Organzational_Commitment_and_Communication__Starbucks

Organizational Commitment and Communication: Starbucks Poor leadership communication in a leader will certainly have a much more challenging situation in becoming a grand communicator. Leaders with poor communication will not have the confidence and respect of the company’s executive team, board of directors and staff and will be much harder to obtain. Communication and leadership go hand-in-hand in order for a company to succeed. Leadership communication skills at its best will gain the respect and trust of employees, executives and directors. Leadership communication can build the morale of the company and will be able to manage any conflict that should arise. Leadership communication will also inspire management and employees to work hard and set goals. These explanations of leadership and communication are what Starbucks is all about. Leadership Styles Howard Schultz, Starbucks’ current Chief Executive of Operations and president, was raised a poor child living in the housing projects in Brooklyn, New York, who presently oversees the Starbucks empire in Seattle, Washington (Gallo, 2006). Howard Schultz is defined as a leader with very powerful communication skills who knows what he stands for, promotes all his values, and knows how to make a connection with his listeners and employees (Gallo, 2006). Howard Schultz is very passionate and with that passion comes charisma. Howard Schultz’s leadership style has Charismatic Leadership written all over it. Charismatic Leadership can be defined as an individual with a personality that sets them apart from everyday people. These charismatic leaders can do no wrong, are regarded in the highest of standards and are considered to be unlike any normal human being. Howard Schultz is known for having great respect and attitude toward his employees. A former colleague mentioned in an article that Howard Schultz has charisma to communicate with his staff and nothing occurs at Starbucks that Howard Schultz does not know about or has touched his hands with approval or encouragement (Howard Schultz, 2010). In such a busy and popular setting Howard Schultz works in, being a charismatic leader would be the best leadership style to have for Starbucks. With so many employees all over the world, having a charismatic leader is a great advantage over any other leadership styles known. Sources of Power Starbucks is run by a charismatic leader so the power styles that are associated with Starbucks go hand in hand with Howard Schultz leadership. Starbucks is a company that gives their employees opportunities to excel and pays those employees back by offering them benefits most companies would never offer. Starbucks source of power fits the formal power of reward and legitimate power. The employees at Starbucks know their leader and the kind of work ethics and personality he entails. With this, employees will follow the rules and regulations to be a Starbucks employee and be able to live up to the mission statements and work ethics that are known for Starbucks. Employees that abide by rules and regulations will most certainly be rewarded and made sure that their ethical work tactics and sincere hard work is acknowledged. Reward power is defined as employees complying with the wishes of others in order to produce positive outcome. Rewards are accepted by employees and distributed by supervisors so others are aware and may follow the same path as those rewarded. Legitimate power is defined as the one structural position that represents formal authority to control and use organizational resources. Starbucks portrays this power. Starbucks instantly is accepted by organizations with authority. Starbucks is a legitimate company that has grown to be the respectful, successful company it set out to be. Motivational Theories Starbucks is a company known for having a low employee turnover ratio but high employee satisfaction rate. How can this be one might ask' Starbucks is an organization where customer service is the greatest of importance. The Starbucks partner’s mission statement states that employees are called partners because it is not just a job; it is a passion (Our Partners, 2010). Each employee is treated like a partner and therefore must work and become an employee that is trusted, respected and admired by all employees and customers. The motivation theory that works best for Starbucks would be the Self-Efficacy Theory. The Self-efficacy theory is considered to be the belief of an individual that he or she is capable of completing and performing a task to the best of their ability. If self-efficacy is higher for an employee, the confidence to complete the task at hand is higher too. Starbucks employees must have this type of motivation to be able to succeed working at Starbucks. Because Starbucks deals with customers every minute of every day, the employee must make sure their customer service etiquette and communication skills are on target every minute of every day. The self-efficacy theory would be a great motivational theory for all Starbucks employees to follow. Workforce Communication Starbucks workforce is one that has many opportunities to communicate from the CEO, Howard Schultz, to the barista working at the local Starbucks. Mr. Schultz has many distinct opportunities for employees to leave suggestions at the many suggestion boxes that are easily accessible for Starbuck employees. Every quarter, Open Forums are held so employees can ask questions, voice concerns and make suggestions to senior managers and receive an answer quickly (Starbucks and Howard Schultz, 1997). Starbucks employees are able to communicate with not only their supervisor, but beyond their supervisor if need be. The employees of Starbucks get the necessary training to be able to communicate with their customers just as good as those employees are able to communicate with their supervisors. The respect, trust and communication values are given from employee to manager and vice versa. The workforce communication within Starbucks is one that has been driven from the president of the company to the newest member of the Starbucks workforce. References Gallo, C. (2006 May 5). Starbucks’ Secret Ingrediant. Businessweek.com. Retrieved on November 28, 2010, from http://www.businessweek.com/smallbiz/content/may2006/sb20060505_893499.htm Hammers, M. (2003 October). Starbucks is pleasing employees and pouring profits. Workforece.com. Retrieved on November 28, 2010, from http://www.workforce.com/section/benefits-compensation/feature/starbucks-is-pleasing-employees-pouring-profits Howard Schultz. (2010). News-business.net. Retrieved on November 28, 2010 from http://www.news-business.net/business-persons/howard-schultz/ Our partners. (2010). Starbucks.com. Retrieved on November 28, 2010, from http://www.starbucks.com/about-us/company-information/mission-statement Starbucks and Howard Schultz: The 1982-85 period. (1997). www.mhhe.com. Retrieved on November 13, 2010, from http://www.mhhe.com/business/management/thompson/11e/case/starbucks.html