Management is a process of assigning input in a firm through executive functions to achieve specified objectives. Professional managers plan, organize, lead, and control employee efforts (Hussain et al., 2019). They systematically utilize classified knowledge, standards of practice, principles, and code of ethics. Directors unite uses management ideals to unite efforts of workers towards attaining organizational goals (Yurtseven et al., 2018). Three significant concepts are administrative, bureaucratic, and human relations management. The administrative organization emphasizes corporate spirit, centralized leadership, and unity of action. Bureaucratic control stresses the notion of hierarchy, consistent rules, and documentation (Wang et al., 2019). Moreover, human relation management focuses on human complexity, effective communication, and conflict resolution. The paper discusses the three management concepts and their real-world application to Starbucks.
Administrative Management Concept
Henri Fayol, a senior executive and engineer, is the leading contributor to administrative management notion. The conception suggests managers’ primary functions are planning, organization, coordination, command, control, and forecasting (Hussain et al., 2019). Administrative governance guides facility orderliness, employees’ promotions, and teamwork. It balances the right to provide orders with responsibility for significant consequences. It also advocates for centralized control, where workers report to a single officer. Moreover, the interest of the organization is above those of employee groups (Hussain et al., 2019). The perception principles are discipline, centralization, justice, staff stability, rewards, unity of action, and corporate spirit.
The Starbucks top leadership is centralized, and the store manager is the chief officer. The leader operates under the district manager, who gives direct reports to the main office in Seattle, Washington (Yurtseven et al., 2018). Besides, Starbucks’ layout design is orderly, and it ensures the efficiency of workflow. It encourages a friendly setting, which aligns with the organizational culture. Starbucks focus on premium client experiences involving high prices for ample leg space in the café (Yurtseven et al., 2018). Therefore, the company aims at consumer satisfaction over space used for seats and tables. Likewise, Starbuck’s policy encourages teamwork to safeguard superior product quality and a positive working environment (Yurtseven et al., 2018). Employees learn to communicate, work effectively, and help each other in groups. The main administrative management concepts in Starbucks are centralized top governance, orderly organizational layout, and teamwork.
Bureaucratic Management Concepts
Max Weber, a German sociologist, positively contributed to management’s idea by advocating for hierarchies and flawless governance rules. A bureaucratic control model includes labor division, a chain of command, consistent regulations, and thorough record-keeping (Rao et al., 2018). The concept is an efficient and rational approach for managing organizations. Bureaucratic ideas influence firms to divide the staff into units and base them on their skills (Rao et al., 2018). Companies use guidelines to exert control, and junior workers execute senior officers’ decisions (Rao et al., 2018). However, hierarchical chains of command, standards, and procedures, which threaten employees’ freedom.
Starbucks’ management hierarchy focuses on the business functions across the globe. The firm has a human resource, finance, and marketing departments. They occupy the top ranks of Starbucks’ corporate pyramid, with the CEO at the apex (Yurtseven et al., 2018). The functional hierarchy monitors and controls the top-down operations of Starbucks. The groups have the duties of implementing generic competitive approaches and intensive growth tactics. Likewise, Starbucks uses geographical divisions to smoothen physical location-based operations (Yurtseven et al., 2018). Senior executive heads geographical divisions, while corporate human resource managers control Starbucks functions.
Starbucks implements bureaucratic management concepts by developing formal procedures in its franchises. The company remains steadfast in controlling product quality and creates a universal culture in all stores. Another example of bureaucratic control in Starbucks is the employee handbook (Yurtseven et al., 2018). The document has policies, rules, and what the company expects from workers. The beverage company keeps records to explain minimum requirements for business entities processing, manufacturing, holding, or packing food (Rao et al., 2018). The firm has an electronic system, methods of identifying controlled documents, and procedures for updating records. Employees have a clear division of labor, for instance, receiving orders, inventory, and making coffee (Yurtseven et al., 2018). Starbucks’s bureaucratic management concepts increase efficiency and standardize products’ quality.
Human Relations Management Concept
Elton Mayo, an Australian psychologist, laid the managerial perspective’s foundation by focusing on the employees’ values and feelings. According to the management idea, personal attention motivates workers more than working conditions (Omodan et al., 2020). The people-oriented concept requires managers to recognize human nature’s complexity. Moreover, it advocates for team-oriented strategies to reinforce work culture and social ties in a workplace (Omodan et al., 2020). Effective communication makes employees feel inspired and respected. Leaders modify their formality and word choice to match the tone and physical stance of customers (Omodan et al., 2020). Companies applying human relation concepts are good at conflict resolution, employee retention, and team-building.
Starbucks has many training programs to equip workers on the company values and foster them to clients. Employees have a strong relationship with managers and feel part of the entire organization (Yurtseven et al., 2018). The company meets both full-time and contractual staff’s social well-being and gives them healthcare, vision, and dental insurance. Besides, Starbucks’ unique benefit is the adoption assistance program, which reimburses workers’ specified amount of expenses while adopting a child (Yurtseven et al., 2018). The reward boosts employee retention, motivation, recognition and reinforces social ties in the company.
Moreover, Starbucks notes human nature complexity and advocates for work-life balance. It is difficult for overwhelmed employees to balance challenging job demands and family duties (Yurtseven et al., 2018). The company teaches employees to develop realistic schedules, seek relaxation approaches, and take tour vacations. A staff who has worked for 240 hours is eligible for paid time off and sick leave (Yurtseven et al., 2018). The organization’s human relation management concept is critical in work-life balance and employee recognition.
Administrative management concepts advocate for orderly organizational structure, centralized governance, unity of control, and teamwork. The Starbucks’ top management is centralized, and the store manager is the chief officer. The administrators operate under the district manager, who gives direct reports to the main office in Seattle, Washington. Bureaucratic ideas inspire firms to divide the staff into skill-based units and uphold hierarchical chains of command. Starbucks uses employees’ handbooks to set out procedures, rules, and expectations for every unit of workers. Human relation management is a people-oriented approach, which appreciates human complexity and advocates for employees’ recognition. Starbucks notes human nature complexity and supports work-life balance. It is difficult for overwhelmed employees to balance challenging job demands and family duties Firms should integrate management concepts to increase their productivity, promote product quality, and strengthen employees’ satisfaction.
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