How The Climate Crisis Intersects With Other Dimensions Of Inequality Essay Example

The industrial revolution was a cause of great economic growth. However, it has had negative ramifications on the environment. An IMF report in the year 2021 elucidates that the revolution brought a lot of economic growth. However, there also comes some risk of an additional 68 to 135 being exposed to poverty by 2030 by the climate crisis (Guivarch et al.). The report looks at the imbalance and inequality issues that may result from the climate crisis despite the positive yields that it has had on some countries. The various dimensions of inequality, like race, class, gender, sexuality, nation, and disability, are among the biggest risk factors for the people living in poverty or those in countries that are living below the poverty line. Therefore, this paper is written to show that the climate crisis intersects with other dimensions of inequality by increasing the risk of exposure, and despite the chances of bringing the global community together, there are multiple ways in which it is going to increase global inequality.

The climate crisis can be viewed as an infrastructure for inequality. An infrastructure of inequality, as Webster et al.(163) explain, are weapons that might be used by powerful nations to gain a greater advantage or increase the inequality gap. The nations institutionalize power, governance, and policies in a way that only favors them, forgetting the majority of the nations that are poor and fighting the various ramifications of poverty. The majority of the poor nations and the disadvantaged groups rely on nature to get a meal. This is through efforts like mining and agriculture. On the other hand, the vast majority of the developed countries, who are the policymakers, rely on improved technology and other strong sources of funds to drive their economies. Therefore, if anything, the disadvantaged group of people remains the most vulnerable in different circumstances. This is because they have to deal with the consequences of the climate crisis directly.

According to the IMF report in 2021 on Linking climate and inequality, the risk of the climate crisis and its implications could reverse the economic development that the globe has experienced. The projections in the long-term implications of this are based on the policy structure analysis and the different human activities (Guivarch et al.). The report makes it clear that poor people are at greater risk due to the basic requirements of the policies that have been put in place. The policies are meant to be applied equally in both developed and poor countries. This is inconsiderate of the pollution and emission levels that are linked to either of the parties. The developed countries, which cover only 16 percent of the world’s population, contribute to almost 40 percent of the carbon emissions. Sixty percent of the global population falls under the world bank classification of the poorest people. However, they contribute to less than 15% of the emissions. Therefore, this shows a great difference in the contribution to the crisis. However, when the policies are made, they are often inconsiderate of the difference in the levels of contribution and the risk of the disadvantaged groups suffering more harm.

From the global perspective, disadvantaged groups have a deep history rooted in some factors like colonialism. It is evident that the highest cases of inequality, like those in South Africa, result from the history of colonization by rich countries. As a result of the apartheid regime in South Africa, many families still lack access to clean water. This can be linked to the agenda by the Nothern institutions to get the resources from Africa in exchange for epistemological frameworks for knowledge creation among the people (Webster et al. 5). Therefore, most of the nations are poor even after the colonization as a result of the great dependency on the colonial masters and the other institutions whose key policies are mainly dictated by the rich countries.

When the climatic impacts and disasters that result from the climatic crisis, like flooding and drought, the most affected parties are the disadvantaged groups. During floods, the disadvantaged people or those affected by poverty as a result of the various inequality dimensions are the most vulnerable. They might lose their houses, crops that they had cultivated on their lands, and even livestock. Agriculture, which is also often the main source of living for most of them, is affected by climatic changes, including long periods of drought (Nazrul and Winkel 15). Therefore, such factors expose the poor and disadvantaged groups. Fishing and policies related to fishing are being regulated by the arising need. It is worth noting that a huge percentage of the population relies on these means of production, especially in poor countries. This, in return, will increase the girth of social and political inequality. In these ways, the intersection of the climate crisis and other dimensions of inequality becomes evident.

