Kevin

1. HP companies have financial, cultural, and structural issues in HP's perfomance

2. The step Mr.Hurd took was to fire the underperfomers and eliminate the three layers of sales
management. Then Mr.Hurd removed the entire sales group and merged the person into another group
of sellers.

My opinion & the customer's response to this change can improve HP's progress and HP sellers will also
not be burdened with administrative tasks and changes now that HP's representatives are assigned only
to one major customer so that customers always know who to call. with this new change the
salespeople spend 40% of their energy on subscribers over the previous year which is only 30% to spend
their energy on customers.

Executives and salespeople: the executives say that those who can now make quicker decisions with
newer sales structures and salespeople now spend 40% of their time with customers than they used to
spend 30% of their time on customers.

3. What is appropriate for HP companies is organic organizations because:

1. Open and Extensive. Both bosses and subordinates can influence goals, methods and activities.

2. High and active sought boss, who understand the need for full commitment to develop malalui
training organization HR.

3. Full step with motivation through the use of participation. Attitudes are more supportive of the
organization and purpose

4. clarity of responsibility

an organization must have responsibility for the superior or leader who has given authority, because

the implementation or implementation of such authority should be accountable. That is the use of the

organizational structure of clarity of responsibility.

- Clarity of position

Each member or individual can facilitate the coordination and also the relationship, because it can affect

a thing has been entrusted to a member or member.

-Character relationship path

in carrying out the responsibilities and work of each employee in an organization it will be necessary a

clarity of relationships that are reflected in the structure so that in the path of completion of work will

be more effective and efficient and can give each other benefits.

-clear job descriptions

in the organizational structure will be very helpful if the boss or the leadership can do controlling

(supervision) and control and also for subordinates can be more concentrated in doing the task or work

Case Study

Starbucks-Organizing
Onny

(p.413)

Q : What kind of departmentalization are being used ? Explain your choices

A : Starbucks uses Product Departmentalization because starbucks specialized in coffee

beverages and its variety, even starbucks had their own roasting plants for their coffee

Q : Do you think it’s a good idea to have a president for U.S division and for the international

division ? What are the advantages of such an arrangement ? Disadvantages ?

A : It is a good idea, because the U.S Branch could focus on the United States where starbucks

franchise is flourishing and does not concern itself with international affair while the

disadvantages of this decision is there will be situations where it is hard to make an agreement
because the difference between U.S culture and other countries conditions and needs

Q : What examples of the six organizational structural elements do you see discussed in the case?

Describe

A : -Geography

: Starbucks are placed on U.S and Worldwide

-Number of employees

: Varied but mostly consist of baristas and the managers and sometimes “Floaters” implemented

when the need arrives

-Product Evolution

: Starbucks always change it products every 6 weeks with some permanent variants

-Distribution of Authority

: The distribution of mainly consist of 4 executives vice presidents and 29 senior vice presidents

with 2 presidents, president of U.S branch and International branch

-Control

: Controlling is done by managers that overview and doing the day by day tasks with the help of

the Starbucks Broadcast News to relay messages around

-Marketplace

: From producer to end-users

Q : Considering the expense associated with having more managers, what are some reasons why

you think Starbucks decided to decrease the number of stores each district manager was

responsible for, thus increasing the number of managers needed? Other than the expense, can

you think of any disadvantages to this decision?

A : More Managers means it’s harder to get information around (proven by the communication

problems stated in the supplementary case) and it would be hard to satisfy all the managers

because there will be too many opinions that may or may not bring benefit for the company
Q : Give some examples of the types of communication taking at starbucks

A : -Verbal

: Internal communication audit, Partners may speak about their actions and decisions, Video

Broadcasts, Mission Review Teams

-Written and Non-Verbal

: Website, Starbucks internal News, Starbucks Internal Forums

Q : Suppose that you’re a Starbucks store managers in Birmingham, Alabama. How do you find

out what’s going on in the company? How might you communicate concerns or issues that you

have?

A : To know whats going on in the company I would see the Starbucks broadcast news and tell

my opinions and concerns to the mission review team

Q : Starbucks has said its long-term goal is to have 15,000 U.S stores and 30,000 stores globally.

In addition, the company has set financial goal of attaining total net revenue growth of 20% and

earnings per share growth between 20 to 25 percent. How will the organizing function contribute

to the accomplishment of these goals.

A : The organizing function will be very contributing, because without organizing the starbucks

franchise would be in disarray because of the vast number of the outlets and it would led to the

difference between qualities, thus making it hard to maintain let alone the expansions and the

target net-worth

Q : Starbucks has said it wants people who are “adaptable, self-motivated, passionate, and

creative team players.” How does the company ensure its hiring and selection process identifies

those kinds of people?

A : The Starbucks company first select its potential employees via online recruitment and face to

face interview, then proceed with various trainings to filter and give the recruits (or partners)

skills that they needed for the job they applied for such as barista, roaster, managers and so on

Q : Select one of the job openings posted on the company’s website. Do you think the job
description and job specification are adequate? Why or Why Not? What changes you might

suggest?

A : Almost everything are adequate, from the barista’s line to support center line because the

focus and the requirements for the real time job are realistically put in the information box

Q : Evaluate Starbucks training efforts. What types of training are available

A : Starbucks trainings are as followed

-23 hours of initial training

-29 hours of training shift supervisor

-112 hours of assistant store manager

-320 hours as store managers

-200 hours as the district managers

-mandatory coffee class

Q : Pretend that you’re local starbucks manager. You have three new hourly partners (baristas)

joining your team. Describe the orientation you would provide these new hires

A : first I would like to give them the initial trainings so they could get oriented with starbucks

and their job environment and then proceed to give them the mandatory coffee class

Q : Would you classify starbucks environment as more calm waters or white water rapids?

Explain. How does the company manage change in this type of environment?

A : Starbucks environment is calm water, because it does not need to change much in terms of

management and organization. The company manage the change by constant evaluation and

constant innovation

Q : Using exhibit 13-11, describe starbucks innovation environment.

A : Starbucks innovation environment is very open since the motto is “we recognize that the

right people offering their ideas and expertise, will enable us to continue our success”

Q : Which of the company’s Guiding Principles affect the organizing function of managements?
Explain how the managers deal with

(a) Structural issues

(b) Communication issues

(c) HRM issues

(d) Change and innovation issues.

A : “Develop enthusiastically satisfied customer all of time”

(a) The manager would surely helping things in frontline with baristas if the need arrives

to achieve this satisfaction needed for the consumers

(b) The managers would surely suggest and voice their opinions of their consumers to

ensure each and every need of the consumer are fulfilled

(c) HRM would be focused on the speed and the quality in order to satisfy every

customer

(d) The managers would pitching in the change and innovation of the menu and

merchandise. Also the managers will adapt on the situation at hand to reach the

satisfaction most of it customers needed

monmon
Ethical Dilemma Excercise

> option C: working individually with every employee in the lowest rank performers by developing a
plan for improvement in 90 days is better than having to change the low ranked performers into the
Top rank and avarage rank groups, this decision is not good because it is not only unfair to the top
rank and average rank, but also not good for the environment company, covering the employees
who are not competent and not in accordance with the standard, these people can also hinder the
main purpose of the company. Low rank performers also can actually be a burden for the company
and should be improved or eliminated, because they provide performance that is not maximal.

Now, with this option C we can improve the performance of our lowrank performers to develop a
performers, we develop a plan to raise the performance of low rank performers, and we see an
increase in ciner ...