Organizations are deemed to continuously face challenges and conflicts in their daily operations inevitably. Challenges and conflicts in workplaces are often directly related to methods of handling disputes both internally and externally or the established objectives of organizations. Company objectives act as guidelines to employees who better serve clients, with an end goal of promoting its brand. Starbuck Company is one of those organizations that has been associated with customers’ discrimination complaints specifically on two black men. Discrimination is concentrated on various aspects such as disability, age discrimination, sexual orientation, national Origin among others, and deeply ensures other parties are unequally presented, leading to negative effects on the body and mind (Temple et al, 2020). The thought of discrimination is witnessed by arresting two black men in a coffee shop for reasons attached to organizational conflict management impositions. The Starbucks story borrows insights in discrimination profiling, inhibitions of core values, ethics, and pro-active approaches in its organization together with its intense interconnections as highlighted on the paper
Firstly, the company connects core values, missions, and ethics in its operations. Missions are delegated tasks, individuals strive to produce in a particular period, usually generated through goals (Rey & Bastons, 2018). Starbucks organizations established its organization to operate underpayments terms to their customers, this is depicted in preventing the two customers from accessing washrooms before payments for transparency purposes. Core value is a principle of acting on one’s values such as honesty, efficiency, and commitment, and is thus reflected through how individuals conduct themselves (Shrestha, 2021). Core values in Starbuck organization involve a commitment to rules created by the company on handling customers, and hence reporting the issue to the police shows the high level of commitment of employees to the organization. On the other hand, Ethical practices refer to partaking appropriate stands in limiting malpractices in organizations. Chairman of Starbucks, Johnson, propagates its ethic experience by shunning off the acts of its employees, of not properly aligning on customers appraisals methods by warranting arrest to his customers. Organizational conflicts are highly dependent on core values, missions, and important ethical considerations for sustainability.
Secondly, are actions partaken by Starbucks organization. The first action in handling conflict was keeping customers informed. Informing and conversing with the two men, simply was a tool in containing the organizational boundaries to that of its clients. Johnson Communication about the acts of its employees, and to the core accused individual smoothen the harsh discrimination company profile. Secondly, is employees’ reporting. Employees reporting to authorities helped in determination and monitory processes especially on handling complex customers. The core values of employees were to accept customers with paying terms, and since the two black men walked in without validation of making purchases, and additionally refusing to leave, made it an option for police reporting. Reporting the two individuals though sparked conflicts in social media, made the organization realize the reasons for the two men visiting the place.
The last act is an admission of a mistake. Admission of mistakes creates awareness and integrity in leaders. Starbucks taking the blame of its employees shows the integrity required at workplaces, as he stakes are actions of its workforce has acted on organizational rules of accepting only paying customers, he further mentions that” companies’ practices and training led to the bad outcome”. Accepting blame by Starbucks advances on avenues to correct similar issues from taking place repetitively, as the management schedules training for employees on customer interaction skills. Starbucks organizations confronted its conflicts through reporting to authorities, accepting its mistakes, and being apologetic to the core accused.
A proactive approach refers to a process where an organization plans its schedule amicably for an efficient and desirable outcome, rather than acting when a problem presents itself. The proactive approach advances on successes of organizations before their attainment’s levels, by creating situations that would help emphasize success outcomes (Granig & Hilgarter, 2020). However, Ethical considerations in organizations that have worked on moral attributes to limit malpractices on the society gaze can efficiently be achieved by inducing the proactive approach. Firstly, being proactive in ethics equips individuals with the knowledge to react to acceptable and unacceptable issues before an ethical informality arises to derive its applicability as needed. For instance, Starbucks organization usage of the approach would have helped in solving conflicts between two customers. Moreover, proactive assists in justifying action rather than behavior in ethics (Weatherly, 2022). The proactive approach purposely creates cause and reason guidelines that speculate on what should be done in various scenarios. Lastly, proactive approaches help in the acknowledgment of time events. Individuals can transponder on what should be done at particular times. For instance, what was done previously and what should be done currently in the right way.
Summative, organization operations are vividly faced with different scenarios which need the right approaches. Core values, ethics, missions, and proactive approaches are the viable tools that prove to work in organizations similar to stark Burk Company. Amicable actions such as tentative reporting, Apologetic, and accepting mistakes are part of actions that made stark Burk maintain its stand.
References
Granig, P., & Hilgarter, K. (2020). Organizational resilience: a qualitative study about how organizations handle trends and their effects on business models from experts’ views. International Journal of Innovation Science.
Rey, C., & Bastons, M. (2018). Three dimensions of effective mission implementation. Long Range Planning, 51(4), 580-585.
Shrestha, S. (2021). Exploring organizational culture: A case study of Raisoft.
Temple, J. B., Kelaher, M., Brooke, L., Utomo, A., & Williams, R. (2020). Discrimination and disability: types of discrimination and association with trust, self‐efficacy and life satisfaction among older Australians. Australasian journal on aging, 39(2), 122-130.
Weatherly, N. L. (2022). Comments on the Ethics of Organizational Behavior Management. Journal of Organizational Behavior Management, 1-4.
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