However, the climate crisis is slowly bringing the global community together. This is through efforts that are tailored towards ensuring a harmonious achievement of the sustainability goals. The achievement of the different objectives heavily relies on a unified globe. The planet requires a unity of purpose to achieve the different set goals. Therefore, such attempts and efforts as those that are being put in place by the different players can go a long way in uniting the global community. First of all, the global community has already acknowledged the impact of the various climatic changes on the people. Therefore, efforts like those by developed nations to eliminate carbon emissions through the adoption of alternative sources of energy are among the uniting factors. There are efforts in place to ensure that in the future, electric vehicles are fully adopted as the means of transport. Therefore, with such efforts from the developed nations, there might be hope for a decline in carbon emissions.

Government initiatives like incentivizing vehicle manufacturers to produce electric vehicles are among the efforts that evidence the readiness of these nations to reduce carbon emissions. These are efforts that are bringing countries together in the fight for climate change. However, policies that have been put in place by the international community have a greater probability of increasing economic and global inequality. This is due to the uniformity of the policies, despite the difference that exists between the developed and developing nations. The poor, exposed group of people lack access to some basics, like insurance, that might help in easing the burden of the climate crisis. Therefore, this creates chances of widening the inequality gap.

Looking at the great ramifications that people are experiencing as a result of the climate crisis, there are chances of inequality widening. This is a result of the losses that people are prone to, including the loss of their most valuable assets and the inability to lead their normal productive lives due to climate changes. The crisis creates a chance for the global community to cooperate in creating solutions to the crisis. However, looking at the current policies in place, the crisis is likely to increase the disparity and global inequality as the least contributing people are the most suffering group. Unless uniform and equal measures are put in place to address this challenge, the gap is going to become even wider, and inequality issues will be even bigger.

Works Cited

Guivarch, Celine, et al. “Linking Climate and Inequality.” Sept. 2021, www.imf.org/en/Publications/fandd/issues/2021/09/climate-change-and-inequality-guivarch-mejean-taconite. Accessed 29 Aug. 2022.

Islam, Nazrul and Winkel, John. Climate Change and Social Inequality. Department of Economic & Social Affairs. DESA Working Paper No. 152. 2017.

Webster, Edward, Imraan Valodia, and David Francis. “Towards a Southern approach to inequality: inequality studies in South Africa and the global South.” Inequality Studies from the Global South. Routledge, 2020. 3-21.

HR Ethical Challenge Free Sample

Ethical challenges presented by an HR management situation

Favoritism is the greatest ethical challenge in human resource management. The young man is well-qualified for the role but has already worked for the company, so hiring him might lead to potentially toxic speculations. Some may even hold the chief executive accountable for unethical hiring practices (Valentine & Godkin, 2016). Many moving parts in any employment process make it difficult to declare victory. Strategically, a focused approach is an issue that must be addressed successfully to aid with the management of the obstacles and elimination of the adverse problems that must be addressed to guarantee the correct hiring process is followed (Valentine & Godkin, 2016).

The second moral dilemma arises during the external employment procedure, where the woman may be rejected because of her lack of appropriate credentials (Valentine & Godkin, 2016). There is room for debate and inquiry, however, particularly about questions of diversity in recruiting and the weight given to different types of experience and education. Human resource management is facing a difficult situation and must prioritize equality (Fogel, 2016). The integrity of the recruiting process is at risk here because of the potential for the individual challenge to incite emotions of unfairness in the hiring process.

Inclusivity in the more extensive processes being implemented and promoted presents a further ethical problem (Valentine & Godkin, 2016). Successful human resource compensation requires basic procedures to be followed and the promotion of quality and effective metrics. To move forward with a crucial process and make sure everything functions smoothly, the correct metrics and measures of success are essential (Valentine & Godkin, 2016).

Key ethical factors considered in the formulation of a proposed HR solution

Implementing the appropriate metrics and the overall direction of process management are both subject to ethical considerations (Fogel, 2016). Ethical standards make it feasible for a quality approach and the significant reduction or elimination of obstacles (Fogel, 2016). Some of the ethical considerations included in the HR answer are as follows.

