Running head: RESEARCH PAPER
1
Research paper
(Student name)
(Institutional affiliation)
RESEARCH PAPER
2
Introduction
Starbucks is an organization which is designed and organized and also in performing its
business responsibly while at the same time help the communities thrive well and be able to
survive within their environment or the place of living. The vision of this organization is very big
and at the same time the organization is doing its things and operations to extend and reach as
many as possible within the same time. The Starbucks organization is at the same time focused
and determined in establishing and galvanizing a passionate network of diverse partners, clients
or customers, non-profit organizations, businesses, and establishment of civic leaders for the
innovation and pioneering of a very positive change, (Austin, 2002).
Through the establishment of the relationships, it helps in bringing and acquiring
specialized experts and who have experience and work with the organization to diverse
innovative solutions and help in solving any other forms of problems that might be undermining
the organization. The innovative solutions and inventions by the organization helps offering
solutions that support the commitments to the provision of ethics, stewarding of the environment
and improve the community involvement to the organization’s project. Every member in the
Starbuck organization plays an important role in driving and enhancing the organizational
success and is very important in helping the organization reach or achieve its goals. The
Starbucks organization works with different in helping the community.
Some of the organizations that have collaborated with the Starbuck organization includes
the Abyssinian development corporation, the American red cross, The association for the
Mexican American, The association of the post consumer plastic recyclers, the business for the
social responsibility, The calve foundation, business for the innovative climate and energy
RESEARCH PAPER
3
policy, the conservational international, the global green USA and the global social compliance
programs among other organizations. Each of these organizations has collaborated with the
Starbuck organization differently on different terms.
The purpose of the paper
The purpose of this research paper is to design a total reward program which will focus
on Starbuck organization. A total reward program is defined as the criteria or procedure
established by the employer or the company and organization managers to establish a good
relationship between them and the company employees or the workers. The reward program can
also be said to demonstrate a dynamic relationship between the employers and the employees.
Dynamic reward program was introduced in 2000 and has undergone several changes and
evolution to depict the strategic elements of the employer employee exchange as well as the
reflection of how the external and the increasing global business environment helps in attraction
of the employees, motivation, engagement and retention, (CEO, 2004).
Therefore in this research paper, the six elements of the total rewards which in most cases
usually define the organizations strategy to attract, motivate, engage and retain employees will
be discussed. The six elements are the compensation, benefits, the work-life effectiveness, the
employee recognition, performance management and the talent development. Compensation
provides the employees with salaries from the employers for the services reentered or offered.
This leads to the employee motivation which facilitates the desire for work hence improving
their performance. The compensation to the employees includes both the variable and the fixed
pay tied to the performance levels. Benefits are the programs that are used by the employers to
supplement the cash compensation which is usually received by the employees. Therefore
RESEARCH PAPER
4
benefits can be described as the allowances which are provided to the employees and which
includes the health allowance, transport allowance, income protection, savings, the retirement
scheme and programs which provide security for employees and their families. Work life
effectiveness can be defined as the specific set of the organizational programs, practices and
policies combined with philosophies that support the active efforts of the employees and support
them accomplish their success goals both at home and at work.
Recognition are programs which can either be formal or informal that are aimed at
giving a special attention to the actions or the efforts of the employee, behavior and performance
and support the target of the business through the reinforcement of the behaviors that contribute
to the organization’s success. Performance management helps the employees remain focused in
the organization hence highly contributes to the success of the organization. Performance
management includes the establishment of the expectations, demonstration of skills, feedback
evaluation and the continuous improvement assessment.
The talent development provides an opportunity and tools for the employees to enhance
and improve their skills and their competences in both short term and long term periods of
careers. Therefore this paper will describe and summarize the Starbuck Corporation and its main
targets, capabilities, objectives and the core competences necessary for the organization’s
success. In the paper, I will also show my knowledge on various aspects which include
identifying and describing the segmentation of the workforce. In the paper I will also describe
further the requisite capabilities of the organization and the competences that the organization
requires for its success.
