| Organizational Change Chart |
| | | | Select one for each category | | | | | Notes (suggested action for improvement) |
| Vision: (Write the Vision of the organization. Rate the employee knowledge of the organizational Vision [1 - no knowledge, 5 - know it well].)
Treat people like family, and they will be loyal and give their all. | | | 1 | 2 | 3 | 4 | 5 |
| Mission: (Write the mission of the organization. Rate the employee knowledge of the organizational Mission [1 - no knowledge, 5 - know it well].)
To inspire and nurture the human spirit – one person, one cup and one neighborhood at a time. | | | 1 | 2 | 3 | 4 | 5 |
| Purpose: (Write the purposeof the organization. Rate the employee knowledge of the organizational Purpose [1 - no knowledge, 5 - know it well].)
To establish Starbucks as the premier purveyor of the finest coffee in the world while maintaining our uncompromising principles while we grow.
| | | 1 | 2 | 3 | 4 | 5 |
| Values: (List the values of the organization. Rate the employee knowledge of the organizational Values [1 - no knowledge, 5 - know it well].)
Starbucks has various values at its core including developing a welcoming culture associated with warmth and belonging. Also, the corporation holds itself accountable for results and strives in delivering the best in all its undertakings. Moreover, Starbucks aims to connect with not only dignity and respect, but also with transparency.
| | | 1 | 2 | 3 | 4 | 5 |
| Diversity: (List the types of the diversity observed in the organization. Rate the overall diversity of the organization [ 1- no diverse at all, 5 - highly diverse].) Starbucks, as a global brand, respects and exercises various diversities incuding ethnicity, race, religion, age, gender and disability. Additionally, the company embraces diversities associated with cultural backgrounds, thoughts and ideas as well as life experiences. | | | 1 | 2 | 3 | 4 | 5 |
| Inclusion: (Rate the overall involvement of the diverse groups in all the decision making and process for change [ 1- no involvement at all, 5 - highly involved])
| | | 1 | 2 | 3 | 4 | 5 |
| Goal: (write the goal set for organizational change. Rate the overall goal acomplishment [ 1 failed to meet the goal, 5 - sucesfully met the goal] ) After the 2007-2008 financial crisis, Starbucks set a goal to increase overall revenue. The company utilized various strategies to achieve this crucial goal and indeed by 2010, the company had increased annual revenue to $2.6 billion.
| | | 1 | 2 | 3 | 4 | 5 |
| Strategy: (list the strategies followed to implement the organizational change. Rate the overall effectiveness of these strategies [ 1 - very poor strategies, 5 very successful strategies] ) Starbucks utilized two strategies including Kotter’s eight step change management approach and the Higgins 8S of successful strategic implementation to achieve its desired change management.
| | | 1 | 2 | 3 | 4 | 5 |
| Communication: (list the communication means used in the organization to communicate organization change and change progress. Rate the overall communication effectiveness in the organization [ 1 - very poor communication, 5 very successful communication] )
Starbucks used various modes of communication including meetings, internal memos, emails and telephones to actively engage all stakeholders in the change management process. | | | 1 | 2 | 3 | 4 | 5 |
| Considering the above goal for organizational change and the existing organizational culture,
rate Kotter's 8-Steps to Change, on a scale of 1 (did not observe) to 5 (highley observed) during the implemented procces |
| Kotter's 8-Steps to Change | | | Select one for each Step | | | | | Notes (suggested action for improving the process) |
| 1 | Step One | Create Urgency - The 2007-2008 financial crisis necessitated for change in Starbucks as the firm lost value as a result of an overall deteriorating market. | 1 | 2 | 3 | 4 | 5 |
| 2 | Step Two | Form a Powerful Coalition - Howard Schultz, Starbucks' CEO, addressed need for change among the top leadership to form a powerful guiding principle. | 1 | 2 | 3 | 4 | 5 |
| 3 | Step Three | Create a Vision for Change - This vision focused on repossessing customers and rebuilding lost reputation. | 1 | 2 | 3 | 4 | 5 |
| 4 | Step Four | Communicate the Vision - Various methods of communication including meetings and internal memos were utilized by Starbucks to allow all stakeholders to walk the talk. | 1 | 2 | 3 | 4 | 5 |
| 5 | Step Five | Remove Obstacles - The next step involved gaining everyone's attention to achieve set goals as well as appropriately dealing with any resistive force. | 1 | 2 | 3 | 4 | 5 |
| 6 | Step Six | Create Short-Term Wins - Various plans aimed at developing measurement strategies to determine the effectiveness of quick change goals were implemented. This was to determine whether or not the firm was moving in the intended direction. | 1 | 2 | 3 | 4 | 5 |
| 7 | Step Seven | Build on the Change - After it was determined that the implemented changes were bringing positive results, the firm entirely embarked on maintaining the changes. | 1 | 2 | 3 | 4 | 5 |
| 8 | Step Eight | Anchor the Changes in Corporate in Corporate Culture - Starbucks ensured that the implemented changes that lead to reorientatition and strategy variations were permanently anchored. | 1 | 2 | 3 | 4 | 5 |
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StarbucksOrganizationalChange.xlsx