Implementing HR-provided solutions with employee autonomy is widely viewed as a best practice (Fogel, 2016). Effective metrics and critical provisions for success require a strategic approach and protocol in managing the most pressing issues (Fogel, 2016). The freedom to act on one’s own accord is a boon for bolstering mission-critical decision-making and enhancing the most sought-after techniques and other existing aspects.

Regard for fairness is the primary ethical consideration in developing the proposed remedy (Valentine & Godkin, 2016). Fairness is one of the most important ethical values to uphold in the workplace. It establishes the options for and necessities of strategies for overcoming difficulties and obstacles (Fogel 2016). Fairness’s strategic functions are to aid in achieving objectives and guaranteeing the implementation of critical measures and qualities for a targeted hiring procedure.

The organization’s intended audience and overall mission are additional ethical considerations. The plan and success in replacing staff are crucial in finding an excellent solution to the problem, and this is true even if hiring from within the firm is an option. It is essential to have a strategic control approach and correctly implement most procedures and methodologies (Valentine & Godkin, 2016). Organizational goals should inform some of the HR solution’s most important metrics and considerations to implement the most effective and efficient methods for addressing the issue at hand.

Legal considerations for the selection function presented by an HR situation

In this case, justice for all parties involved is a legal consideration for HR’s selection function. Fairness is all that should be important during the recruiting process, so a qualified candidate must be accepted into the team according to their skills and gut feelings (Valentine & Godkin, 2016). In most cases, employers rely on tried-and-true methods of evaluating candidates’ skills and potential contributions to the company. Fairness is a fundamental prerequisite for the executive team and the infrastructure to prioritize the necessary strategies and work on the competitive metrics to achieve the best practices (Fogel 2016). A targeted strategy must incorporate essential metrics and achievements to meet the demands of each individual.

The ethical requirements for selection must be completed before the organization can acquire the requirements, and the law follows suit (Fogel 2016). Implementing the correct measurements and ensuring that policies are executed and applied successfully according to the requirements and relevant processes should be the primary emphasis of any integrated approach to achieve this goal. Fundamental methods and needs must be addressed and implemented in accordance with established, critical procedures for best practices to be attained (Feffer 2017). The most effective ways guarantee that legal entities are improved for high quality and accurate metrics and always adhere to established best practices.

The role of the HR practitioner in advancing a proposed HR solution

The HR professional’s duty is to employ sound reasoning when making hires to find the best possible and most equitable solution (Feffer 2017). The organization’s requirements should be practical and centered on an integrated practice in which expected norms and regulations are adhered to during the hiring process. Fundamentally, perfection is a problem that needs to be addressed and implemented successfully to produce effective and quality results. A perfect measure is one in which all appropriate measures have been taken to prevent or mitigate undesirable results (Feffer 2017). Having a thorough description of the hiring strategy is a fantastic option when it comes to making things work and zeroing in on the most pressing demands.

Application of any SHRM behavioral competencies to the process of solving an HR challenge

Ethical practice in the hiring process is included as a component of the SHRM behavioral competency to address the HR problem (Human Resource Management 2018). When it comes to hiring, the only thing that matters is ethics, and one of the most critical issues is to nurture an activity that is both high quality and exact. An approach to the challenges and promotion of vital and effective measures is a fair method that makes things work (Fogel 2016). A successful strategy should, in various ways, support active management processes and follow all of the ethics that must be followed to help fulfill all necessary needs and focus on offering adequate answers.

References

Feffer, M. (2017, March 30). Ethical vs. legal responsibilities for HR professionals: Do your duties as a company representative and a private citizen align? HRNews.

Fogel, M. (2016, October). Brave HR: HR’s role in fostering ethical workplaces. HR Strategy and Planning Excellence Essentials.

Society for Human Resource Management. (2018). The SHRM Body of Competency and Knowledge [PDF]. Available from https://www.shrm.org

Valentine, S., & Godkin, L. (2016). Ethics policies, perceived social responsibility, and positive work attitude. Irish Journal of Management, 35(2), 114–128.

