Organizational Culture

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Executive Summary
The project is a peek at organizational culture of Starbucks. The organizational
culture at Starbucks focuses on giving their customers the best experience possible.
To guarantee this their employees are well trained and masters of their menu.
Starbucks employees are also always expected to be friendly and enthusiastic. The
culture of Starbucks creates an environment that appeals to their customers and
makes them want to return.
Organizational cultures at Starbucks aim to give their customers the highest quality
products.
To achieve this, Starbucks offers customers a wide range of options for a single
cup of coffee. Cleanliness is also an important factor to the cultures of Starbucks

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MEANING OF ORGANISATIONAL CULTURE
Organizational culture or climate refers to set of values, beliefs and norms that are shared by an
organization’s members. The organization culture influences the morale, motivation and
performance of its members.
The main features of organizational culture are as follows:
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Organisational culture is a combination of social, cultural, physical, psychological, and other

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conditions within the organisation.
It influences motivation, attitudes, behaviour, and performance of the members of an

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organisation.
It gives a separate identity to the organisation as compared to other organisations, as each

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organisation has its own set of values, beliefs, customs, practices etc.
The organisation culture evolves over a fairly long period of time
It can be relatively stable over a period of time. However, there can be changes in the

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organisation culture, with change in top management, or management’s philosophy.
It is invisible and abstract, although it is perceived and experienced by the members of the

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organisation.
Organisation culture can bring name and goodwill to the organisation.
It can provide opportunities and threats to its members.

DIMENSIONS OF ORGANISATIONAL CULTURE
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The main dimension or constituents of organizational culture are:
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The plans and policies of an organisation.
The rules and regulations of the organisation.
The goals, priorities, values and belief of an organisation.
Social responsibility of the organisation towards various section of the society such as

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customers, dealers, suppliers, etc.
The competence and character of the top management of the organisation.
The facilities and treatment to the employees of the organisation.
Style of leadership followed by managers in the organisations.
Reward and recognition structure in the organisation.
The organisation structure in terms of superior-subordinate relationships, control and

communication systems etc.
10 Approach of the organisation in resolving conflicts within and outside the organisation.

TYPES OF ORGANISATIONAL CULTURE
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Dominant culture and subculture:

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A dominant culture refers to the basic or core values, beliefs and norms shared by the majority
of the members of the organization. In general, dominant culture is referred as the organizational
culture. Subcultures refer to basic values shared by the function groups or department of the
organization. Every department has its unique culture.
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Strong culture and weak culture:

In case of strong culture the organization’s core values are intensely held and widely shared
among members of the organization. Strong culture indicates high agreement among members
and greater growth cohesiveness. Strong culture is beneficial to organization:




The employees develop a greater sense of commitment towards their tasks.
Strong culture reduces employee turnover.
It results in organisational efficiency and effectiveness

In case of weak culture the core values are weak among members of the organisation. Weak
culture does not develop a sense of belongingness to the organisation and therefore may result in
high employee turnover.
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National culture and organisational culture:

It is important to consider national culture to make accurate predictions about the organisational
behaviour in different countries. Research has indicated that national culture has greater impact
on employees than their organisational culture.
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Mechanistic culture and organic culture:

In mechanistic culture, the core values of the organisation is bureaucratic in nature. The members
of the organisation mainly focus on their area of specialisation only, resulting in greater
departmental loyalty. The flow of the authority and lines of communication move from top level
management to lower level management.
In organic culture, emphasis is placed on achievement of objectives, teamwork and free flow of
communication. Organic culture welcomes change and innovation.
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Authoritarian culture and participative culture:

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In case of authoritarian culture, the leader takes all the decision by himself and expects to be
obeyed by his subordinates. The subordinate has no scope to question the superior. The relation
between the leader and subordinate are formal.
In case of participative culture, the leader not only consults the subordinates, but allows them to
take part in decision making. This enables group decision making.

