Abstract
Starbucks, Whole Foods and Google are three Fortune 500 companies that exhibit unique loyalty by their employees and have developed non-traditional methods for increasing employee motivation. They have achieved this success in part because of their ability to communicate with their employees. It is because of this communication that they are able to motivate employees through intrinsic rewards.
Creating Motivation: Analysis of Google, Starbucks, and Whole Foods
Introduction
Ralph Waldo Emerson said: "Our chief want is someone who will inspire us to be what we know we could be." By championing new and innovative methods of employee motivation, companies are satisfying this need in their
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The culture of these companies is more stake-holder centric than that of most American companies in general. Each of these companies sees their employees as a key stakeholder and truly believes that people are their greatest assets. Whole Foods focuses on whole people and its mission is clear, “our deepest purpose as an organization is helping support the health, well-being, and healing of both people — customers, team members…” (Whole Foods). Likewise, Google and Starbucks are people centric organizations where what is the norm in other companies is not acceptable in their company. Google Inc. puts employees first when it comes to daily life in its headquarters. Google stresses collaboration and equity in wall-less offices and spontaneous meetings. Starbucks is the hallmark of service and knowing the customer. “We always figured that putting people before products just made good common sense. So far, it’s been working out for us” (Starbucks). This statement remains the focus of their business philosophy as well as the definition of their culture.
Finding New Methods of Motivation
Each of these companies has developed a reputation for re-inventing the way business is conducted in their respective industries as well as the nation as a whole. Similarly, Google, Starbucks, and Whole Foods have re-invented in ways how to motivate employees. By taking risks, trying new approaches, and truly getting to know their employees, these three companies have
Starbucks has an advantage over its competitors because of their strong, distinctive competencies. According to the article on NASDAQ "Starbucks targets a more affluent demographic of coffee drinkers that typically exhibit strong brand loyalty (Trifis Team, 2014)." This distinctive competency derives from the company 's philosophy to have a "commitment to the highest quality coffee in the world, to the way we engage with our customers and communities to do business responsibly (Starbucks, 2016)." The organization is committed to an excellent training program that reinforces staff competencies and engagement to the company culture. Starbucks CEO Howards Schultz, states in his book, Onward, "[Employees] are the true
The article, “Master Class: America's Top CEOs On The Secrets Of Motivating Employees” by Casserly Meghan notes that the chief executive officer of Annie’s’ company John Foraker, has a driven mission approach that is able to attract people that are smart, those that are engaged highly and those who are caring about how the world would have a difference. This motivates individuals highly because they see that the work they do furthers business success beyond the financial factors. He considers paying employees well, giving those benefits as well as a good work environment as the most significant factors of motivating employees. The chief executive officer of Questcol Pharmaceuticals, Don Bailey motivating employees is achieved through treating all the employees equally, listening to them, respecting, understanding them and considering that they have families too. He suggests that communication and empowering team work as well as rewarding their victory motivates them more. Sturm ruger and company motivates employees through sharing of profits. The company believes that when employees appreciate sharing of profits then it becomes a driving force of the daily activities of a company. According to Boston Beer Company holder, the string theory shows that if he gave a group many strings, they would desire to have more but if he gave them less they got creative and maintained it for long. This means that people make good use of what they are given. According to Steve Fredrickson
One of the tops 100 companies in America for Diversity is Google. They have been on the top spot for six consecutive years being the country’s best companies to work for. Google is in the information technology industry the company founded in 1998 and their headquarters is located in Mountain View, California having a total of 72,053 employees. Google is a great example of company culture, in how they treat their employees with free meals, trips, parties, financial bonuses, gyms, a dog-friendly environment and so on. Google is known to be driven, talented and among the best of the best. And with this success even the most successful company needs an evolving culture that can grow along with the company. It has been a challenge for the major
Four Ways to Save Money on Your Car Insurance If you're like many people, you are likely paying too much money for your car insurance. The good news is that there are several ways to save money on your policy. The following are four ideas to help you with car insurance quotes. Review your current policy Before you quote on a policy, you need to look at your current coverage to make sure that you are not over insured.