Human Capital And Global Business Strategy: Starbucks Essay Sample For College

Executive Summary

Starbucks was founded in Seattle, Washington, in 1971 and currently has more than 33,833 locations worldwide. . Starbucks is currently the 67th largest retailer in the world and the 27th largest employer, with over 383,000 employees globally. This paper aims to determine the industry and company analysis, the core elements of human capital associated with Starbucks, and how they are tailored to support its strategy. Starbucks operates in the retail coffee and snacks store industry. The industry is characterized by the ability to offer a wide variety of customizable products. Starbucks’ competitive advantage originates from its ability to provide a high-quality brand image and experience and its partner with suppliers. Starbucks’ management team is fully committed to maintaining the core values instilled in the business formation. The company has a strong customer base that provides them with a strong competitive advantage and high-profit margins from sales. Starbucks’ overall strategy is product differentiation. Product differentiation refers to the ability to create and market a unique product with distinct differences in quality or quantity compared to the market. Starbucks’ culture’s core elements are its belief in transparency and social responsibility. Starbucks has been praised for its role in appreciating its employees and promoting a high level of job satisfaction. The company uses a training program to help communicate its values and instill its mission in the minds of all its partners. Leadership has been key to helping support the business strategy that Starbucks has created. The vision and mission have helped inspire every Starbucks employee to help meet their customers’ needs.

History

Starbucks is a popular coffeehouse that operates in the U.S and worldwide. Founded in Seattle, Washington, in 1971, Starbucks is one of the largest coffee companies globally. The company was founded in Seattle, Washington, in 1971 by three college friends, Jerry Baldwin, Gordon Bowker, and Zev Siegl. The company began in Pike Place Market in Seattle until Roy Thompson joined them to help the business flourish. Since then, the company has expanded its presence. There are currently more than 33,833 locations worldwide, and they can be found on six continents (Fariss 2021). Starbucks is a vibrant and ideal place for meeting and connecting with others. The company’s philosophy is that a high-quality cup of coffee is essential to human interaction. Starbucks promotes this philosophy by giving customers a place to meet, connect, and be entertained. The environment is designed for people to enjoy their time as much as they can savor their favorite drink from the numerous choices offered by Starbucks. Starbucks’ success may be attributed to the company’s focus on quality, premium brand image, and customer service.

Starbucks’ first location was in Seattle’s Pike Place Market, which has remained unchanged today. Starbucks is currently the 67th largest retailer in the world and the 27th largest employer, with over 383,000 employees globally. The company’s early success was aided by the personal computer, video cassette recorders, and automatic coffee centers. These items were in high demand during the 1980s and 1990s (Meng et al., 2020). Starbucks also sought to stand out in the crowded coffeehouse business by providing customers with a welcoming environment and great employees. Today, Starbucks is categorized as a specialty coffee retailer. This means they are distinct from general retailers like Walmart or supermarkets that sell a wide variety of goods but may not have the same customer service focus as a specialty retailer. This paper aims to determine the industry and company analysis, the core elements of human capital associated with Starbucks, and how they are tailored to support its strategy.

Industry Analysis

Starbucks operates in the retail coffee and snacks store industry. The industry is characterized by the ability to offer a wide variety of customizable products. The retail coffee and snacks store industry is primarily composed of small chains. These small chains have very low barriers to entry and are considered franchise businesses. Starbucks is a specialty coffee retailer that prides itself on providing high-quality service and great customer relations. Starbucks has grown into an international company with many locations in unique environments but still maintains the same core values and priorities as the company began in 1971. The retail coffee and snacks store industry has a lower average wage per employee, allowing business owners to be more flexible with their human resources. Starbucks’ wage rate per employee is $13,333, which makes it one of the lower wage rates among retailers in the industry (Nair et al., 2021). Over the years, the industry has kept up with the pace of change and remains competitive. Starbucks has remained competitive by providing a unique experience for its customers.