IMPACT OF CULTURE
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I Positive impact:
Separate identity:

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Organisation culture gives a separate identity to the organisation as compared to other
organisations, as each organisation has its own set of values, practices, beliefs, customs etc.
Some organisations follow traditional values whereas others adopt professional values in their
organisation.
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Motivation:

When the goals, plans and policies of the organisation are stated in clear and specific, it indicates
a healthy organisation culture. An open communication system and better facilities to the
employees motivates the employees to put in their best efforts in order to achieve the desired
goals.
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Job satisfaction:

It is an employee’s general attitude towards his/her job. It is normally believed that satisfied
employees are more productive than dissatisfied employees. A good organisation culture brings
job satisfaction to employees.
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Reduction in absenteeism and employee turnover:

A good organisation culture results in reduction in absenteeism and employee turnover.
Absenteeism refers to failure on the part of employees to report to work. Employee turnover
means permanent withdrawal of employees from an organisation. Employee absenteeism and
turnover affects smooth functioning of the organisation.
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Innovation:

Organisational culture fosters innovation. This is possible when organisation encourages:

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 Openness to new ideas
 Participative decision making
 Creative thinking
Higher efficiency:

A good organisation culture brings higher efficiency to the organisation. It motivates the
employees to perform better. When employees are properly motivated, they can produce the best
possible returns at the lowest possible cost. This is because of optimum utilisation of resources
by the employees.
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Corporate image:

A good organisational culture develops and enhances corporate image. Corporate image
comprises of all the visual, verbal and behavioural elements that make up the organisation. The
corporate image communicates the organisation’s mission, style of leadership, the capabilities of
its employees and its role in the market place and in the society.
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Higher performance:

A strong organisational culture results in commitment and dedication among employees. Its
consists of sound human resource policies relating to selection, placement, promotions,
performance appraisal, etc. A fair and impartial work environment gives a sense of security and
satisfaction among employees. Hence, they are motivated and can perform their job better.
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Effective control:

Organisational culture controls employee behaviour. In case of strong culture, organisational
members intensely hold and widely share core organisational values. When the employees
deviate from organisational culture, managers intervene and take corrective actions.

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NEGATIVE EFFECTS:
Lack of organisational commitment:

Poor organisational culture results in lack of organisational commitment. Employees may not
believe of the organisation but they put in effort to achieve their personal goal. Employees selfinterest may be important than organisational interest.
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Conflicts:

An unhealthy organisational culture brings in conflicts or disagreement over the attainment of
goals or means to achieve the goals. Conflicts may arise due to

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 Personal prejudices
 Role conflicts
 Organisational change
Employee turnover:
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A poor organisational culture results in job dissatisfaction. If an employee is dissatisfied, he
may quit the organisation and join elsewhere. When employee turnover is rapid and high, other
employees may feel demoralised.
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Employee absenteeism:

Absenteeism may be high when job satisfaction is low. In case of negative organisational
culture, absenteeism is voluntary. Such absenteeism occur with high frequency among certain
cluster of employees, and usually occur on the first day or last day of the week.
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Tardiness:

Sometimes a poor organisational culture is reflected through employees tardiness. Tardiness
involves reporting late to work i.e. beyond the designed work time. Late coming may be few
minutes or few hours. Tardiness is attempt to withdrawal physically from unpleasant job.
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Stress:

A poor organisational culture brings stress to the employees. Such job related stressors are:

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 Role conflict
 Role ambiguity
 Poor working condition
 Lack of participation in decision making
Lack of trust:

Every relationship requires some degree of trust- the capacity depends on each other’s words or
action. Due to negative organisational culture, employees may not trust each other. The
employees may not trust their fellow colleagues due to their personally traits, competition for
rewards and resources, acquisition of power, etc.
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Poor corporate image:

An unhealthy organisational culture affects corporate image. It results in employee
dissatisfaction and hence do not develop a feeling of belongingness in the effectiveness.

