Running a Starbucks
Running a Starbucks
Sarabeth J. Techau
MGT 330
Prof. Sherry Phelan
October 15, 2012
Running a Starbucks
There are many responsibilities when running a Starbucks. There are the customers that come first and the employees that serve them. One must divide duties and responsibilities between employees. The company needs an effective leadership structure to manage their employees. To become successful there must also be contingency plans for potential issues. A manager of a Starbucks franchise would be responsible for the employees’ job descriptions, determining an effective form of departmentalization, determine an effective form of organizational configuration, and plan for if there become financial problems.
Responsibility for employees includes writing job descriptions and specifications. “A job description is a formal list of tasks and duties” used to recruit candidates and define duties a worker is responsible to perform (Reilly, Minnick, Baack, 2011, 3.2). When writing a job description, a franchised Starbucks may compare with another Starbucks or another coffee shop to see how they define their position (Encarnacion, 2012). After identifying the job as a barista, next is to identify the tasks of the barista. Some of those tasks may include, greeting customers, taking orders, fulfilling requests, money exchange, stocking shelves, and cleaning shop (Starbucks, 2012). After writing the job description one must identify the specification required in order to fulfill the tasks of the position. According to table 3.2, the components of Job Specifications include level of education, amount and types of experience, special physical skills, special technical skills, personality, and legal requirements (Reilly, Minnick, Baack, 2011). For the position of a Starbucks barista, education level would be High School graduate or GED. This level of education would ensure the employee can do the basic mathematics required to conduct sales. Requiring six months of
Sarabeth J. Techau
MGT 330
Prof. Sherry Phelan
October 15, 2012
Running a Starbucks
There are many responsibilities when running a Starbucks. There are the customers that come first and the employees that serve them. One must divide duties and responsibilities between employees. The company needs an effective leadership structure to manage their employees. To become successful there must also be contingency plans for potential issues. A manager of a Starbucks franchise would be responsible for the employees’ job descriptions, determining an effective form of departmentalization, determine an effective form of organizational configuration, and plan for if there become financial problems.
Responsibility for employees includes writing job descriptions and specifications. “A job description is a formal list of tasks and duties” used to recruit candidates and define duties a worker is responsible to perform (Reilly, Minnick, Baack, 2011, 3.2). When writing a job description, a franchised Starbucks may compare with another Starbucks or another coffee shop to see how they define their position (Encarnacion, 2012). After identifying the job as a barista, next is to identify the tasks of the barista. Some of those tasks may include, greeting customers, taking orders, fulfilling requests, money exchange, stocking shelves, and cleaning shop (Starbucks, 2012). After writing the job description one must identify the specification required in order to fulfill the tasks of the position. According to table 3.2, the components of Job Specifications include level of education, amount and types of experience, special physical skills, special technical skills, personality, and legal requirements (Reilly, Minnick, Baack, 2011). For the position of a Starbucks barista, education level would be High School graduate or GED. This level of education would ensure the employee can do the basic mathematics required to conduct sales. Requiring six months of
References: Encarnación (2012) retrieved from http://edweb.sdsu.edu/people/arossett/pie/Interventions/jobdesign_2.htm Reilly, M., Minnick, C., & Baack, D. (2011). The five functions of effective management. San Diego, CA: Bridgepoint Education, Inc Starbucks (2012) retrieved from http://www.starbucks.co.nz/index.cfm?contentNodeID=267