Starbucks buys all its products from suppliers, who source them from producers. Starbucks’ most popular products are coffee beans, tea leaves, and cocoa beans which they source from suppliers. The company has partnered with farmers to ensure that the farmers are given fair prices, stable markets, and paid regularly. They also partner closely with their additional suppliers to ensure that they provide quality products every time they make an order. Starbucks’ suppliers include Bevital, Chirano, Maverick, and Kraft Foods, to name a few. They supply Starbucks with its products (Novak and Richmond 2019). Starbucks’ target market is customers of all ages looking for a premium coffee experience. The company has grown significantly since 1971 and has locations worldwide. They have developed a loyalty program that offers rewards points to customers whenever they buy Starbucks products. These points can be redeemed for different rewards given at the time of redemption, such as free beverages or items from the store’s menu. Through these strategies, they have been able to maneuver through the different levels of the industry to be ranked among the top dealers.

Company Analysis

Competitive Advantage

Starbucks’ competitive advantage originates from its ability to provide a high-quality brand image and experience and its partner with suppliers. Starbucks’ management team is fully committed to maintaining the core values instilled in the business formation. They offer unique and unparalleled products, including free Wi-Fi access, live music and entertainment, comfortable seating, and luxury restrooms. The company has also implemented a customer loyalty program, encouraging repeat customer visits. Starbucks’ competitive advantage lies in providing unique experiences for its customers while still retaining its core values (Alaali and Vines, 2020). The unique experience includes an atmosphere that encourages meetings and interactions among people of different backgrounds in a comfortable environment where they can enjoy their favorite drink from one of the numerous choices offered by Starbucks. Starbucks’ ability to provide a unique customer experience has attracted millions of people to become loyal customers. Starbucks is internationally recognized as a brand with high customer loyalty (Lombardi et al., 2021). The company has developed an effective advertising strategy that ensures that it can reach its target market effectively and efficiently. Starbucks uses various advertising platforms such as social media, television and radio, billboards, and newspapers for advertising its products. Starbucks also offers gifts with every purchase, encouraging customer loyalty upon every visit or purchase.

The company uses its international presence to open new stores in different regions outside its usual operating area. This gives them access to future growth opportunities through additional revenues and higher profit margins from sales of the same products at different locations across the country. Starbucks has remained competitive in the industry by providing a unique experience for its customers. The company has maintained this competitive advantage through employee training programs and partnerships that ensure product quality and fair trade practices. Starbucks has also built a strong customer loyalty program that encourages constant patronage and repeated visits from millions of customers. Starbucks’ competitors include chains like Caribou Coffee, Dunkin’ Donuts, Peet’s Coffee & Tea, and McDonald’s (Sakal 2018). These competitors are considered regulars in the industry and have proven they can provide an excellent customer experience and consistently provide quality products. However, these companies cannot establish a partnership with suppliers and do not provide their customers with the same unique experience as Starbucks.

Value Proposition for Customers

Starbucks is an internationally recognized brand in the coffee industry. The company has a strong customer base that provides them with a strong competitive advantage and high-profit margins from sales. Starbucks’ customers are loyal and repeat customers, which is an important factor for continued profitability and growth. To ensure customer loyalty, the company has tried to build a culture of service and excellence with its employees. Starbucks has maintained its competitive advantage by providing a unique experience for its customers (Liu 2022). Starbucks’ branded products can be purchased worldwide through the company website. This allows customers to personalize their coffee or tea experience whenever they want it. Starbucks has also been able to keep in contact with its suppliers and ensure that they provide quality products while maintaining reasonable prices for both parties involved. Starbucks uses several strategies to retain its customers and remain competitive.