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STARBUCKS COMPANY PROFILE
The Starbucks Story
Our story began in 1971. Back then we were a roaster and retailer of whole bean
and ground coffee, tea and spices with a single store in Seattle’s Pike Place Market.
Today, we are privileged to connect with millions of customers every day with
exceptional products and more than 22,000 retail stores in 67 countries.
Folklore
Starbucks is named after the first mate in Herman Melville’s Moby Dick. Our logo
is also inspired by the sea – featuring a twin-tailed siren from Greek mythology.
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Starbucks Mission
Our mission: to inspire and nurture the human spirit – one person, one cup and one
neighborhood at a time.
Our Coffee
We’ve always believed in serving the best coffee possible. It's our goal for all of
our coffee to be grown under the highest standards of quality, using ethical
sourcing practices. Our coffee buyers personally travel to coffee farms in Latin
America, Africa and Asia to select high quality beans. And our master roasters
bring out the balance and rich flavor of the beans through the signature Starbucks
Roast.
Our Stores
Our stores are a neighborhood gathering place for meeting friends and family. Our
customers enjoy quality service, an inviting atmosphere and an exceptional
beverage.
Total stores: 22,519* (as of June 28, 2015)
Argentina, Aruba, Australia, Austria, Bahamas, Bahrain, Belgium, Bolivia, Brazil,
Brunei, Bulgaria, Canada, Chile, China, Colombia, Costa Rica, Curacao, Cyprus,
Czech Republic, Denmark, Egypt, El Salvador, Finland, France, Germany, Greece,
Guatemala, Hong Kong, Hungary, India, Indonesia, Ireland, Japan, Jordan, Korea,
Kuwait, Lebanon, Macau, Malaysia, Mexico, Monaco, Morocco, Netherlands,
New Zealand, Norway, Oman, Panama, Peru, Philippines, Poland, Portugal, Puerto
Rico, Qatar, Romania, Russia, Saudi Arabia, Singapore, Spain, Sweden,
Switzerland, Taiwan, Thailand, Turkey, United Arab Emirates, United Kingdom,
United States and Vietnam.

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Our Partners
We offer some of the finest coffees in the world, grown, prepared and served by the
finest people. Our employees, who we call partners, are at the heart of the
Starbucks Experience.
We believe in treating our partners with respect and dignity. We are proud to offer
two landmark programs for our partners: comprehensive health coverage for
eligible full- and part-time partners and equity in the company through Bean Stock.
Our Products
Starbucks offers a range of exceptional products that customers enjoy in our stores,
at home, and on the go.
Coffee: More than 30 blends and single-origin premium coffees.
Handcrafted Beverages: Fresh-brewed coffee, hot and iced espresso beverages,
Frappuccino® coffee and non-coffee blended beverages, Starbucks Refreshers®
beverages, smoothies and teas.
Merchandise: Coffee- and tea-brewing equipment, Verismo® System by
Starbucks, mugs and accessories, packaged goods, books and gifts.
Fresh Food: Baked pastries, sandwiches, salads, salad and grain bowls, oatmeal,
yogurt parfaits and fruit cups.
Consumer Products
 Coffee and Tea: Whole bean and ground coffee (Starbucks and Seattle’s
Best Coffee brands), Starbucks VIA® Instant, Starbucks® Coffee K-Cup®

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pods, Starbucks® and Teavana® Verismo® pods, Tazo® tea filterbags, and
Tazo ® tea latte concentrates.
 Ready-to-Drink (RTD): Starbucks® bottled Frappuccino® coffee drinks,
Starbucks Discoveries® chilled cup coffees, Starbucks Discoveries Iced
Café Favorites®, Starbucks Iced Coffee, Starbucks Doubleshot® espresso
drinks,

Starbucks

Doubleshot®

Energy

Coffee

drinks;

Starbucks

Refreshers® beverages, Evolution Fresh™ bottled juices, Tazo® bottled
iced and juiced teas.
Brand Portfolio
Starbucks Coffee, Seattle’s Best Coffee, Teavana, Tazo, Evolution Fresh, La
Boulange, Ethos Water and Torrefazione Italia Coffee.
Investor Information
 Starbucks went public on June 26, 1992 at a price of $17 per share (or $0.53
per share, adjusted for subsequent stock splits) and closed trading that first
day at $21.50 per share.
 Starbucks was incorporated under the laws of the State of Washington, in
Olympia, Washington, on Nov. 4, 1985.
 Starbucks Corporation's common stock is listed on NASDAQ, under the
trading symbol SBUX.

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Being a Responsible Company
At Starbucks, we have always believed in the importance of building a great,
enduring company that strikes a balance between profitability and a social
conscience.
Ethical Sourcing: We take a holistic approach to ethically sourcing high quality
coffee. This includes responsible purchasing practices, supporting farmer loans and
forest conservation programs. When we buy coffee this way, it helps foster a better
future for farmers and a more stable climate for the planet. It also helps create a
long-term supply of the high-quality beans we’ve been carefully blending, roasting
and packing fresh for more than 40 years.
Environmental Stewardship: We share our customers' commitment to the
environment. And we believe in the importance of caring for our planet and
encouraging others to do the same. We are working to reduce our environmental
footprint through energy and water conservation, recycling and green construction.
Community Involvement: From the neighborhoods where our stores are located
to the ones where our coffee is grown – we believe in fostering thriving
communities.

