Starbucks: Stress Management Analysis Using Model Approach

This report examines stress management strategies within Starbucks, utilizing the transactional model of stress developed by Lazarus and Folkman. It highlights the imbalance between employee resources and demands, leading to workplace stress that impacts organizational performance. The report discusses how Starbucks managers apply the transactional model to identify stressors such as lack of cooperation and job insecurity. By fostering open communication and a cooperative environment, the management aims to shift employee perceptions and improve confidence. The analysis concludes that stress management models are crucial for organizational success, enhancing human resource capabilities and achieving objectives. Desklib provides access to similar reports and solved assignments for students.

Report 1
Stress management in Starbucks

Report 2
Table of Contents
Introduction......................................................................................................................................3
Transactional model of stress..........................................................................................................4
Implication of Transactional model in Starbucks............................................................................5
Reflection.........................................................................................................................................5
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

Report 3
Introduction
In the developing community, the individuals are facing several work related stress that are
influencing them both in physical and mental terms. Due to work related stress in employees, the
organizations are facing several issues at the workplace as it is hampering to organizational
performance in big manner. The human being under stress cannot perform their routine activities
in well manner. It is essential for the organizations to design effective strategies to motivate the
employees and reduce the work related stress at the workplace. In this concern, the report is
describing stress management in Starbucks organization through “Transactional model of stress”.
This theory is helpful in managing the level of stress among the employees and improves the
organizational performance in better manner.

Report 4
Transactional model of stress
According to Webster et al., (2011), the stress is a result of imbalance between the resources and
demand. In an organization, the stress can be managed through reducing the gap between
demand and resources. The transactional model is considered as an effective way of stress
management at the workplace. This model was developed by Lazarus and Folkman in 1984.
There may be work related issues an organization. The interpretation of Lazarus and Folkman
focuses on transaction between the external environment and people. Transactional model
conceptualizes the stress as an outcome of how the stressor is valued and how an individual
evaluates his resources to manage with the stressor. The model can be used to break the link of
stressor-stress by intending that if the stressor is positive or challenging than the stressor will be
able to overcome the causes of stress in effective manner (Ladegard, 2011). Stress of the
individuals can be reduced by changing their perception about the stressors and helping them to
manage the situation and improve their level of confidence.
There are several stressors such as conflicts at the workplace, policies of the company, lack of
job security, work pressure, uncooperative environment, long working hours, poor
communication and uncertain expectations in an organization that are mentioned by the
employees. In order to manage the stress of employees, it is essential for the management to
communicate well with the employees and identify the major causes of stress. It will provide a
baseline to the management to implement an appropriate plan to reduce the stress at the
workplace (Heber et al., 2013). The transactional model determines that if the employees acquire
and able to use their managing skills that the stressors will not be the cause of stress.

Report 5
Implication of Transactional model in Starbucks
It is analyzed that the employees are stressing in Starbucks as the company is making several
changes in the business operations to satisfy the customers and provide quality services to the
customers. The transactional model is applied by the managers of Starbucks to deal with the
employee stress at the workplace. With implication of this model, the management is making
efforts to have effective and open communication with the employees. Through open
communication the management will be able to identify the possible stressors at the workplace.
The management is identified that there is lack of cooperation between the employees to
accomplish specific project, which is influencing to their working performance in negative
manner. As well as, the employees are not looking their ob safety in future. It is a big and major
factor of employee stress at the workplace as each of the employee wants to secure the job and
further opportunities to develop professional career. The transactional model is helpful for the
management in implementing an appropriate strategy to decrease employee stress generated by
these factors. In order to decrease the stress and these issues at the workplace the management is
discussing with the employees to know their views and ideas to implement a better strategy
(Rowden et al., 2011). In addition, the management is making efforts to develop a cooperative
working environment to motivate the employees and have positive perception about the
stressors.
Reflection
From the above discussion, I have analyzed employee stress is a big issue in an organization
getting the business objectives. The work related stress may influence to employee performance
as well as organizational performance in big manner. A stressed person will be able to work with
full efforts and accomplish the assigned responsibility at the workplace. I have analyzed that the

Report 6
management should have proper attention on the stressors at the work place that are becoming
the cause of employee stress. In my concern, the transactional model is an effective tool, which
can be used by the organization in managing the employee stress in more professional manner.
The organization can use this model as an effective strategy of managing the employee stress and
motivating them for further achievements.

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Conclusion
From the above discussion, it can be concluded that each of the organization need to intend an
appropriate stress management model to decrease the employee stress and motivate the
employees to accomplish their duty in better manner. The stress management process is not only
beneficial for the employee but also helpful for the organization in improving the organizational
performance in desired manner. The organizations can stay in the market with the competitive
with implication of appropriate stress management model. Transaction model is an effective
model of managing the employee stress at the workplace through which an organization can
improve its human resource team and attain the organizational objectives in effective manner.

Report 8
References
Heber, E., Ebert, D. D., Lehr, D., Nobis, S., Berking, M., and Riper, H. (2013) Efficacy and cost-
effectiveness of a web-based and mobile stress-management intervention for employees: design
of a randomized controlled trial, BMC Public Health, 13(1), pp. 655-657.
Ladegard, G. (2011) Stress management through workplace coaching: The impact of learning
experiences, International Journal of Evidence Based Coaching & Mentoring, 9(1).
Rowden, P., Matthews, G., Watson, B., and Biggs, H. (2011) The relative impact of work-related
stress, life stress and driving environment stress on driving outcomes, Accident Analysis &
Prevention, 43(4), pp. 1332-1340.
Webster, J. R., Beehr, T. A., and Love, K. (2011) Extending the challenge-hindrance model of
occupational stress: The role of appraisal, Journal of Vocational Behavior, 79(2), pp. 505-516.