Formal teams are teams whose structures are clearly defined mainly of the basis of specialization. In these types of teams, the members are not equal and every one of them has a rank (Moorhead & Griffin, 73). For example, there are managers, supervisors and other junior employees. It is worthy noting that every member of a formal team performs their specific duties. For example, managers stay in their offices and issues directives to their juniors. On the other hand, informal teams have no structure and all team members are seen as equal regardless of their specialty.
In these types of teams, any member can perform any task.
A team in Starbucks consists of three to six people and this helps the employees to know each other well. Any opinion expressed by employees is given an equal significance regardless of their position.
The top management at Starbucks work together with their juniors which makes them more familiar and closer compared to other bureaucratic companies.
The management at Starbucks treats all employees as equals and this is aimed at reducing the gap between the employees and the management.
The top management at the company believes that employees are its main spirit. Consequently, the management adopts an interactive organizational structure that makes the employees love their jobs and perform them with passion.
a) The size of a team is an important factor because it determines how well the team members know each other. This is important because it brings about cohesion in the work place.
b) The first benefit of Starbucks having small teams of staff in every branch is that the team members get to know each other better. Secondly, it improves communication within the group.
From the Starbucks case study, it is clear that there are three major issues that the company needs to address in its planning process namely listening to the opinion of its employees, equal treatment and ensuring good welfare for the employees.
Equal treatment — this is one of the major issues that the company needs to address in its planning process. Equal treatment requires all employees to be treated equally regardless of their position. According to the case study, it is clear that the management at the company treats all employees as equals and refers to them as partners. This is important because it narrows the gap between the employees and the management. Treating every employees fairly and equally in the workplace results in a friendly working environment. Consequently, if the issue of equal treatment is addressed in the planning process, it will help in creating closer working atmosphere and good management (Rynes & Rosen 64).
Listening to the employees — listening to the employees is other issue that requires to be addressed in the planning process. From the Starbucks case, it is clear that the company wants every employee to take part in developing plans and work as a team to achieve the set goals. Consequently, the company’s principles and policies are communicated to all employees, and there is no restriction in the employee’s individual opinions. By listening to the employees, makes them feel important which in turn motivates them hence increasing their productivity (Rynes & Rosen, 83).
- Moorhead, G., Griffin, R. W. Managing organizational behavior. (10th ed.). Cengage Learning., 2012. Print
- Rynes, S., Rosen, B. A field survey of factors affecting the adoption and perceived success of diversity training. Personnel Psychology, 1995. Print
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