Organizational Behavior In Starbucks

Introduction

Starbucks has been in existence for more than 45 years with close to 24,000 stores worldwide (Starbucks, 2017). The multinational organization specializes in making coffee and coffee-related products. Its store coverage spans six continents, but a bulk of its business is concentrated in Asia, Europe, and the Americas. It has one of the most distinct organizational cultures that is influenced by the company’s employees and business performance. Additionally, the multinational organization has one of the most recognizable brands and a mission focusing on nurturing and inspiring the human spirit (Starbucks, 2017). The organization has recorded steady growth over its short lifespan through promoting innovative products and a company

The determinants of organizational behavior are the company’s structure, its individuals, and groups. Fully grasping the effect of organizational behavior assists in determining performance. To evaluate behavior, the critical aspects that need investigating are employee-related situations like productivity, employee turnover, job satisfaction, among others (Robbins & Judge, 2016). Consequently, this paper will evaluate the organization behavior problems plaguing Starbucks. After identifying the problem, the essay will propose solutions. It will also enumerate an implementation plan that relies on the Kotter’s eight-step

Kotter’s plan highlights the faults managers engage in while initiating change including the lack of urgency, a lack of coalition building during the change process, and a lack of appropriate communication of the change process (Robbins & Judge, 2016). The new plan, the North Star Agenda, fails to build a coalition between the barristers and the Starbuck’s corporate and a possible miscommunication of the underlying agenda of the plan. Moreover, the management failed to address the obstacles to the change process, and this could hinder the organization from achieving its vision (Robbins & Judge, 2016). Kotter’s sequential eight-step plan provides a more detailed approach to addressing management issues during the change process. The idea behind the North Star Agenda is commendable but the way it was approached may lead to increased resistance from the company. To help ameliorate the problem, first, the management needs to adequately provide a reason that is potent enough to sustain the change agenda. Next, the Starbucks corporate must establish a team that is coalition based and has support and power to lead the change. Third, the vision behind the change agenda should be straightforward and be reinforced by achievable strategies. The designed vision and the strategy must be effectively communicated to the entire organization and most specifically to the employees that would be affected the