RESEARCH PAPER
5
Summery and the description of the organization
This organization is well developed, established and very firm in its agenda of achieving
its goals. The structure of the Starbuck organization is just as simple as that of any other
organization. The company executes overseas its corporation from its headquarters in the city of
its birth, which is known as Seattle, located in Washington.
The district managers within the country overseas the regional groupings of the stores
and in each store there is a manager who acts as the chief. Under the store managers, there are
the collections of the shift supervisors who act as managers on duty when the store manager is
out. Then below the shift managers there are the other employees within the organization. The
Starbuck Company has established the core competences that are required for its success.
Capabilities of the Starbuck Company
This company has got a record of things that it’s capable of doing. One of the capabilities
of this company is in its organization which allows for flexibility and gives an opportunity for
the absorption and the retention of the employees.
The key goals of the Starbuck Company
RESEARCH PAPER
6
This company has established its goals that it works hard so as to ensure that it achieves
them. The company aims at being a leading coffee producer and distributer, and also ensuring it
carries its activities with a very minimal environmental pollution.
Objectives of the Starbuck Company
The objective of this company is to provide a free and conducive working environment
and create a good relation with other companies and corporations.
Challenges faced by the Starbuck companies
The main challenge faced by the company is the poor infrastructure within the
organization and lack of Good Corporation between the company management and its financiers.
Values and the core competences required in the Starbuck Company
For the Starbuck Company to completely perform, it has developed some key values that
govern its operations. The company has established ethics and principles that are followed within
the company. Rules and Guidelines have been established in the company to ensure that
company is managed on stipulated regulations.
Show your knowledge of the total rewards model by describing the current total rewards
philosophy of the organization and its three categories of offerings.
As described in the introductory part, total rewards refer to the dynamic relationship that
exists between the employer and the employees. The total rewards have over time evolved to
depict the strategic elements of the employer employee exchange and also to reflect on the
factors which originate from the outside the business environment.
RESEARCH PAPER
7
The total rewards model improves the welfare of the employees through the
compensation, availing benefits to the employees, through work life effectiveness, recognition,
performance management and talent development. The three categories of offerings used by the
total rewards model are the business strategy, human resource strategy and the organizational
culture, (Follett & Reed, 2010).
Identify and describe the segmentation of the workforce (study of how to differentiate
employee groups depending on their drivers, such as flexible schedules, growth potential,
desire for demonstrating individual expertise or team success, low obligation and easy
income, or high obligation and high income
From the workforce segmentation, different ways of identifying and differentiating the
employee groups depending on their drivers such as flexible schedules, growth potential, desire
for demonstrating individual expertise, or team success, low obligation and easy income. The
different methods of identification include the use of skill value and skill uniqueness.
The value skills used in this case include the sales and revenue, the stakeholder relations,
costs, quality, innovation, organizational capability and the financial performance. The unique
skills used in this case entail the operation or the maintenance of the operational machines and
the unique skills are acquired through intensive initial training programs and the job experience.
Describe further the current requisite capabilities of the organization and the competencies
(knowledge, skills, and abilities) of the employees and, in your opinion, an analysis of
whether the current needs will change given the issues faced by the organization.
RESEARCH PAPER
8
Knowledge is defined as the personal understanding and the ability to judge what is
wrong and what is right while skills is the basic and competences acquired from trainings and
class learning. Ability can be defined as the capability of a person to perform a certain duty or
task effectively. According to the current state in the organization, the employees will have to
adjust their knowledge and competences so as adequately cater for the current needs which are
highly changing within the organization. In most cases, the organizational capabilities emerge
when a company delivers on the combined competences and the abilities of its individuals,
(Curran, McKelvey, Curran & Nadarajah, 2015).
Recommend changes to the total rewards program, along with specific plans, including
plans for communicating the changes and metrics that should be used by the organization
to evaluate the success of the new program.
There are changes that have to be done one in the program which will include the specific
plans and plans for communicating the changes and metrics that should be used by the
organization to evaluate the success of the new program.
