Organizatinal Commitment and Communication Paper

This essay main focus is organisational commitment. Organisational commitment is when an employee has a strong connection of responsibility towards the mission of an organisation. This essay will go into great detail of defining and describing the theory of organisational commitment and why it is important, and then I will apply the theory to a situation I have personally experienced in my job, which is, I have just recently experienced a tough decision in my job and that was to either to stay and work a couple of shifts a week or to leave and seeing as I’m a student it wouldn’t be a real problem if I left as this job is short term. Following the application part of the essay I will be recapping the theory and how it related

Using the Internet and Strayer University databases, research Starbucks’ organizational culture and the key leadership and management traits used to execute the business strategy.

Starbucks celebrates 40 years with 17,000 stores in more than 50 countries (Goals & Progress, 2010). Starbucks thrive on their values as a company to improve the lives of people who grow their coffee, neighborhoods where the company does business, and they care for the environment (Goals & Progress, 2010). Starbucks strives to incorporate good business practices and ethics across the globe not only for the enhancement of the company but also for the enhancement of the stakeholders and the communities the company impacts. Starbuck’s mission statement is “to inspire and nurture the human spirit. As said by Howard Schultz, Chairman, President and Chief Executive Officer, in the 2010

This includes an exploration of position and leadership/management styles and the importance of communication at the heart of effective management.

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

These two exceptional leaders also shared the leadership task related traits of emotional intelligence, passion for the work and the people and courage. An internal locus of control and flexibility was also evident in both leaders. In BuBrin 2013 page 46-50, where ‘flexibility and adaptability is necessary for a leader to be able to cope with change, especially because a leader is someone who facilitates change’. Howard Schultz embodied the very essence of flexibility and adaptability as when Starbucks needed to alter virtually everything about how it operated in order to survive, Howard chose to cut costs by $500 million, shut down 800 stores and lay off more than 4,000 employees

Starbucks has more than 100,000 stores in the world. It is one of the most famous and successful companies in the world. Starbucks’s chain stores have expanded all over the world, including the United States, Canada, China and many more countries. Starbucks shows their statements of leadership: “Through our unwavering commitment to excellence and our guiding principles, we bring the unique Starbucks Experience to life for every customer through every cup.” (Chris, 2015) According to this statement, Starbucks shows their leadership style as servant leadership (Chris, 2015).

Part X1 of Giblin (2014) focused on power in organizations. Giblin (2014) described power as an important aspect in an organization. Power can help maintain order and ensure others are being compliant. Others have defined power as being influential, as being a force that influences behavior of another and to bring about outcomes in the organization. All these definitions and descriptions have similar things in common. First, power is hard to study unless you know who holds the power and who experiences it. Second, power is something to be exercised. Third, power is basically the ability to do certain things. Fourth and final, power can be used by others and not just from the one who holds it (Giblin, 2014).

Within any organization the elements of leadership, motivation, and workforce commitment are inextricably meshed with the effectiveness of communication. Organizations develop their respective cultures through communication among leadership and with all employees, regarding their mission, values, and goals (Robbins & Judge, 2007). Formal and informal leaders within organizations use communication to motivate others, and to create loyal and trustworthy employees. Such an organization is Southwest Airlines, whose company culture has been characterized over the years by unique leadership and communications styles (Schnoberger, 1992).

Executive leadership succession management program. From this case analysis, the key to the opportunities at Starbuck resulted in not having a succession management program and the cause of loss to their competitive advantage. This resulted in poor hiring and training of their partners, decreasing the quality of the beverages prepared, innovation, and customer service. This solution ranks number one due to its potential to solve all of the gaps identified and put Starbucks back on its successful path of sustained competitive advantage. This is also a solution to plan and

Abilities. An individual must have great leadership skill in order to lead others. Leadership is the

The most important success factor is customer loyalty because money comes from the customers. The main goal of Starbucks is to get and keep customers by giving them what they need. By then, keeping in touch with customers and have a social interaction with them could develop a customer loyalty that could keep competitors away. Starbucks also give customers a great environment inside the coffeehouse so they could stay there long as they bond with their friends or doing their assignment. Aside from the great coffee that Starbucks offers they also have friendly staff that accommodate you well and give some free taste on their newly made coffee. This will keep customer from coming back in the

The company has also developed a structure and control system. With the realization that human capital holds a vital role in the development and sustainability of any institution, that of Starbucks included, it has taken to task to protect the same. To develop this, the company has an elaborate system that ensures the production levels of the company are met with pride. This like other leaders in the same has entailed ensuring they have an empowering corporate culture, topped by ensuring their employees enjoy competitive benefits.

Once Howard Schultz led the Starbucks and became the CEO of it, the organization was changed and re-designed to be among the best brands in the US market. He finds himself able to oversee and save the organization from its troublesome position into aggressive coffee around US. To achieve this success, it’s not one day work, it’s need hard work and with a specific end goal to finish such huge pivot. Mr. Howard Schultz believed that all issues and difficulties need a supportable solution in order to handle those challenges ahead of Starbucks. Based on the realities that happened in the case study following are some of the significant efforts that Mr. Howard Schultz did which made a huge change in the entire organization.

Organizational commitment is a psychological attachment of an individual toward an organization. It is an emotional response that can be measured through people’s behaviors, beliefs, and attitudes. Committed employee as being one “stays with an organization, attends work regularly, puts in a full day and more, protects corporate assets, and believes in the organizational goals (Meyer & Becker, 2004). A committed employee contributes and devote oneself to the organization. Organizational commitment is the degree to which an individual embraces the values and goals of an organization (Somunoglu, Erdem & Erdem, 2012). Organizational commitment is the employees’ state of being committed to assist in the achievement of organization’s goals, and