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ORGANISATIONAL CULTURE AT STARBUCKS
Starbucks Coffee Company’s organizational culture is one of the most distinct
characteristics of the firm. A company’s organizational culture widely influences
employees and business performance. In Starbucks Coffee’s case, the company’s
organizational culture permeates all aspects of its business. However, Starbucks
cafés are where the company’s organizational culture is most easily observable.
The way café employees work with each other and how they interact with
customers are indicators of Starbucks Coffee’s organizational culture. The warm
and friendly ambiance in these cafés is part of the company’s distinction from
competitors. Starbucks has an organizational culture that relates with the
company’s strategies for successful brand development and global expansion.
Starbucks Coffee’s organizational culture is a key success factor in the business.
The company uses its organizational culture as a distinction from competitors.
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Features of Starbucks Coffee’s Organizational Culture
Starbucks Coffee’s organizational culture has a number of key characteristics. The
combination of these characteristics is unique to the firm. The company describes
its organizational culture as a culture of belonging, inclusion and diversity. In this
regard, the main features of Starbucks’ organizational culture are:
1. Servant Leadership (“employees first”)
2. Relationship-driven approach
3. Collaboration and communication
4. Openness
5. Inclusion and diversity
Servant Leadership
Starbucks has a servant leadership approach, which significantly characterizes
the company’s organizational culture. In this approach, leaders, managers and
supervisors emphasize support for subordinates to ensure that everyone grows
in the company. This feature of Starbucks’ organizational culture translates to
the employees-first approach. The company highlights the importance of caring
for employees. Former Starbucks President Howard Behar developed this
feature of the firm’s organizational culture because he believed that employees
who are cared for are the ones who care about customers.
Relationship-driven Approach

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Starbucks also has an organizational culture that supports warm and friendly
relationships. For instance, at Starbucks cafés, baristas exhibit warm friendly
bonds with each other. This feature of the company’s organizational culture
extends to customers, who are also treated with warmth. Through emphasis on
relationships, Starbucks develops the coffee culture that drives consumer
demand for the company’s specialty coffee products.
Collaboration and Communication
The organizational culture of Starbucks encourages collaborative efforts
through effective communication. At the cafés, baristas clearly communicate
with each other to fulfill orders. Also, they collaborate as teams to make the
order fulfillment process efficient. Thus, Starbucks’ organizational culture
supports efficiency in business processes, which contributes to quality of
service, customer experience, and business cost-effectiveness.
Openness
Openness is another major characteristic of Starbucks Coffee’s organizational
culture. Initially, employees had a culture of fear to speak up to their superiors.
To address this issue, former Starbucks President Behar introduced open forums
to encourage employees to ask questions and communicate with superiors. A
culture of openness developed. Through this feature of its organizational
culture, Starbucks empowers employees and facilitates innovation.
Inclusion and Diversity
Starbucks has an anti-discrimination policy that shapes its organizational
culture. This policy prohibits any form of discrimination based on gender, race,
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ethnicity, sexual orientation, religion, age, cultural backgrounds, life
experiences, thoughts and ideas. Through this feature of the organizational
culture, Starbucks facilitates sharing and rapport among employees, as well as
innovation based on diverse ideas. This aspect of the company’s organizational
culture also makes customers feel welcome at Starbucks cafés.

ORGANIZATIONAL CULTURE AT STARBUCKS
ABOUT THE STANDARDS
OF BUSINESS CONDUCT
Starbucks empowers all partners to make decisions that impact our reputation.
Individual actions at work shape how the world views Starbucks, which is why it’s
so important that we each take responsibility for Our Starbucks Mission and acting
ethically in all situations.
The Standards of Business Conduct support the Global Business Ethics Policy and
provide an overview of some of the legal and ethical standards we are each
expected to follow every day. If you are unsure of what to do in a situation, you

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have support. Speak with your manager, Partner Resources or Business Ethics and
Compliance about your concerns.

