Human Resource Management of Starbucks - January 28th‚ 2011 Starbucks Corporation (NASDAQ: SBUX) is an international coffee and coffeehouse chain based in Seattle‚ Washington. Starbucks is the largest coffeehouse company in the world‚[2] with over 16‚858 stores in 50 countries‚ including over 11‚000 in the United States‚ over 1000 in Canada‚ and over 700 in the UK.[3][1] Starbucks sells drip brewed coffee‚ espresso-based hot drinks‚ other hot and cold drinks‚ coffee beans‚ salads‚ hot and cold sandwiches
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Motivation and Work -Investigation and Analysis of Motivation Factors at Work Maren Bassy Avdelning‚ Institution Division‚ Department Datum Date 2002-01-18 Ekonomiska Institutionen 581 83 LINKÖPING Språk Language Svenska/Swedish X Engelska/English Rapporttyp Report category Licentiatavhandling Examensarbete C-uppsats X D-uppsats Övrig rapport ____ ISBN ISRN Företagsekonomi 2002/9 Serietitel och serienummer Title of series‚ numbering ISSN URL för elektronisk version http://www.ep
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Employee motivation and the psychological contract. London: IPD. Guest‚D.E.‚Michie‚J.‚Sheehan‚M.‚Conway‚N.&Metochi‚M.(2000b) Effective people management: Initial findings of future of work survey.London:CIPD. Hall‚ L.‚ Torrington‚ D. (1998) The human resource function: the dynamics of change and development. London: Pitman. Harvey‚ D. (1996) Human resource management: an experiential approach. New Jersey: Prentice hall. Harris‚ H.‚ Brewster C
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Background Information Employees acting towards company goals and having a strong desire to remain in the organisation are very important for the success of a company. In order to generate such organisational commitment of the employees‚ the knowledge about what motivates and satisfies them is essential. The purpose of this thesis is to investigate and analyse the factors which motivate employees‚ under consideration of individual characteristics. This study will make use of individual characteristic
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Human Resource Management Institute (HRMI) Edexcel BTEC HND in Business – HRM – Batch 3E / 1S Unit No/Title: Unit 21: Human Resource Management Unit Code: K/601/1264 Assignment No: 1 Assignment Title: Human Resource Management Date Set: 2nd / 3rd March 2013 Due Date: 30th / 31st March 2013 Grading Opportunities Available Outcomes/ Grade Descriptors LO 1.1 LO 1.2 LO 1.3 LO 1.4 LO 2.1 LO 2.2 LO 2.3 LO 2.4 LO 3.1 LO 3.2 LO 3.3 LO 3.4
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Ritva Laakso-Manninen Riitta Viitala COMPETENCE MANAGEMENT and HUMAN RESOURCE DEVELOPMENT A theoretical framework for understanding the practices of modern Finnish organisations HAAGA-HELIA RESEARCH 1/2007 Ritva Laakso-Manninen Riitta Viitala COMPETENCE MANAGEMENT and HUMAN RESOURCE DEVELOPMENT A theoretical framework for understanding the practices of modern Finnish organisations Haaga-Helia 2007 Sales of the publication HAAGA-HELIA University of Applied Sciences Contact Centre
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STOCK MARKET VOLATILITY IN INDIA: A CASE OF SELECT SCRIPTS Puja Padhi* Abstract An attempt has been made in this paper to explain the stock market volatility at the individual script level and at the aggregate indices level. The empirical analysis has been done by using Autoregressive conditional heteroscedasticity model (ARCH)‚ Generalised autoregressive conditional heteroscedasticity (GARCH) model and ARCH in Mean model and it is based on daily data for the time period from January
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THE ROLE OF TOTAL QUALITY MANAGEMENT IN RAISING THE SERVICE QUALITY OF PUBLIC HEALTH LABORATORIES IN DEVELOPING COUNTRIES A thesis submitted in fulfilment of the requirements of the University of Derby for the degree of Master of Science in Health Services Management. By Gabriele Mallapaty November‚ 1999 ABSTRACT The role of total quality management in raising the service quality of public health laboratories in developing countries Mallapaty‚ Gabriele In 1998‚ the World
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CHAPTER 01 INTRODUCTION Job satisfaction refers to an employees general affective evaluation of his or her job. Spector defines the concept more simply as “how people feel about their jobs and different aspects of their jobs” (1997‚ 2). He also considers it as a “related constellation of attitudes about various aspects or facets of the job” (Spector 1997‚ 2). The organizations should be concerned about their employees level of job satisfaction? Employee satisfaction increases employee retention
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STRATEGIC HUMAN MANAGEMENT AND DEVELOPMENT UNIT I HUMAN RESOURCE DEVELOPMENT INTRODUCTION Organizations are increasingly looking at human resources as a unique asset that can provide sustained competitive advantage. The changes in the business environment with increasing globalization‚ changing demographics of the workforce‚ increased focus on profitability through growth; technological changes‚ intellectual capital and the never-endingchanges that organizations are undergoing have
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