Starbucks’ Value Proposition for Customers is to provide a unique experience by providing products of standard quality made from fair trade ingredients with superior taste experiences. The company believes these products promote a world of mutual understanding and allow customers to taste the flavor of an entirely different culture in their drinks. The company also believes that providing employees with well-paid job opportunities and senior management positions helps promote social mobility among employees. Starbucks’ Value Proposition for Customers is to provide high-quality products made from fair trade ingredients and excellent customer service through its training programs while ensuring fair trade practices. With regular improvements in quality, customers are allowed to enjoy their favorite drink at any of Starbucks’ stores across the globe. Starbucks offers its suppliers a unique opportunity to offer fair trade products to their consumers (Atzori et al., 2018). The company provides its suppliers with an advanced method of communication and transparent information to help improve purchasing power and overall communication between both parties. Starbucks also believes in offering fair business opportunities for disadvantaged farmers from all over the world, which has led them to create a partnership with Conservation International to accomplish this goal in the year 2000.

Overall Strategy

Starbucks’ overall strategy is product differentiation. Product differentiation refers to the ability to create and market a unique product with distinct differences in quality or quantity compared to the market. Competitive advantage refers to choosing between alternative suppliers when the independent assessment of best-in-class supplier’s attributes is unavailable. Starbucks examines each area of its value proposition to determine its total strategy. The company ensures its products are made from fair trade ingredients, supporting its product differentiation strategy. Starbucks uses social marketing strategies to appeal to its target market and helps differentiate itself from competitors (Yan, 2022). The company also tries to create and maintain an atmosphere of service, a strategy that will help encourage repeat business.

Additionally, the company uses innovative management practices to help differentiate itself from its competitors and provides an excellent overall customer experience. Starbucks has maintained its competitive advantage through consistent improvements in product quality and its ability to provide superior customer service through its training programs. At the same time, Starbucks has been able to differentiate itself from its competition by promoting its unique culture, allowing them to grow in a very competitive market.

About its corporate strategy, Starbucks is a publicly traded company that owns and operates more than 17,768 retail locations worldwide, with almost 200 additional outlets planned for this year (2010). Starbucks has expanded across all types of businesses to maintain its status as a leading national brand in the coffee and tea industry. The company is continually identifying new markets to increase its market share. Starbucks has also expanded its product lines by introducing various items such as Frappuccino, bakery, and other specialty beverages. Starbucks also diversified its product line by acquiring Evolution Fresh juice bar and café on February 17, 2018 (Cao and Qiu 2021). These items will help the company compete by taking advantage of the natural healthy trend currently sweeping across America.

Core Elements of Human Capital

Culture

Starbucks’ culture’s core elements are its belief in transparency and social responsibility. Transparency refers to the open communication between Starbucks partners and customers. To achieve this, the company has created an atmosphere where every person could “care passionately about the coffee we roast, the beverages we prepare, and the customer service we provide.” Starbucks believes they have successfully created this environment by enhancing communication through its internal website. This way, partners can provide management feedback and regularly inform all partners. Starbucks has also shown transparency through its commitment to social responsibility (Baldonado n.d). The company acknowledges that it is not solely responsible for improving the lives of its partners but also has a responsibility to all disadvantaged farmers around the world who produce fair trade coffee beans. To accomplish this, Starbucks works with Conservation International to help them identify the root causes of poverty and the natural resources that are affected by it.

Social responsibility is also an important element of Starbucks’ culture because it allows them to impact the communities in which they operate. The company believes that by helping disadvantaged farmers, they can improve the lives of their partners and the communities in which they live. The company also believes in the potential for social responsibility to help resolve some of the world’s most urgent environmental issues. Starbucks’ social marketing strategy is directly linked to its overall strategy (Sara 2020). The company uses social marketing strategies to promote its products while differentiating itself from competitors. Social marketing allows Starbucks to create a unique culture that will enable them to stand out from its competitors. Starbucks has also used social marketing to promote its products while giving back to its communities. The company has created a foundation called the Starbucks Foundation, which allows the company to support organizations that help support its social commitment.