   ASKING FOR GUIDANCE AND VOICING CONCERNS
Starbucks core values require compliance with the law, as well as ethical conduct.
If you feel these standards have not been met, need access to policies, or have any
Questions, please ask for guidance or voice your concerns by contacting any of the
Following resources:
• Your manager or skip-level manager
• Your Partner Resources representative
• Business Ethics and Compliance
The Ethics and Compliance Helpline is a free phone number, which you may use
to ask questions or raise concerns. The Helpline is available 24 hours a day, seven
days a week, and an interpreter can be made available upon request.
The Ethics and Compliance Web line is an online tool that serves as another way
for partners to ask for guidance or voice concerns.
Your concerns will be taken seriously, and all information provided to the Helpline
or Web line will be treated in a confidential manner. Please be aware that
information provided to Business Ethics and Compliance is directed to the United
States. Every reasonable effort will be made to protect the security of any personal
data collected and to avoid unauthorized use or disclosure of such data. Questions
or concerns may be submitted to the Helpline or Web line anonymously Anti
Retaliation Policy: Starbucks does not tolerate retaliation against or the
victimization of any partner who raises concerns or questions regarding a potential
violation of the Standards of Business Conduct or any Starbucks policy that he or
she reasonably believes to have occurred.
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   WORKPLACE ENVIRONMENT
HOW WE TREAT ONE ANOTHER
Consistent with Starbucks Global Human Rights Standard, Starbucks promotes
equal opportunity in its hiring practices, makes recruiting decisions based solely on
job-related criteria and does not use forced labor. When employing partners under
the age of 18, managers must comply with all Starbucks-established or legally
required limitations on minimum hiring age, and on hours and tasks performed by
these partners to ensure any work performed does not hamper the partner's
education, health, safety, and mental or physical development.
For further information, refer to the
Global Human Rights Standard, which can be obtained by contacting Business
Ethics and Compliance.
At Starbucks we treat each other with respect and dignity. This means that all
partners are entitled to work in an environment that is free of harassment, bullying
and discrimination.
Harassment, bullying and discrimination take many forms, including:
• Unwelcome remarks, gestures or physical contact
• The display or circulation of offensive, derogatory or sexually explicit pictures or
other materials, including by email and on the Internet
• Offensive or derogatory jokes or comments (explicit or by innuendo)
• Verbal or physical abuse or threats
How We Treat Our Customers
Legendary customer service is a top priority at Starbucks. We strive to make every

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Customer’s experience pleasant and fulfilling and we treat our customers as we
treat one another, with respect and dignity. This means, for example, that we never
harass or discriminate against our customers.
“We treat our customers as we treat one another, with respect and dignity.”
Diversity
Starbucks actively creates and promotes an environment that is inclusive of all
People and their unique abilities, strengths and differences, and promotes diversity
as a strategic and competitive business advantage for the company.
“We respect diversity in each other, our customers and suppliers and all others with
whom we interact.”
As we continue to grow, embracing diversity in every aspect of our business from
the way we work together to the way we procure goods and services—is vital to
our long-term success. We respect diversity in each other, our customers and
suppliers and all others with whom we interact. Our goal is to be one of the most
inclusive companies globally, working toward full equity, inclusion and
accessibility for those whose lives we touch.
   WORKPLACE HEALTH, SAFETY AND SECURITY
Partners are expected to follow all safety rules and practices; cooperate with
officials who enforce these rules and practices; take necessary steps to protect
themselves and other partners; attend required safety training; and report
immediately all accidents, injuries and unsafe practices or conditions.
In order to enhance workplace security, you should be familiar with and follow any
work safety information and training provided to you.

Starbucks Quality and Customer Protection

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Starbucks commitment to quality means that we take steps to protect our
customers’ health and safety. You can play your part by following all proper
procedures relating to the storage, handling, preparation and service of Starbucks
® Coffee and other products; by working to ensure clean, sanitary and safe
conditions in all of our facilities; and by continually exploring ways to maintain
and improve
   STARBUCKS QUALITY STANDARD AND PRACTICE
Please notify your manager immediately if you become aware of anything that
suggests that a product, process or situation may pose a danger to health or safety.
Starbucks has established procedures for such situations, and your manager is
aware of the appropriate steps to take.