Some of the changes that need to be implemented in the program include making the
system flexible so that it absorbs all types of the employees, also making it possible for the
employees to access the training programs and equipping the human resource management
department so that it can be able to effectively carry out its roles in the company. The roles of the
department include employee training, talent development and linking the employees with the
managers in the higher ranks or offices.
Present the justification for your recommendations
RESEARCH PAPER
9
The justification of the above recommendations that need to be effected in the total
reward program includes the fact that the employees need to be motivated and their talents
developed if they desire to perform better. The system of administration in the company need to
be made flexible and transparent so that it can easily accommodate all the employees and make
them feel cared for so as to encourage high performance amongst the employees. The human
resource department needs to be improved so as to cater for all the employee requirements.
Assess and discuss the risks of not implementing the program and the opportunities the
program will give the organization.
The implementation of the programs and the recommendations that I have discussed
above will have a lot of advantages to the organizations. The recommendations will avail several
opportunities to the organization. The first advantage is that the organization will mark an
improved performance since the employees in the company will be more motivated and will
work hard hence performing better. This will serve as an opportunity to the company since the
employees will have the motivation to perform better.
The risk of not implementing the program as discussed is that the company is likely to
underperform since the employees will lack the working motivation and lead to a lower
performance in their respective areas of work. If the recommendation is implemented, it will
promote the specialization and the division of labor hence the advantages of specialization and
division of labor will be accrued within the organization, (Bajwa, 2013).
Provide your metrics for evaluating the total rewards program and share why you chose
the ones you did.
RESEARCH PAPER
10
There are different metric which can be used in evaluating the total rewards program.
However, the method that one uses to measure or evaluating their total reward programs varies
depending on the types of the total reward programs and is usually determined by the system’s
objective. Therefore the metric for evaluating the total reward program in this research paper is
the use of the work force surveys from the work outcomes and the data sources. The main reason
as to why I chose to use this method is that it is used or intended to improve the employee
performance and satisfaction. The employee team will also need to identify such influences in
order to accurately evaluate the impact of the new rewards.
Present a general explanation for the timeline for implementation (to be presented in a
table or graph format in the timeline portion of the paper.
Outcome to be measured
Data source to be used
Productivity
Operational reports
Job satisfaction
Work force surveys
Revenue
Income statements
Customer and employee
Human resource information system
recruitment
Recruitment and retention
Human resource information system
Profits
Income statements
RESEARCH PAPER
11
Describe your conclusions and a summary of knowledge gained about total rewards
through the activity
In conclusion, there is a lot that can be learnt from the research paper. A lot of knowledge
is gained from this research paper on the different methods that can be used to handle employees
within an organization. The knowledge gained from this paper is very crucial in evaluating the
total reward programs especially with the information regarding the evaluation and the
performance of the employees. The recommendations that have been highlighted in this paper
concerning the total reward program provide a platform and acts as reference for those who want
to improve on the reward program.
The implementation timeframe for the total rewards program
Returning the Findings and Instrument
Data collection
Traveling to Data Collection Site
Testing of Instrument
START DATE
DURATION
Training the Enumerators
Selecting the Enumerators
Official Meeting
20-Feb 25-Feb 2-Mar 7-Mar 12-Mar 17-Mar 22-Mar
RESEARCH PAPER
12
References
Austin, J. E. (2002). Starbucks and conservation international. Harvard Business School
Publishing.
CEO, S. (2004). How Starbucks works with NGOs. California Management Review, 47(1), 92.
Follett, R. F., & Reed, D. A. (2010). Soil carbon sequestration in grazing lands: societal benefits
and policy implications. Rangeland Ecology & Management, 63(1), 4-15.
Curran, M., McKelvey, N., Curran, K., & Nadarajah, S. (2015). Mobile App Stores.
Bajwa, A. S. (2013). Importance of the ‘digital arena’in international business management. Use
Of social media by Coca-Cola