Research Paper: Personnel Policies Are Guidelines

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[. . .] The managers and retail workers (cashiers, baristas) continually observe one another's performance so that they may later give valuable advices to each other and work together to improve their performance. This method of collecting feedback may be considered as a weakness in few companies because managers do not always pay heed to the advice of their subordinates. However, it should be viewed as a strong performance appraisal measure at Starbucks because the number of employees at each booth is very less (8 to 9). The suggestion of the colleagues reinforces the idea of working together as partners. Furthermore, it is expected from the employees to achieve a monthly budget. If they make sales higher than the budget given, then the extra amount earned is given to them as a bonus. If the sales revenue is lesser than the budget, then the employees face a reduction in their salaries.

Weaknesses: To ensure that the employees follow the guidelines set for them; organizations either reward or punish workers to drive them to adopt the company's culture. Rewards may include bonuses, promotion, awards, or even an acknowledgement. On the other hand, punishments may include a warning, suspension, or termination (in severe cases). The company faces a problem of poor attitude of managers with their subordinates. Recently there had been an instance when a Starbucks employee was fired for 'stealing' sandwich from the garbage. (The Christian Post, 2013) In spite of knowing the employee's state of poverty, the manager fired him for taking food from the garbage. Similarly, one of the district managers at Starbucks fired his subordinate because he did not like the tattoo worn by the employee. (Business Insider, 2011) This shows that workers are penalized on unfair grounds. The company needs to set crystal clear guidelines and should communicate the rules to their employees as soon as they are hired. Starbucks also uses the concept of 360-degree feedback to generate improvement within employees. Although the underlying intention behind this method is to foster team work, it has its own drawbacks. Senior manager may not evaluate workers based on their actual work. The manager may assess based on his/her own likings and disliking. Giving consideration to the feedback from colleagues also mean that employees are constantly judged by each other. Since the worker would know that he is being regularly judged and that his promotion is dependent on it, he may not voice problem areas at work. This will inhibit workers from giving positive input that could result in the betterment of the company.

4. One of the tasks of a human resource manager is to ensure that workers are productive and satisfied with their job simultaneously. Job satisfaction is influenced by intrinsic and extrinsic motivating factors; leadership style of the supervisor, and relationship of colleagues with each other. (Armstrong, 2006). Therefore, to strengthen its' human resource management, Starbucks should ensure that it caters to all of these needs.

The company has a unique style of calling its workers as 'partners' and they use first names to address their fellow employees.(Johnson, 2010) This practice makes workers feel equally important contributors towards the company's success. They feel a sense of belonging which ultimately boosts their morale and satisfaction. Starbucks also welcome people from diverse background and allow them to be themselves. Consequently, workers are not only relieved from the pressure of adopting a new culture; they are also treated with respect and dignity simply for being themselves.

Extrinsic motivating factor-compensation and benefits- are also provided justly to the employees. Their total pay package is known as 'Your special blend'. Employees who spend more than 20 hours at work are given benefits that might include 'bonuses, 401(k) matching and discounted stock purchase options.' (Starbucks) The company also provides adoption assistance as well as health coverage for the workers, their dependants, and home partners. (Starbucks) All of these compensation practices aim to assure the employees that the company is genuinely concerned about their partners' well-being. Since they are treated well, the employees automatically feel more committed towards the company's goals and their morale augments. In addition to that, the company offers flexible work schedule and partners are not made to work over time. Employees are given liberty to contact 'Partner Resources' if they are made to work over-time. The employee is given the right to report the issue to the concerned authority, even if he/she fails to do routine cleaning and the manager tell him to complete the task outside working hours. (Starbucks)

As far as productivity is concerned, Howard Schultz of Starbucks strongly believes that integrity of employee ownership is a key tool of retaining employees and increasing their efficiency. He said, "It's no accident that the attrition rate at Starbucks is four to five times lower than the national average for retailers and restaurants." (Woolfe, 2002)

Improvement in an employee's morale means that employees need to remain motivated so that they work at maximum potential. The Maslow's Hierarchy of needs state that one of the needs that keep workers motivated is safety needs. Safety needs include physical security, emotional security, job security, a modestly comfortable and predictable routine, and a desire for fair treatment and justice at work. (McKenna, 2000) Although the company manages to provide most of these needs, it fails to set fixed working hours of its' employees. A number of employees expressed their resentment about the company's inconsistent working hours' policy. Employees need time to fulfill their social needs; but, they fail to enjoy their right because they are never sure of their work timings. Furthermore, in order to increase productivity, it is extremely important to have good managers. At Starbucks, employees have complained about poor management. Lack of communication exists within the work environment and workers are not informed beforehand about the changes that are to be implemented. Additionally, senior managers do not work together with lower management to recognize problems and resolve them. Such factors inhibit workers' productivity.