   SUBSTANCE ABUSE AND WEAPONS
Starbucks has strict standards regarding substance abuse and weapons. Partners are
not permitted to use or possess alcoholic beverages on company property, except
where alcohol is specifically permitted at a Starbucks-sponsored social event. In
exception applies if your job involves the sale of alcohol, but in that case, you may
not consume the alcohol and must participate in any special training required for
that business. You also may not use or possess illegal drugs or controlled
substances on Starbucks property or while you are engaged in any job-related

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activity. Partners may not report to work under the influence of alcohol, illegal
drugs or controlled substances.
Partners may not have or possess any weapon while in a Starbucks store, plant or
on other Starbucks property. Starbucks takes its rules regarding workplace health,
safety and security very seriously. It is essential that you understand and follow
them, together with any more detailed guidance provided to you.
Wage and Hour Rules
Starbucks is committed to following all applicable wage and hour laws and
regulations. To help ensure that all work performed for Starbucks is compensated
correctly, partners compensated on the basis of hours worked must report and
Record time accurately in accordance with established local procedure

   BUSINESS PRACTICES
COMPLIANCE WITH LAWS AND REGULATIONS
Starbucks is committed to full compliance with the laws, rules and regulations of
the countries in which it operates. You must comply with all applicable laws, rules
and regulations when performing your duties.
When you think a conflict exists between the Standards and an applicable law, rule
or regulation, or if you have a question concerning the legality of your or other
Partners’ conduct, you should consult with your manager or another party
described in the “Asking for Guidance and Voicing Concerns” section of this
booklet.
   INTERNATIONAL BUSINESS
Starbucks is committed to the highest ethical standards in all business transactions.

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Partners must follow all applicable laws, rules and regulations when conducting
Starbucks business.
“Starbucks will be accurate and truthful in representing business transactions to
government agencies.”
Payments made to any foreign agent or government official must be lawful under
The laws of the United States and the foreign country. Payments by or on behalf of
Starbucks to foreign agents or government officials should always be strictly for
services rendered and should be reasonable in amount given the nature of those
services. Under no circumstances may a partner make payments in violation of the
law or to induce government officials to do business with Starbucks.
Partners must comply with all local and foreign laws regarding customs and trade.
Starbucks will be accurate and truthful in representing business transactions to
government agencies. All information that a partner furnishes to any customs
official or to any agent hired by Starbucks to facilitate imports and exports must be
Accurate and truthful. If you conduct business internationally on behalf of
Starbucks, please make sure you have a thorough understanding of these laws and
know enough about any third parties doing business in Starbucks name to ensure
they are making appropriate decisions on our behalf. Starbucks partners at no time
are permitted to influence the outcome of any business decision by exchanging
bribes or kickbacks of any kind.

   INTERACTION WITH THE GOVERNMENT
Starbucks is committed to complying with local laws, regulations and codes and to
working fairly and honestly with government officials and others in our
communities.
In doing so, our actions must meet high ethical and legal standards. It is against
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Starbucks policy (and may be a breach of law) to offer or make a payment or gift
of any kind in order to facilitate a local process or to influence a local government
official
“Partners must be truthful and straightforward in their dealings with the
government.”
If you are contacted by a government or regulatory representative and asked to
provide information or submit to an inspection, you should inform your manager
immediately. Your manager will take appropriate actions or contact the appropriate
Department for guidance.
Starbucks policy is to deal honestly and fairly with government authorities and to
comply with valid governmental requests and processes. Partners must be truthful
and straightforward in their dealings with the government and may not direct or
encourage another partner or anyone else to provide false or misleading
information to any government official or representative. Partners must not direct
or encourage anyone to destroy records relevant to an investigation.

Starbucks commitment to working fairly and honestly with the government
includes all interactions with government officials.
Certain partners will be notified and trained on a regular basis for the purposes of
compliance with relevant federal laws, including those regarding lobbying
disclosure, anti-bribery and anti-corruption.
   FAIR COMPETITION
Fair competition laws are intended to promote vigorous competition in a free
market. It is in Starbucks best interest to promote free and open competition.
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Starbucks must make its own business decisions, free from understandings or
agreements with competitors or suppliers that restrict competition. We consider
compliance with these laws of vital importance.
When conducting Starbucks business, all partners must:
• Not discuss pricing, production or markets with competitors
• Not set resale prices with customers or suppliers
• Always present Starbucks services and products in a manner consistent with our
core values
• Not induce a third party to breach an existing agreement
• Never act in a manner that could be seen as an attempt to exclude present or
potential competitors or to control market prices
Some examples of situations in which conflicts of interest may arise:
• Being employed by or operating a firm, including consulting, that does or desires
to do business with Starbucks or that competes with Starbucks (for example,
working in a competitor’s coffee shop)
• Making a substantial direct investment in such a firm (by you or a member of
your immediate family)
• Acting on behalf of anyone besides Starbucks in any transaction with Starbucks
(For example, helping someone sell products and/or services to Starbucks)
• Engaging personally in transactions in which Starbucks has an interest

