Group paper on Internal/External Factors - Essay Example

Running Head Group paper on Internal/External Factors Group Paper on Internal/External Factors In Starbucks, along with shifts in organization demographics comes additional competition. Some white male employees must now compete against people they did not consider rivals before, mainly women, blacks, Hispanics, and Asians. Even though they still control most of the managerial positions, many white males sense an impending loss of job entitlements. In order to management workforce diversity, Starbucks introduces effective recruitment and training program, communication strategies and compensation.

Following Starbucks, “We see diversity as “all the ways we differ and are the same.” This concept encompasses, but is not limited to, human differences with regard to race, ethnicity, gender, culture, and physical ability” (Diversity at Starbucks 2007). As the most important, the underlying expectation of the diversity training process is to provide an avenue of learning and create a level of awareness that would eliminate discrimination and harassment in the workplace. To remain competitive on the market, Starbucks implements technological innovations into its product lines and management practices.

For instance, “incorporating a more adaptable modular approach, current design initiatives are focused on enhancing inventory storage as well as food and beverage preparation areas” (Innovating Starbucks 2004). Creating, sharing, and leveraging scientific and technical knowledge in a global context increase the possibility for very sensitive, propriety, or strategic knowledge. For instance, Starbucks launched “pipeline Chantico drinking chocolate” and “line extensions, such as holiday Peppermint Mocha and Strawberries” (Innovating Starbucks 2004).

The generic innovation process is generally characterized as beginning with a set of ideas and ending with a finished, commercialized product that has received market acceptance. Starbucks pays a special attention to four functions of management which help the company to introduce innovative ideas and programs into life. Through planning, managers and supervisors are able to establish rapport with subordinates. At the stage of organizing, Starbucks constructs its policies and strategies in accordance with legal and ethical requirements in order to meet workforce diversity regulations and norms.

At the controlling and leading stage, it provides employees with fair compensation and promotion, training and coaching. It monitors fair treatment of all employees, ensures healthy corporate culture and climate, effective communication and management (Price, 2004). Cultural diversity changes the workplace by providing new human resources and managerial challenges to employers. To effectively manage diversity, managers and supervisors take into account values, motivations, communication styles, attitudes, and needs of their employees.

And as the nations workforce is reshaped with respect to age, sex, racial composition, and national origin, the challenge to managers and supervisors is magnified. At controlling stage, conflict management and disputes resolution are the main tools which help to eliminate conflict and avoid dissatisfaction. All management functions depend upon and constructed around innovative ideas and diversity requirements. During planning, Starbucks management studies innovative approaches and methods which influence the industry and create opportunities for further growth.

During organizing, management pays a special attention to implementation and maintenance processes. The R&D innovation process has been presented in a variety of ways in terms of the details provided and the purpose of the representation. At the leading and controlling stages, Starbucks monitors improvements and opportunities proposed by new technology and makes changes, if necessary. In general, innovation process can be described as a chain-linked model showing the interconnectedness, interrelatedness, and feedback loops among the various phases.

In order to innovate, Starbucks provide training and education of employees to ensure further growth and organizational development. References1. Diversity at Starbucks (2007). Retrieved 15 August 2007, from http://www.starbucks.com/aboutus/diversity.asp2. Innovating Starbucks (2004). Retrieved 15 August 2007, from http://www.foodingredientsfirst.com/newsmaker_article.asp?idNewsMaker=6671&fSite=AO5453. Price, A. (2004). Human Resource Management in a Business Context, 2nd edition. Thomson Learning.