Consequently, the goal of increasing productivity and maintaining a high level of employee satisfaction is not achieved fully. Manager should be assigned according to their capabilities and new promotions to the management level should be given sufficient education to execute successfully.

Bibliography

(n.d.). Retrieved February Wednesday, 2014, from Global Assets: http://globalassets.starbucks.com/assets/eecd184d6d2141d58966319744393d1f.pdf

(n.d.). Retrieved February Friday, 2014, from Global Assets: http://globalassets.starbucks.com/assets/eecd184d6d2141d58966319744393d1f.pdf

(2011, August Tuesday). Retrieved February Friday, 2014, from Business Insider: http://www.businessinsider.com/11-ways-to-get-fired-from-starbucks-2011-8?op=1

(2013, December Tuesday). Retrieved February Thursday, 2014, from Business Insider: http://www.businessinsider.com/mcdonalds-and-starbucks-ceos-make-more-than-9200-an-hour-2013-12

(2013, November Saturday). Retrieved February Thursday, 2014, from Huffington Post: http://www.huffingtonpost.com/2013/11/16/companies-pay-americans_n_4288090.html

(2013, November Friday). Retrieved February Friday, 2014, from Quartz: http://qz.com/149995/starbucks-is-now-selling-46-more-things-an-hour-than-it-was-five-years-ago/

(2013, March Wednesday). Retrieved February Friday, 2014, from Huffington Post: http://www.huffingtonpost.com/2013/03/21/howard-schultz-minimum-wage_n_2923294.html

(2013, November Friday). Retrieved February Friday, 2014, from NY Daily News: http://www.nydailynews.com/news/national/starbucks-baristas-split-tips-supervisors-court-article-1.1525603

(2013, November Wednesday). Retrieved February Friday, 2014, from Huffington Post: http://www.huffingtonpost.com/2012/11/13/starbucks-workers-tips-Massachusetts-suit_n_2121931.html

(2013, August Wednesday). Retrieved February Friday, 2014, from The Christian Post: http://www.christianpost.com/news/starbucks-fires-hungry-employee-on-food-stamps-for-stealing-sandwich-from-garbage-103200/

(2014, February Wednesday). Retrieved February Thursday, 2014, from http://www.glassdoor.com/Salary/Starbucks-Salaries-E2202.htm

Armstrong, M. (2006). A Handbook of Human Resource Management Practice. Philadelphia: Kogan Page Publishers.

Arthur, D. (2000). Successful Interviewing: Techniques for Hiring, Coaching, and Performance Management Meetings. Atlanta: American Management Association.

Glassdoor. (2014, February Wednesday). Retrieved February Thursday, 2014, from http://www.glassdoor.com/Salary/Starbucks-Salaries-E2202.htm

Global Assets. (n.d.). Retrieved February Friday, 2014, from Managers and employees are expected to engage in active and direct dialog to solve joint

Johnson, M. (2010). Generations, Inc.: From Boomers to Linksters -- Managing the Friction between Generations at Work. New York: AMACOM.

L.Daft, R. (2006). Management. Tennessee Nashville.

McKenna, E.F. (2000). Business Psychology and Organisational Behaviour: A Student's Handbook. Philadelphia: Psychology Press.

Starbucks. (n.d.). Retrieved February Thursday, 2014, from http://www.starbucks.com/careers/working-at-starbucks

Starbucks. (n.d.). Business Ethics and Compliance: Standards of Business Conduct. Retrieved February Thursday, 2014, from http://globalassets.starbucks.com/assets/eecd184d6d2141d58966319744393d1f.pdf

Starbucks Workers Union. (2013, October Wednesday). Retrieved February Thursday, 2014, from http://www.starbucksunion.org/

Woolfe, L. (2002). The Bible on Leadership: From Moses to Matthew: Management Lessons for Contemporary Leaders. New York: American Management Association. [END OF PREVIEW]

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Personnel Policies Are Guidelines.  (2014, February 7).  Retrieved August 25, 2019, from https://www.essaytown.com/subjects/paper/personnel-policies-guidelines-set/6992800

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