucks to facilitate imports and exports must be
Accurate and truthful. If you conduct business internationally on behalf of
Starbucks, please make sure you have a thorough understanding of these laws and
know enough about any third parties doing business in Starbucks name to ensure
they are making appropriate decisions on our behalf. Starbucks partners at no time
are permitted to influence the outcome of any business decision by exchanging
bribes or kickbacks of any kind.
Starbucks policy (and may be a breach of law) to offer or make a payment or gift
of any kind in order to facilitate a local process or to influence a local government
official
Partners must be truthful and straightforward in their dealings with the
government.
If you are contacted by a government or regulatory representative and asked to
provide information or submit to an inspection, you should inform your manager
immediately. Your manager will take appropriate actions or contact the appropriate
Department for guidance.
Starbucks policy is to deal honestly and fairly with government authorities and to
comply with valid governmental requests and processes. Partners must be truthful
and straightforward in their dealings with the government and may not direct or
encourage another partner or anyone else to provide false or misleading
information to any government official or representative. Partners must not direct
or encourage anyone to destroy records relevant to an investigation.
Starbucks must make its own business decisions, free from understandings or
agreements with competitors or suppliers that restrict competition. We consider
compliance with these laws of vital importance.
When conducting Starbucks business, all partners must:
Not discuss pricing, production or markets with competitors
Not set resale prices with customers or suppliers
Always present Starbucks services and products in a manner consistent with our
core values
Not induce a third party to breach an existing agreement
Never act in a manner that could be seen as an attempt to exclude present or
potential competitors or to control market prices
Some examples of situations in which conflicts of interest may arise:
Being employed by or operating a firm, including consulting, that does or desires
to do business with Starbucks or that competes with Starbucks (for example,
working in a competitors coffee shop)
Making a substantial direct investment in such a firm (by you or a member of
your immediate family)
Acting on behalf of anyone besides Starbucks in any transaction with Starbucks
(For example, helping someone sell products and/or services to Starbucks)
Engaging personally in transactions in which Starbucks has an interest
COMMUNITY INVOLVEMENT
Environmental Mission Statement
Starbucks is committed to a role of environmental leadership in all facets of our
business.
We fulfill this mission by a commitment to:
Understanding environmental issues and sharing information with our partners
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You may keep your personal activities outside of the workplace confidential, but
always keep in mind that you are a representative of Starbucks. Your conduct can
affect perceptions of the Starbucks brand and service.
CONCLUSION
Starbucks is known for its great customer experience. Therefore the culture of
Starbucks requires their employees to be well trained and knowledgeable about the
products they offer. The organizational culture at Starbucks values the needs of
their customers which require their employees to behave a certain way. All of the
employees I observed wore green Starbucks aprons and displayed energetic and
friendly attitudes. Every employee appeared to be happy to serve customers and
focused on customer needs. I saw one employee tidying up the tables and sweeping
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the ground, which made me realize that I have never been to a dirty Starbucks. On
a similar note, I've never heard of anyone that I know complain about a bad
experience at Starbucks. The experience that customers receive at Starbucks is a
big part of the company's appeal to its consumer. Their employees conform to the
organizational culture by maintaining a clean, inviting and friendly environment
for their customers.
BIBLIOGRAPHY
https://starbuckswebsite.wordpress.com/organizational-culture-3/
https://prezi.com/qrbw2ejw1n_4/organizational-culture-in-starbucks/
http://www.starbucks.com/
https://en.wikipedia.org/wiki/Starbucks
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