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**Background:**

Starbucks was founded by three friends, Jerry Baldwin, Zev Siegl, and Gordon Bowker, who met at the University of Seattle in 1971. Howard Schultz, initially a sales representative, joined Starbucks as the director of marketing and retail sales after being impressed by the company's atmosphere and environment. In 1985, Schultz opened a new coffee shop named II Giornale in Seattle. Two years later, due to his successful strategy, the original three owners sold Starbucks to Schultz. He then gathered investors, changed II Giornale's name to Starbucks, and focused on expanding the company. By 1987, Starbucks opened its first overseas store in Japan. By the end of 2002, Starbucks grew from 17 stores to 5,688, spanning 30 countries. In 2005, Starbucks was ranked the 11th best company to work for in the USA by Fortune magazine, rising to 29th in 2006 and 16th in 2007. In the same year, Starbucks was also voted as one of the top ten UK workplaces by the Financial.

**Questions:**

1. As mentioned, Starbucks limits team sizes to three to six employees. Why is team size an important factor? What are the benefits to Starbucks of having small teams in each branch?

2. Considering the statement "Starbucks achieves success and adheres to the criteria of planning, execution, and review":
a. Outline three issues that need to be addressed in the planning process.
b. List three things Starbucks can continue doing to ensure goals are accomplished. (Hint: Apply your facts on the review process to the Starbucks situation).

3. How does Starbucks manage to maintain good relationships between their managers and employees?

4. Briefly explain, in your own words, the three principles that Starbucks implements to motivate their employees.

5. Management needs to commit to certain aspects to empower employees. List four of these aspects.

Answer :

Final answer:

Management needs to commit to clear communication and expectations, fostering a supportive and inclusive work environment, offering opportunities for growth and development, and recognizing and rewarding employee contributions in order to empower employees.

Explanation:

Empowering employees is crucial for creating a positive and productive work environment. To achieve this, management needs to commit to certain aspects:

  1. Clear communication and expectations: Management should provide clear communication regarding roles, responsibilities, and organizational goals. This ensures that employees understand what is expected of them and can align their efforts accordingly.
  2. Fostering a supportive and inclusive work environment: Management should create a work environment that promotes collaboration, trust, and respect. This includes valuing diverse perspectives, encouraging open communication, and addressing any issues or conflicts promptly.
  3. Offering opportunities for growth and development: Management should provide employees with opportunities to enhance their skills and knowledge through training, mentorship, and career advancement programs. This allows employees to take on new challenges and grow both personally and professionally.
  4. Recognizing and rewarding employee contributions: Management should acknowledge and appreciate the efforts and achievements of employees. This can be done through verbal recognition, performance-based incentives, and career advancement opportunities.

By committing to these aspects, management can empower employees, foster a positive work culture, and drive organizational success.

Learn more about aspects of management commitment to empower employees here:

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