  GIFTS AND ENTERTAINMENT
A gift or favor should not be accepted or given if it might create a sense of
obligation, compromise your professional judgment or create the appearance of
doing so. In deciding whether a gift is appropriate, you should consider its value
and whether public disclosure of the gift would embarrass you or Starbucks.
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“Giving or accepting valuable gifts or entertainment might be construed as an
improper attempt to influence the relationship.”A gift of money should never be
given or accepted. (Some retail partners, however,
may accept customary tips for service well done.) As a general rule, partners
should limit gifts to or from any one vendor or business associate to US $75 per
year.
A gift of nominal value may be given or accepted if it is a common business
courtesy, such as coffee samples, a coffee cup, pens or a similar token.
However, during traditional gift-giving seasons in areas where it is customary to
exchange gifts of money, such as China, Japan, Malaysia, Singapore and Thailand,
Partners should not solicit but may exchange cash with nongovernmental business
Associates in nominal amounts up to the equivalent of US $20.
Trading items of value with other businesses, including shops and restaurants,
is strictly prohibited.
You may not encourage or solicit meals or entertainment from anyone with whom
Starbucks does business or from anyone who desires to do business with
Starbucks.
Giving or accepting valuable gifts or entertainment might be construed as an
improper attempt to influence the relationship.

  COMMUNITY INVOLVEMENT
Environmental Mission Statement
Starbucks is committed to a role of environmental leadership in all facets of our
business.
We fulfill this mission by a commitment to:
•Understanding environmental issues and sharing information with our partners
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•Developing innovative and flexible solutions to bring about change
•Striving to buy, sell and use environmentally friendly products
•Recognizing that fiscal responsibility is essential to our environmental future
•Instilling environmental responsibility as a corporate value
•Measuring and monitoring our progress for each project
•Encouraging all partners to share in our mission
Environmental Commitment
All partners should seek ways to proactively address the environmental impacts
of our operations and incorporate the principles of the environmental mission
statement into their work. At a minimum, we all must ensure that Starbucks
business practices and activities comply with the letter and intent of the law and all
company policies.
Starbucks understands that environmental responsibility is necessary if we hope to
preserve our world for generations to come. Our commitment to contribute
positively to the environment is of the utmost importance to our company. We
elaborated further on this commitment in 1992 when we adopted our
environmental mission statement, which guides our approach to minimizing our
environmental footprint. Starbucks has continuously evolved and expanded our
definition of environmental responsibility and what it means to be an
environmental leader.
Personal Activities
Starbucks understands the need for balance between work, personal and family
life, and we encourage partners to be involved in their communities. However,
partners should not impose their personal beliefs or opinions on other partners or
represent their personal opinions as those of Starbucks.

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You may keep your personal activities outside of the workplace confidential, but
always keep in mind that you are a representative of Starbucks. Your conduct can
affect perceptions of the Starbucks brand and service.

CONCLUSION
Starbucks is known for its great customer experience. Therefore the culture of
Starbucks requires their employees to be well trained and knowledgeable about the
products they offer. The organizational culture at Starbucks values the needs of
their customers which require their employees to behave a certain way. All of the
employees I observed wore green Starbucks aprons and displayed energetic and
friendly attitudes. Every employee appeared to be happy to serve customers and
focused on customer needs. I saw one employee tidying up the tables and sweeping
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the ground, which made me realize that I have never been to a dirty Starbucks. On
a similar note, I've never heard of anyone that I know complain about a bad
experience at Starbucks. The experience that customers receive at Starbucks is a
big part of the company's appeal to its consumer. Their employees conform to the
organizational culture by maintaining a clean, inviting and friendly environment
for their customers.

BIBLIOGRAPHY
https://starbuckswebsite.wordpress.com/organizational-culture-3/
https://prezi.com/qrbw2ejw1n_4/organizational-culture-in-starbucks/
http://www.starbucks.com/
https://en.wikipedia.org/wiki/Starbucks

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