Organizational values are the guiding principles that dictate how a company treats its employees, customers, and managers. These values influence the culture and climate of an organization and can be shaped by HR policies (Wang, 2013). The primary organizational values of Starbucks Corporation are customer satisfaction, employee diversity, team working, innovation, and employee well-being. The diversity policy at Starbucks Corporation is designed to create a workplace that is reflective of the communities it serves. The anti-bullying and harassment policy protects employees from discrimination and harassment. The dignity policy ensures that all employees are treated with respect and dignity. The well-being policy promotes employees’ physical, mental, and emotional well-being. This policy is committed to providing resources and support for employees to maintain a healthy lifestyle. The health and safety policy protects employees from risks to their health and safety. This policy is committed to providing all employees with a safe and healthy work environment (Stankevičiūtė, 2018). This essay aims to analyze the role and contribution of the five HR policies mentioned in influencing the values of Starbucks Corporation.
Employee diversity and equity policy
The employee diversity and equity policy at Starbucks Corporation contribute to its employee diversity values by recognizing employees for their differences in race, gender, age, disability, nationality, and cultural background. The policy is enforced through various practices, such as diversity training for all employees, equal opportunity in recruitment and job applications, performance appraisals that gauge employees for practicing diversity, and a commitment to multiculturalism in the workplace (Karakhan, 2021). One limitation in the practice of the employee diversity policy is that some line managers may be ignorant of the procedure and its importance. A possible recommendation to improve this limitation is to provide training for line managers on employee diversity and link their performance appraisals and rewards to practicing variety in their departments. To assess how the employee diversity policy is practiced in the organization, one could interview HR personnel responsible for enforcing the procedure and employees from various backgrounds to get their perspectives (Geolingo, 2022). One could also review the documentation on the policy, such as the employee handbook, to see how it is communicated to employees. Additionally, one could attend diversity training sessions or other events related to the policy to see how it is implemented in practice.
Employee respect dignity at work policy
The employee dignity at work policy at Starbucks Corporation contributes to the company’s values of employee respect and dignity. The policy aims to treat employees with respect, dignity, courtesy, and ethicality at work. The procedure is enforced through various practices, such as sensitivity training for all employees, discrimination awareness campaigns, and a commitment to a respectful and harassment-free workplace (Winchenbach, 2019). One limitation of the employee dignity and respect policy is that some line managers may focus more on sales targets and reducing costs than on treating employees with respect. A possible recommendation to improve this limitation is to train line managers on practicing employee respect and dignity while managing staff toward company targets. To assess how the employee dignity and respect policy is practiced in the organization, one could interview HR personnel responsible for enforcing the procedure and employees from various backgrounds to get their perspectives. One could also review the documentation on the policy, such as the employee handbook, to see how it is communicated to employees (Mujtaba, 2020). Additionally, one could attend sensitivity training sessions or other events related to the policy to see how it is implemented in practice.
Anti-bullying and harassment policy
The company’s anti-bullying and harassment policy reinforces its commitment to advocating employee anti-bullying and anti-harassment values. The main principles of the company’s anti-bullying and anti-harassment policy are to identify, investigate and disband behaviors of management bullying staff and team bullying other staff. The policy also aims to identify, analyze and dissolve behaviors of sexual harassment in the workplace (Harrison, 2020). An example of how this policy is practiced in the company is through the whistleblowing policy, which makes it confidential for employees to raise alleged bullying issues and ethnic or sexual harassment. The employee will then ensure the investigation process of the claim. A limitation of how the policies for anti-bullying and anti-harassment are practiced in the company is that staff has the perception that identifying cases of bullying and harassment will not be investigated where the policy exists for ‘lip service’ purposes with no actual implementation (Cismaru, 2018). Staff may also have a fear of victimization if any claim is made. A recommendation to improve on this limitation is to increase communication and transparency around the policy and to ensure that all employees are aware of the procedures for reporting and investigating cases of bullying and harassment.
Well-being policy
The well-being policy at Starbucks Corporation reinforces the company’s commitment to employee satisfaction and employee well-being as central organizational values. The main principles of the policy are to create a working environment where employees’ health and safety, work-life balance, well-being, and work enjoyment are promoted (Herrera, 2021). The procedure is enforced through various practices, such as job design strategies matching jobs to employee traits and lifestyles, provision of employee counseling services, and monthly aerobics exercises. One limitation in the practice of the well-being policy is that some employees may not be aware of the policy or the resources available to them. A possible recommendation to improve this limitation is to train employees on the well-being policy and the resources public to them. Additionally, one could interview HR personnel responsible for enforcing the policy and employees from various backgrounds to get their perspectives (Ekpo, 2022). One could also review the documentation on the policy, such as the employee handbook, to see how it is communicated to employees.
Health and Safety
The health and safety policy at Starbucks Corporation reinforces the company’s commitment to employee health and safety as a significant organizational value. The main principles of the policy are to create a safe and healthy work environment for all employees (Tikson, 2018). The procedure is enforced through various practices, such as providing safety training for all employees, regular safety inspections of all work areas, and a commitment to a safe and healthy work environment. One limitation in the health and safety policy practice is that some employees may not be aware of the policy or the resources available to them. A possible recommendation to improve this limitation is to train employees on the health and safety policy and the resources public to them. Additionally, one could interview HR personnel responsible for enforcing the policy and employees from various backgrounds to get their perspectives (Sanchez Herrera, 2021). One could also review the documentation on the policy, such as the employee handbook, to see how it is communicated to employees.
Conclusion
The significant policies that shape the organizational values of Starbucks Corporation are the diversity policy, the anti-bullying and harassment policy, the dignity policy, the well-being policy, and the health and safety policy. These policies contribute to the company’s values of customer satisfaction, employee diversity, team working, innovation, and employee well-being. The policies reinforce the company’s commitment to a diverse, respectful, and safe workplace (Yoon, 2018). One way to improve these policies is to train employees on the policies and the resources available to them. Additionally, one could interview HR personnel responsible for enforcing the policies and employees from various backgrounds to get their perspectives. One could also review the documentation on the guidelines, such as the employee handbook, to see how they are communicated to employees.
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