Organisational Change at Starbucks, Singapore

This document discusses the organisational change at Starbucks, Singapore and the challenges faced in implementing the change. It explores the issues related to linguistic and cultural barriers, the training of employees, and the importance of effective communication within the organization. The document also highlights the benefits of diversity and improved interpersonal relations in attracting more clients and gaining a competitive advantage in the market.

Running head: ORGANISATIONAL CHANGE AT STARBUCKS, SINGAPORE
ORGANISATIONAL CHANGE AT STARBUCKS, SINGAPORE
Name of the Student
Name of the University
Author Note

1ORGANISATIONAL CHANGE AT STARBUCKS, SINGAPORE
Part I
It was during the month of December last year. The country had faced a huge footfall as
it does every year. The coffee and beverage company, Starbucks, attempted to improve the
revenue that it earned in the country. The company had employed staff from the locality as well
as had assigned expatriate managers to the area in order to help deal with the rush in the services
of the company. This led to the conditions wherein the employees had to adapt to the local
language as well in order to deal with the variety of clients who had been visiting the stores as
well as deal with the other local employees of the organization. The involvement with the locals
needed the concerned employees as well as the managers to develop a proper understanding of
the issues that are related to the several barriers in communication.
The major issues that are faced by the involvement of the expatriate managers within
Starbucks, Singapore referred to those that were encountered in the linguistic as well as the
cultural realms within the business. The expatriate managers tended to undertake training in
order to deal with the employees who belong to the diverse cultural backgrounds. The employees
within the organization were trained in order to deal with the diversity within the organization on
the basis of the languages and the practices that were followed by the organization. The issues
were resolved using the change management and leadership theory as suggested by Kotter. The
issues that were presented within the organization were thus resolved through the
implementation of training of the employees as well as the managerial staff.

2ORGANISATIONAL CHANGE AT STARBUCKS, SINGAPORE
Part II
The major areas that led to the success of the implementation of the change within the
company in discussion, Starbucks. The implementation of the proper changes within the
organization on the basis of the language usage and the development of the organizational
employees tend to be effective in the matters that are related to the improvement of the diversity
and the interpersonal relations within the company. The improvement of the diversity within the
organization leads to the improvement of the ways of resolution of the issues that are raised by
the clients. The introduction of the employees in the multicultural backgrounds is further known
to help the company attract a greater number of clients and are thus known to help in the
development of the competitive advantage of the company in the given market (Neuliep 2017).
The major issues that are might be resolved through the use of the proper language within the
organization refers to those that deal with the development and the ensuring of the proper
communications within the organization. The proper communication within the company helps
the concerned organization to deal with the employee issues as well as convey the proper
organizational goals to the concerned employees of the organization as well. the proper
communications within the organization also helps in the communication of the organizational
mission and goals towards the employees who have been serving the organization (Martin 2015).
The proper communication enables the smoothness in the operations within the company.
The major hindrance that was faced in the implementation of the changes referred to the
activities of training the employees. The training of the existing employees of the company who
had been recruited to the Singaporean branch of the coffee magnet, Starbucks. The new recruits
to the coffee shop had to be guided and instructed to follow the traditions that were maintained
by the organization as a part of the organizational goals and missions. The majority of the
organizational missions and goals tended to deal with the inclusion of the diversity within the
organization (Hanaysha 2016). The training activities that were undertaken by the concerned
human resource department within the organization refer to the explanation of the need for the
inclusion of the diversity within the organization. This proved to be a challenge for the
concerned management due to the fact that the concerned potential employees tended to have
issues in the proper understanding of the need for the diversity. The company further faced issues
in acclimatizing the employees in the cultural backdrop of Asian markets (Hanaysha and Tahir
2016). The major issues that were faced by the organization tended to deal with the introduction
of the required training among the new employees of the organization who have been observed
to belong to the Asian background and their dealings with the managerial employees who
majorly belonged to the separate cultural backgrounds thereby leading to a communication gap
within the organization.
The change faced within the organization discussed the existence of the cultural gap
within the cultural backgrounds of the employees and the ways to resolve the issues presented
within the organization.

3ORGANISATIONAL CHANGE AT STARBUCKS, SINGAPORE
References
Hanaysha, J. and Tahir, P.R., 2016. Examining the effects of employee empowerment,
teamwork, and employee training on job satisfaction. Procedia-Social and Behavioral
Sciences, 219, pp.272-282.
Hanaysha, J., 2016. Examining the effects of employee empowerment, teamwork, and employee
training on organizational commitment. Procedia-Social and Behavioral Sciences, 229, pp.298-
306.
Martin, J.N., 2015. Revisiting intercultural communication competence: Where to go from
here. International Journal of Intercultural Relations, 48, pp.6-8.
Neuliep, J.W., 2017. Intercultural communication: A contextual approach. Sage Publications.