Starbucks Coffee is the leading coffee shop globally. It manages over thousands of branches across Asia, United Kingdom, Ireland and Central Europe. The world's favorite coffee shop's objectives and goals is very important in strategic and retail and service industry.
Since Starbucks is a very big company, managing diversity in the organization is a broad and complex issue. Stakeholders and managers encounter difficult challenges in establishing a multicultural company that truly gives importance to diversity. In order to achieve success, the management of Starbucks needs to shift their traditional methods, change the approaches of operation, implement organizational culture, revise policies, make new organizational structures and reinvent their human resources systems. This a venti (using their language for the biggest size of frapucinnos) order and indeed may be so hard and complex that Starbucks accepted that they need a new paradigm to be the backbone of their organizational management and the managers as well. Starbucks manage diversity using some strategically created methods on employee relations objectives. The management of workforce diversity should involve the examination of the organizational culture, recognition of organizational behavior factors, and determination of these elements' effect on diversity management and the transformation of these behavioral aspects so as to support their employees' workforce diversity.
Starbucks is keen in training and educating their employees in order to develop the principles of diversity and this is done according the company objectives. The next step is to enhance and implement the measures in initiating change inside the organization. Lastly, the process of change and its impact to Starbucks are regularly evaluated. In using these methods, the workforce diversity management in Starbucks though is a very long process, is a very efficient method for them. Moreover, the company's culture has a great impact to the practices, values and the company's operation.
