Case in motivation and teamwork of Starbuck

Formal teams are groups whose structures are clearly specified mainly of the basis of specialization. In these kinds of groups, the members are not equivalent and every one of them has a rank (Moorhead && Griffin, 73). For instance, there are managers, managers and other junior staff members. It is worthy keeping in mind that every member of a formal group performs their particular responsibilities. For instance, supervisors remain in their offices and issues regulations to their juniors. On the other hand, informal teams have no structure and all team members are seen as equal no matter their specialized.

In these kinds of groups, any member can carry out any task.

Concern 2

A team in Starbucks consists of three to six individuals and this helps the employees to know each other well. Any viewpoint expressed by workers is offered an equivalent significance regardless of their position.

The leading management at Starbucks interact with their juniors that makes them more familiar and better compared to other governmental companies.

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The management at Starbucks deals with all employees as equates to and this is intended at reducing the gap in between the staff members and the management.

The leading management at the company believes that workers are its primary spirit. Subsequently, the management embraces an interactive organizational structure that makes the employees enjoy their tasks and perform them with passion.

Concern 3

a) The size of a team is an important factor since it determines how well the staff member know each other. This is crucial due to the fact that it causes cohesion in the work location.

b) The first benefit of Starbucks having small teams of staff in every branch is that the employee get to understand each other better. Second of all, it enhances interaction within the group.

Concern 4

From the Starbucks case study, it is clear that there are three major problems that the business needs to deal with in its preparation procedure namely listening to the opinion of its workers, equal treatment and ensuring good well-being for the workers.

Equal treatment — this is one of the major issues that the company needs to address in its planning process. Equal treatment requires all employees to be treated equally regardless of their position. According to the case study, it is clear that the management at the company treats all employees as equals and refers to them as partners. This is important because it narrows the gap between the employees and the management. Treating every employees fairly and equally in the workplace results in a friendly working environment. Consequently, if the issue of equal treatment is addressed in the planning process, it will help in creating closer working atmosphere and good management (Rynes & Rosen 64).

Listening to the employees — listening to the employees is other issue that requires to be addressed in the planning process. From the Starbucks case, it is clear that the company wants every employee to take part in developing plans and work as a team to achieve the set goals. Consequently, the company’s principles and policies are communicated to all employees, and there is no restriction in the employee’s individual opinions. By listening to the employees, makes them feel important which in turn motivates them hence increasing their productivity (Rynes & Rosen, 83).

References

• Moorhead, G., Griffin, R. W. Managing organizational behavior. (10th ed.). Cengage Learning., 2012. Print
• Rynes, S., Rosen, B. A field survey of factors affecting the adoption and perceived success of diversity training. Personnel Psychology, 1995. Print
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