Talent

Starbucks has been praised for its role in appreciating its employees and promoting a high level of job satisfaction. The company uses a training program to help communicate its values and instill its mission in the minds of all its partners. The training program helps Starbucks create an environment where partners can continue to learn and grow mentally. Starbucks has maintained this talent by promoting from within to help ensure all partners are committed to creating an environment where customers receive superior customer service. The company provides employees with a platform to showcase their talents, abilities, and skills, which may be important in developing new programs. Starbucks’ global presence has also helped retain its talent by providing all retail employees with the opportunity to be promoted (Yan, 2022). This helps them retain a large pool of potential partners interested in learning and growing within the atmosphere created by Starbucks’ culture. Starbucks also uses strategic alliances to maintain relationships with vendors and other businesses that help them comply with regulatory requirements, codes, and standards. Starbucks’ culture and training focus help the company excel in its overall talent strategy. As a result of this, Starbucks has been able to maintain its competitive advantage as it continues to grow internationally.

Leadership

Leaders act as steering wheels for any given company. As a result, a company with poor leadership will not be able to achieve the same level of success as a company with a strong leadership team. Management plays an important role in the success of any business because they are responsible for creating and directing overall strategy. Starbucks believes its leadership is successful because they have created an environment where “partners (employees) obsessed about customers.” Starbucks has developed its leadership strategy by investing in leadership training and development. This training allows them to develop people within the organization while adding value to their businesses. Starbucks has also done a good job at leveraging employees who are other companies’ leaders to help create stronger strategic alliances (partnerships) that help their company grow and expand internationally (Atzori et al., 2018). Starbucks’ leadership is important because it has created a culture that allows the company to compete globally. Starbucks values have helped shape its overall strategy, and the culture created by Starbucks to support its vision has helped create an effective leadership team.

Structure

Starbucks employs a matrix organizational structure where they can organize teams by function and geographical region to help meet different market needs. Starbucks’s overall goal is to provide a great customer experience while being socially responsible and environmentally friendly through an integrated environment that allows them to have the best talent available. This structure allows Starbucks’ leaders at all levels of its organization to focus on meeting their customer’s needs, which helps ensure that their customers receive the best customer service possible. Starbucks has achieved this goal by developing various strategies supporting its vision (Lombardi et al., 2021). For example, each geography is organized into a learning center. In this area, employees are given development opportunities, a district office, and a corporate office, where leadership is created and results are aligned. In addition, Starbucks has also created a regional office of sustainability responsible for developing and implementing company-wide social responsibility initiatives. This structure allows Starbucks to achieve its vision by helping ensure all partners are committed to their overall vision and mission.

The matrix organizational structure has contributed to the company’s success by ensuring that all partners are committed to the customer experience while being socially responsible and environmentally friendly. Starbucks’ business model provides exemplary customer service, creating customer loyalty and repeat business. In addition, Starbucks leverages its partnership with other companies, such as Ticketmaster, to expand its online presence and develop new products (Goh et al., 2020). By leveraging relationships with other companies, Starbucks has expanded its customer base by targeting new potential customers who may not have been aware of its products or services. Furthermore, Starbucks’ business model allows them to create partnerships that form strategic alliances with like-minded businesses.

Aligning Human Capital Elements

The elements of human capital mentioned above, culture, talent, leadership, and structure, are all aligned to support Starbucks’ overall strategy as a global coffee retailer. Culture is the base of any company, which has been key to Starbucks’ success. Starbucks has created a culture that helps them create a store environment where employees are obsessed with customers. This culture helps spread values, purpose, and service quality to every employee. Their vision and mission are supported by businesses that help enable growth through the strategic alliances they have formed with other companies. In addition, leaders at all levels of the organization are supported to help ensure that employees are continuously trained to meet needs specific to their community and market area (Alaali and Vines 2020). This environment helps create opportunities for partners to achieve their goals and achieve a high level of consistency in Starbucks’ culture. Talent is the key to being successful within any organization. The talent that Starbucks has been able to attract throughout its organization has helped them create world-class customer service, allowing them to become the leading brand in retail coffee.

