Starbucks: Examining Human Resources and Organizational Culture

This report examines Starbucks' human resource practices and organizational culture, highlighting the HR department's role in employee productivity, recruitment, and compliance. It explores organizational culture through Handy's model, advocating for a task-oriented culture to foster long-term growth. The report emphasizes HR's strategic impact on shaping organizational culture, improving employee performance, and creating a positive work environment. Ultimately, it concludes that a well-functioning HR department and a supportive organizational culture are essential for Starbucks' continued success. Desklib provides more solved assignments and past papers for students.

Report on Starbucks
Table of Contents
INTRODUCTION...........................................................................................................................2
TASK...............................................................................................................................................2
Human Resource:.........................................................................................................................2
Organisational Culture:................................................................................................................3
Role of HR in organisational Culture:.........................................................................................4
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Human resources the department of the organization which is responsible with firing, observing,
hiring and providing training for the applications of the job, and also administration of employee
benefit campaigns as well. It has an essential role in supporting enterprises to deal with rapid
fluctuating business environment and more demand four talented and experience employees in
today’s time (Prince, and Forr, 2021). The following report is based on Starbucks corporation
which is a multinational American chain of coffee and roaster reserves. Companies having their
headquarters in Washington and it is also worlds largest chain of coffee house. The following
report is going to cover about human resource and its role. In addition to it it will cover about
Organizational culture as well as rule of HR in the culture.
TASK
Human Resource:
HR department of Starbucks is responsible with increasing employee productivity, performance
and safety of the firm from any kind of issues which might arise in the workers. (Kimata, and
Itakura, 2021) Responsibilities of the human resource involves recruitment, firing compensation,
benefits and maintaining up to date with any kind of law which might impact the organization
and its workers. Some of the duties of HR is mentioned below:
 Utilising and managing employees effectually.
 Making competencies which improves and employees as well as companies’ performance
and productivity
 Hiring of skilled, talented as well as experience workers in the company.
 Maintaining the execution and integration of technology by enhanced staffing,
communication and training with workers.
HR division of the Starbucks adopt several strategies of human resource management which
plays an essential role in enhancing and improving company’s employees. HR might recommend
several processes, methods and business solution to the management (Natasya, and Awaluddin,
2021). Respective company has adopted several active methods in order for the better employee
relationship by their HR division and also by giving them it’s terms of rewards and employee
perks in the company.

Organisational Culture:
An organizational culture is a set of expectations, values and activities which supports in guiding
and informing the action of all the group members. In simple words, it is a set of traits which
makes a business company what it is. (Pusvitasari, 2021) An appropriate organizational culture
shows optimistic trades which lead to the enhanced productivity as well as performance whereas
dysfunctional organizational culture traits out trades which can hinder in any type of
organization even successful organization.
Handy’s Culture model:
Major role of culture of organization is to differentiate the company from others and
gives a sense of identity for its employees. It does not need to have consistent or logical as a
strong culture is the world which is consistent internally and broadly shared, also it makes clear
what it assumes And how it expects employees to behave (Kimata, and Itakura, 2021). In order
to do that Charles handy which is a popular framework that relates categorization of
organizational culture and it has four types of culture which are mentioned below:
 Power- There are few companies where the power is in the hands of only some people
and they are only authorised to make decisions in regards of their organization. They are one of
the most crucial individuals in the company and these people later delegate their work to the
other workers. In this culture, the associates have no other option but to follow and away their
seniors’ orders and instructions. In this culture workers are not liberal to provide their opinion
and creative ideas they just only have to follow the orders of their seniors.
 Task culture- companies where groups are made to accomplish the goals or solve crucial
issues which includes in the task culture. In this type of company people with similar interest and
expertise Come together to make a group or team. There are commonly four to five people in
each group and in this culture every group member has two equally contribute and achieve task
in the most innovative way. (Fotaki, Kourtis, and Markellos 2021)
 Person culture- There are specific companies in which the workers feel that they are
more important than of their company. In this type of culture people are more focused about their
own self instead of their company and in it workers just come to their workplace for the sake of
money and never to work with the aim of accomplish their goals in an effectual and efficient
manner.

 Role culture- In this culture all the workers is delegated responsibilities and roles in
accordance to their so expertise, education qualification and interest to gain the best out of them.
In it all the people are responsible for something or other and they have to be accountable for the
work they are assigned and in it power comes with duty (Mostert, and Kern, 2021)..
From the above four organisational culture of Handy’s model, in relation to Starbucks
company can adopt Task culture in their organisation which can be beneficial for the long term
growth as well as success of the company.
Role of HR in organisational Culture:
Human resource management includes essential strategic role in impacting and shaping
organizational culture. As number of research shows that workers who are totally focused by
organizational culture app to have enhanced performance, as well as productivity and also
improves organizational environment in the company (Liu, Qingqing, and Liu, 2021).
Organizational in workers who shares the equal culture and also method are more satisfied and
also more efficient. It also helps in understanding new individuals that are capable to get into the
raid culture entirely and also to increase the workers that are already in the company in order to
enhance their involvement and engagement.
CONCLUSION
From the above report it is concluded that Human resource department is essential for any
organisation in order to make the firm work effectively in accordance to accomplish the long
term goals as well as success. This department is obliged for hiring, compensation, recruitment,
welfare of the employees as well as their training and development. Moreover, An organizational
culture is a establishment of opportunities, ethics and actions which supports in controlling and
updating the act of all the team associates and with the help of Handy’s culture model respective
company can work on implementing the Task culture in their company for their long term
success.

REFERENCES
Books and Journals
Fotaki, M., Kourtis, A. and Markellos, R., 2021. Human resources turnover as an asset acquisition and
divestiture process: Evidence from the UK football industry. International Journal of Finance &
Economics.
Kimata, A. and Itakura, H., 2021. Interactions between organizational culture, capability, and
performance in the technological aspect of society: Empirical research into the Japanese
service industry. Technology in Society, 64, p.101458.
Kimata, A. and Itakura, H., 2021. Interactions between organizational culture, capability, and performance
in the technological aspect of society: Empirical research into the Japanese service
industry. Technology in Society, 64, p.101458.
Liu, P., Qingqing, W. and Liu, W., 2021. Enterprise human resource management platform based on
FPGA and data mining. Microprocessors and Microsystems, 80, p.103330.
Mostert, R. and Kern, J., 2021. Organizational Culture Change: Process to Sustainably Improve
Performance. The Digital Transformation of Logistics: Demystifying Impacts of the
Fourth Industrial Revolution, pp.277-298.
Natasya, N.S. and Awaluddin, R., 2021. The Effect of Quality of Work Life, Organizational
Culture and Job Satisfaction on Employee Engagement. BINA BANGSA
INTERNATIONAL JOURNAL OF BUSINESS AND MANAGEMENT, 1(2), pp.158-
165.
Prince, M. and Forr, J., 2021. Metaphor elicitation: A new way to assess organizational culture. The
Psychologist-Manager Journal, 24(4), p.199.
Pusvitasari, R., 2021. HUMAN RESOURCES MANAGEMENT IN IMPROVING THE QUALITY OF
EDUCATION. AL-TANZIM: Jurnal Manajemen Pendidikan Islam, 5(2), pp.125-135.