September 17, 2014
Handling people, making them like you and trying to win people to your way of thinking and being a leader is all of what Dale Carnegie’s book, “How to Win Friends and Influence People”, is all about. There are numerous principles that are discussed and reviewed. Are all organizations focusing on “becoming generally interested in other people?” “Do they arise in the other person an eager want?” As a former Starbuck’s Barista, I have indulged in the coffee life. It was the first job opportunity that I received in high school and had led me along the road of professionalism for four-years. In that time, I had thought about leaving, but never really did. Why? It is the way that Starbucks handles their beliefs. They most definitely treat their workers well with countless benefits that most part-time jobs do not offer, and most importantly, they strive to make a connection with their partners so that they may do the same with every customer. Their general interest goes far beyond the company and a cup coffee.
Background Information Starbucks Corporation is the leading roaster, retailer, and marketer of specialty coffee in the world. Aside from the variety of coffees and coffee drinks, they have a wide range variety of teas, pastries and other food items. Their store supply expands to espresso machines, coffee brewers and CDs, too. As a large and successful company, they wholesale their coffee to other businesses that include restaurants, education and healthcare institutions (n.d.). A company that opened in 1971 grew to become a coffee revolution in the United States and beyond.
Starbucks and their General Interest The most critical point for Starbucks Corporation to achieve success is not only the quality of their products that they supply to their consumers, but the atmosphere of cooperating and the amount yielded from teamwork in retail sales. This is what is most essential for companies to do: motivate, reward and train their employees to be the best quality personnel. The corporation puts forth the best for their employees (2013). Motivation is a vital factor in businesses, especially in the production process. Starbucks does not really look at their partner’s duties as labor, but more so passion. As an insider, I honestly loved what I did. I genuinely grew an interest for coffee, my coworkers and my customers. Why? It was the environment that each of my managers had set for myself and the team that made me will to be there. One most valuable things I have walked away with and noticed (because Starbucks was my only job), was that they refer to their employees as partners. This is a form of equal treatment; which is essential in Starbucks, because we do not really see a title as being higher ranked than one other—it is more so to specify who is in charge of what duties. Managers, assistant store manager, shift supervisors and baristas are all referred to as partners, which in terms, creates a much closer and more familiar atmosphere. Starbucks does this well and it does contribute to their general interest in their employees. Equal treatment is still a problem in the work force, but with Starbucks, the company tries their best to minimize that issue within. With the management chain still in effect and each of the individuals referred to as partners (for equal treatment), Starbucks also has a great organization of communication. In four years of working for Starbucks, all my managers were very understanding of my situation when it came to getting days off for reasons that include school, family emergency or vacation. The company does its very best to accommodate to their partners (just as I had experienced) in order for them to enjoy life outside of the retail walls. Management tries it best to meet the wants and needs of every individual working for the corporation. Policies of Starbuck’s change practically on a yearly basis. Whether