Leadership has been key to helping support the business strategy that Starbucks has created. The vision and mission have helped inspire every Starbucks employee to help meet their customers’ needs. In addition, the leadership team who are supported in developing growth and culture at all levels of Starbucks organization through strategic alliances with companies worldwide. This leadership team helps align all elements of human capital to focus on meeting customer needs while being socially responsible and environmentally friendly (Nair et al., 2021). The structure is a key element in helping support the overall business strategy that Starbucks has created. Starbucks’ structure helps ensure that all partners are committed to their overall vision, mission, and values. In addition, the structure allows leaders at all levels of the organization to help support Starbucks’ global growth. The structure also supports the implementation of their strategy by helping ensure that all elements are aligned to reach their goals and objectives.

References

Alaali, A., & Vines, J. (2020, May). HOW GLOBAL BRANDS MANAGE THE LOCALISATION OF SPATIAL EXPERIENCES–THE CASES OF STARBUCKS AND IKEA. In Proceedings of the Design Society: DESIGN Conference (Vol. 1, pp. 1597-1606). Cambridge University Press.

Atzori, R., Shapoval, V., & Murphy, K. S. (2018). Measuring Generation Y consumers’ perceptions of green practices at Starbucks: An IPA analysis. Journal of foodservice business research21(1), 1-21.

Baldonado, A. M. Employee Benefits: Analysis of Starbucks, Amazon, and Walmart’s Employee Benefits Program.

Baldonado, A. M. Practicing Servant Leadership: Analysis of Wegmans Food Market, Marriot International and Starbucks.

Cao, J., & Qiu, R. (2021). Retail coffee business analysis and industry development research based on Starbucks business model. In E3S Web of Conferences (Vol. 292, p. 03030). EDP Sciences.

Fariss, N. (2021). Starbucks’ Dream of a Global Taste. In The Routledge Handbook of Digital Media and Globalization (pp. 100-110). Routledge.

Goh, S. Y., Kee, D. M. H., Ooi, Q. E., Boo, J. J., Chen, P. Y., Alosaimi, A., & Ghansal, M. (2020). Organizational culture at Starbucks. Journal of the Community Development in Asia (JCDA)3(2), 28-34.

Liu, X. (2022, July). Exploring the Future Value of Starbucks. In 2022 2nd International Conference on Enterprise Management and Economic Development (ICEMED 2022) (pp. 793-800). Atlantis Press.

Lombardi, C. V., Chidiac, N. T., & Record, B. C. (2021). Starbucks coffee corporation’s marketing response to the COVID-19 pandemic. Innovative Marketing17(2), 177.

Meng, H., Lu, W., Jin, J., Zhang, Y., & Li, N. (2020). Influencing Factors of Consumption at Starbucks in Mainland China. Frontiers in Economics and Management1(12), 310-320.

Nair, R. K., Sinha, R., Crasto, S. G., Kian, K. W., Kee, D. M. H., Abdullah, S. A. B., … & Ganatra, V. (2021). The effect of Starbucks marketing campaigns on consumer buying behaviour. Asia Pacific Journal of Management and Education (APJME)4(1), 72-81.

Novak, A. N., & Richmond, J. C. (2019). E-Racing together: How Starbucks reshaped and deflected racial conversations on social media. Public relations review45(3), 101773.

Rampengan, S. T., Tumbuan, A. J., & Gunawan, E. M. (2020). CUSTOMER EXPERIENCE AND CUSTOMER LOYALTY: A QUANTITATIVE ANALYSIS IN STARBUCKS MANADO. Jurnal EMBA: Jurnal Riset Ekonomi, Manajemen, Bisnis dan Akuntansi8(3).

Sakal, D. V. (2018). COMPANY ANALYSIS OF STARBUCKS CORPORATION.

Sara, A. Y. A. L. (2020). Directions of providing enterprises innovation policy (on example of the Starbucks company) (Master’s thesis).

Yan, Y. (2022, July). Correlation Analysis of Stock Returns and Financial Indicators of Starbucks Corporation. In 2022 2nd International Conference on Enterprise Management and Economic Development (ICEMED 2022) (pp. 370-374). Atlantis Press.