Starbucks Coffee Company uses its organizational structure to drive the business development of the global coffee industry. A business that includes management and leadership, communication, change strategy and governance, and other variables that are critical to business success. Starbucks continues to evolve to tailor its organizational structure. For example, we acquired other companies in the existing organizational structure (eg Etoswater, Seattle's Best Coffee) and adjusted the structure of the company to expand our business. Learning from other multinational organizations, the company uses structural features to optimize and properly manage its operations.
Organizational Structure Types and Characteristics
Starbucks has a matrix organizational structure, which is a hybrid combination of properties that differ from the main organizational structure types. The structural design in this case has intersections between the various components of the company. The product area of 'the company overlaps with the functional group. And a geographical department that overlaps with the rest of the organization. The following are the main features of the structure of the Starbucks Coffee Company. Hierarchical structure.
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The functional hierarchical function of the organizational structure of Starbucks coffee is related to the grouping of business functions. For example, a company has a human resources department, a finance department, and a marketing department. This segment is most evident at the higher levels of Starbucks' corporate structure. For example, in headquarters, this role is hierarchical, where z enables top-down monitoring and control, and the CEO is at the top level. Develops and implements the overall strategy of a fast-growing competitive Starbucks throughout the company.
Geographic units. Company Structure
Starbucks Coffee is geographically divided based on the actual location of the company. The company operates three regional businesses in the global market: (1) America, (2) China and Asia Pacific, and (3) Europe, Middle East and Africa. In addition, Starbucks Coffee's organizational structure in the US market includes (a) West, (b) Northwest, (c) Southeast, and (d) Northeast. There are top management in each regional department. Each regional manager reports to two or more supervisors: a regional manager (eg, President of Europe, Middle East, and Africa) and a functional manager (eg, corporate HR manager). You can have the closest geographic management office to your Starbucks business. Requirements The heads of each division have the flexibility to adapt their strategies and guidelines to specific market conditions.
Product area.
Starbucks has a food division in its organizational structure, such as product lines, a coffee and related products division, a roasting division, cups, and other product types This is a characteristic of this company. This structure allows Starbucks to focus on product development. The company develops and updates its products with the support of its organizational structure. This development provides the company with the competitiveness it needs, especially considering the threats identified by Starbucks's SWOT analysis.
The team looks best at the lower levels of the organization, especially in the cafeteria. For example, the company formed teams in each cafeteria to provide products and services to customers. Through the details of the Starbucks corporate structure, companies can provide efficient and effective services. Customer service team efficiency is a key factor influencing the financial performance of a company's kiosk and points. Starbucks' corporate culture influences how teams achieve efficiency. Development depends on teams and factors based on appropriate human resource management strategies.
The success of Google LLC depends on the effects of organizational structure and culture that support superior innovation. Theoretically, the organization of a company or the structure of a company is based on the overall design of the organization for an array of components and resources. A company's organization and culture is a collection of employee beliefs, values, behavioral tendencies, and expectations. Google's organizational structure is unusual because it emphasizes flatness. As the organizational culture of the company. No. It is common. This is to emphasize change within the enterprise and direct social ties. This theory believes that a clear consistency of corporate structure and culture can increase the chances of success, and these benefits are the ongoing development of Google's Internet in the global industry. It will be reflected in the service and information technology business.
Organizational Chart
Organizational Chart Google cultivates the organizational culture of the company to maximize innovation. Innovations help improve the brand image, which is the main benefit identified by Google LLC's SWOT analysis. The consistency of corporate culture and corporate structure helps to enhance the competitive advantage of the corporation. Apple, Amazon, IBM, Intel, Microsoft, Facebook Snap Inc. (Snapchat), Twitter, and other international companies to establish strategic goals. Google's example demonstrates the consistency and effective use of corporate structures and cultures to achieve the strategic goal of developing technology for business growth. This consistency fosters the advancement of the workforce skills the company needs to advance to achieve Google's corporate vision and mission. Google has a cross-functional organizational structure that is a technically highly integrated corporate matrix structure. This consistency is the definition of the structural characteristics that underpin a company's growth and competitiveness. The main features of Google and its corporate structure are the definition of functions, the definition of products, and the unification.
Google's corporate structure is based on the ability to group employees. For example, a company has a sales department, an engineering design group, and a product management group. The company also uses the product as the basis for a group of employees. For example, bring together company employees to develop a pixel device. Google has a group of different products and a relatively flat company structure. A flat organizational structure means that Google employees, teams, and groups can bypass middle management and communicate directly with senior management. The plan structure of the company allows employees to meet and exchange information between teams. Google's organizational culture is uncommon, but in part due to the influence of the company's organizational structure. In essence, structure and culture interact to influence the cultural capabilities and characteristics of an organization. Key Features of Google Corporate Culture:
Opening is the sharing of information to improve Google's business processes. It is realized through the matrix organizational structure. As part of Google's organizational culture, employees can share their thoughts and opinions, such as at meetings with executives. Innovation is also at the core of Google. Encourage all employees to provide innovative ideas. This corporate culture also helps develop the intelligence of Google employees. Its purpose is to motivate employees to do their best. It also helps employees participate in projects and experiments to test new ideas. Google's corporate culture creates a warm social environment. Heat is an element that facilitates the exchange of information. And employee satisfaction. The organizational culture of the company creates an environment for small businesses where people can easily share ideas. In this way, Google's corporate culture supports superior innovation through its ability to exchange ideas and respond quickly to global development.
The Break and Mouton Model
Leadership Management Grid, also known as the Management Grid, was proposed by Robert Blake and Jane Mouton. According to this model, you can determine your leadership style based on your ability to focus on factors of people and productivity. The two-factor, leadership table identifies five leadership styles. Each style has its place in the 19-point system of caring for people and caring for production. Provide a friendly and pleasant work environment to subordinates. It is very important to increase the spontaneity of the load. If the employee's motivation is not high, performance may suffer. Team leaders are characterized by high personal needs and results orientation. Intervention managers must trust their employees' commitments and give them decision-making power and autonomy. Positive environment and human relationships. This style is based on the leadership theory of Y McGregor.
Starbucks has more of a team management focus while Google has a county club vibe to it.
Summary
Organizational design is carried out by business leaders and key decision-makers, whose decisions are based on their own experiences, values, and beliefs (Cole and Kelly, 2011: 256, Nadler and Tushman, 1997: twenty-one). Based on what is considered the best and most efficient design for the company; In fact, cultural factors prove to be just as important. Organizational culture is the basic assumption and conviction shared by the members of an organization, which acts unconsciously and helps to define the company's vision of itself and its operating environment (Schein 2010: 219234). but can also slow down the necessary development and evolution if internal values and customs do not reflect external changes. Organizational structures and cultural influences can therefore influence and limit the strategic development and ultimately the competitiveness of a company to maintain competitive advantages and avoid any strategic drift (whereby culture and organizational factors determine the company and not the needs of customers and key stakeholders), both critically and their effects should be regularly considered by managers and executives.
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