Former Starbucks Executive Scott Bedbury once said “Brands need to communicate that they are along for the ride. They are made of flesh and emotion. That they are made possible by people” (10 Quotes from Starbucks Executives, 2010, para. 6). Starbucks’ beliefs in customer service, community solitude, and a strong business core stretch far behind just a belief in a quality caffeinated product. “We make sure everything we do honors that connection – from our commitment to the highest quality coffee in the world, to the way we engage with our customers and communities to do business responsibly” (About Us, 2011, para. 4). Thus, this commitment is the motivation behind Marketing Team A’s proposed
Starbucks advertises two essential mission statements. First and foremost, it strives to “establish [ourselves] as the premier purveyor of the finest coffee in the world while maintaining our uncompromising principles while [we] grow(s).” (Starbucks) Reflective of its mission, Starbucks bases its strategic campaign and communications on six indispensable philosophies; structuring a pleasant work environment in which employees are treated with “respect and dignity,” incorporating diversity in all business aspects, purchasing, roasting and delivering fresh coffee, retaining satisfied customers, giving back to the community and environment, and developing
“This fabulous novel is rich, complicated and wise enough to satisfy a reader of any age,” says Atlanta Journal-Constitutional (Zusak, 0). In grade eleven, university level English, students may study Brave New World by Alex Huxley, but The Book Thief by Markus Zusak is a much more suitable novel to study. The Book Thief incorporates an amazing plot with excellent characters, is beautifully written, and is the perfect novel to analyze.
Many people dream of working for a company that is voted the “Best Company to Work For”. While a dream for some this is a reality for the employees of Google. In Google’s short lifespan, Google has over 50,000 employees spread across the world that serves millions over the globe. If a person ever wondered how Google has become such a powerful company, you must first understand the company’s approach to organizational behavior and how they keep their employees happy. After reviewing several articles on Google’s approach, I have found the secrets to how they motivate their employees and why it works.
Over the last several years, the issue of employee motivation inside the workplace has been increasingly brought to the forefront. The reason why is because, globalization has been having an effect on the ability of firms to compete (which is placing more pressure on them). To deal with these challenges, most organizations are relying on their employees. The results are that those employers who are able to use this resource will be able to make adjustments quickly. This is when the firm will be able to maintain their dominance in the marketplace.
How does Starbucks use management theories in their company? Starbucks uses scientific management towards the front line workers. Each job is carefully studied; they select workers with the proper abilities, train each worker, and plan the work methods accordingly. In order to counterbalance the scientific management portion, they also practice the theory of human relations. They motivate their employees to do a job well done by viewing them as partners instead of employees (Career Center, 2011). Another theory used is total quality management, which falls under quality-management viewpoint in modern management theory. Starbucks mission statement is to inspire and nurture the human spirit – one person, one cup and one neighborhood at a time (Our Starbucks Mission Statement, 2011). With this statement in mind, it is apparent that they are dedicated to quality improvement, proper training, and totally focused on customer satisfaction. Now we will focus on how my organization runs.
Starbucks is one of these companies, as in they believe that utilizing high quality ingredients and treating their employees and customers with respect will lead to a higher profit. They’ll rather buy customer’s loyalty instead of making their coffee cheap. For
Carol Brown is not only a close friend of mine, but also an employee at Starbucks; one of the world’s largest Coffee House. For the purpose of this assignment, I seized the opportunity to interview her. At Starbucks, she works as a customer attendant. Besides being an attendant, she is the only customer attendant employee who is also part of a team that inducts and trains new employees in the same job category. Mostly her job involves serving the clients with coffee and other drinks and occasionally training and mentoring new hired employees. In reference to her job position, she is expected to be ever happy and accommodative to all manner of clients. Her boss normally tells her that she is the only book Starbuck’s client read about Starbuck. She is also expected to be enthusiastic and positive about her job, especially because she mentors new employees. Thus, she is expected to motivate them and engage them to adapt to Starbucks’ culture of doing business.
As the economy continues to struggle, it becomes more and more difficult to find ways to continue to motivate employees. To motivate your staff, you must be a role model to the staff and pave the way for motivation. The result of productivity within the business is measured by the effort that a manager puts into the employees to improve their occupational performances. It it thought that motivation comes from within ourselves, although, motivation from an outside source can boost the work rate as well. In today’s workforce, a manager endures various challenges with motivating their employees that did not exist in the workforce fifty years ago. Each challenge that a manager experiences ties hand in hand with one another and are all equally important. The three challenges that I will be discussing in this paper include: lack of communication, diversity and personal issues.
Starbucks was bought out by current CEO Howard Schultz in 1987. Since then, Andrew Harrer (2012) reports the company has grown to operate over “17,244 stores worldwide” (para. 1). Fortune (n.d.) reports in its yearly 100 Best Companies to Work for that Starbucks employs “some 95,000 employees”. From only a handful of stores in 1987 to a billion dollar franchise today, the success of Starbucks is due in great deal to their corporate culture, specifically how employees, or as Starbucks calls them, partners are treated. Joseph Michelli (2007) echoes this sentiment, “A great cup of coffee is only part of the Starbucks success equation” (p. 767).
ABSTRACT: Motivation is a term which represents the drive, longings, needs, wishes and comparable strengths a company requires in order to work successfully. Inspiration is the reason people work and helps to keep them work through inspiration and incentives. In this assignment, the careful investigation of motivating elements introduced by Kellogg's has changed the structure and expanded the profits of their organization is clearly shown.