ORGANIZATIONAL STRUCTURE- The way Howard Schultz Organizes Starbucks and Himself to Make It Popular and Successful

According to reliable statistic, they are thousands of Starbucks located in different countries around the world. In 1992. they are 165 number of stores in the world but now 2013, it increase rapidly to a number of 1,7572. Howard Schultz as a Chief Executive Officer (CEO) of Starbucks, how he able to manage it? Basically, he divided into 9 major sections :

U.S. Store Development


U.S. Licensed Stores


U.S. Finance


Partner Resources


Marketing


In-Store Experience


Global Supply Chain


Global Communications


Partner & Asset Protection

"Looking ahead, the reality we face is both challenging because we are no overnight fixes," Schultz wrote. Management is a set of functions directed at the efficient and effective utilization ofresources in the pursuit of organizational goals.

Although plant managers and supervisors are responsible for the initial organization of the teams, partners are encouraged to take over the day-to-day workings of the teams including decision making. Cross-functional teams of partners and supervisors are used to make hiring decisions. Everyone on the team has a voice in the selection process and partners are encouraged to offer their views on the candidates’ potential compatibility with the company. The company’s "Mission Review Team"—comprised of partners from throughout the company—visits Starbucks outlets to review the consistency of the stores’ operations and the company’s guiding principle of providing quality service and products.

In my opinion, democratic is used in Starbucks Company and Howard Schultz always emphasize, the key point to success is to communicate. Every different sections stated above is leaded my a manager and they are employees follow under them. Schultz's always like to communicate one with another to gain a better relationship therefore find a solution to solve it. “Every step of the way, I made it a point to under promise and over deliver. In the long run, that's the only way to ensure security in any job.” Schultz said that.

This is Schultz's organization style but Starbucks' company does not show out his organization structure completely therefore the information here is also limited.

References
Frey, Bruno. S., and Osterloh, Margit. (2002). Successful management by motivation: balancing intrinsic and extrinsic incentives. Germany: Springer-Verlag Berlin
Hall, Ashley. (2008). ABC Website: Starbucks Slashes and Staff. Available from: http://www.abc.net.au/pm/content/2008/s2318143.htm. [Accessed on 9th November, 2010]
Hammers, Maryann. (2003). Workforce Management: Starbucks is Pleasing Employees and Pouring Profits. Available from: http://www.workforce.com/section/benefits-compensation/feature/starbucks-is-pleasing-employees-pouring-profits/index.html. [Accessed on 9th November, 2010]