Starbucks’s management prefers primarily the direct way of managing conflicts within its work area. Through the “Partner View Surveys” Starbucks has been able to identify major concerns of its employees and provide solution to various issues regarding its employees, especially diversity related issues. Starbucks is also using the Business Conduct Hotline in order to monitor existing conflicts on their working areas as well as Open Forums to “mediate” conflicting parties.
In addition to this, another way in which Starbucks is able to manage conflicts within their workplace would be through Mission Review wherein it allows their employees to voice directly to the management their concerns if whether the company policies or practices are still consistent with Starbucks Mission Statement and Guiding Principles.
The Mission Review program also provides enough room for the employees of Starbucks to offer suggestions on how the company can do better. Through these programs, Starbucks has been able to minimize cases of conflicts on their workplace thereby maintaining high performance rate on the part of their workforce.
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Anstett, J. et. al. (2007). Starbucks: ‘The Non-Coffee Treat. Retrieved May 27, 2008, from http:// www.carmean. net/papers/Starbucks%20Marketing. doc Starbucks. com (2007). Starbucks Corporation: Corporate Social Responsibility/Fiscal 2006 Annual Report. Retrieved May 27, 2008, from http://www. starbucks. com/aboutus/FY06_CSR_AR. pdf Money. cnn. com (2007). Fortune 100 Best Companies to Work For: Starbucks. Retrieved May 27, 2008, from http://money. cnn. com/magazines/fortune/bestcompanies/snapshots/1267. html
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