Organizational Analysis:

This week, you need to submit the project of your organizational analysis paper and provide the supporting evidence for your analysis. The paper should be no less than 8 pages and no longer than 10 pages, must include references in APA format, and be written using APA formatting style.

  1. Identify an organization (or unit within an organization) that you believe excels in high-quality relationships and enabling conditions for team performance. This organization can be from any industry.
  2. Develop a scorecard for evaluating the organization or unit. At a minimum, you should include information on the mission and philosophy of the organization or unit, strategic projects, and analysis and implementation of findings. Refer to the Webliography of the course to learn how to construct a balanced scorecard.
  3. Make your case based on available first-hand or second-hand data about how the organization scores in terms of relational capability and enabling conditions for team performance. You will need to submit your scorecard as well as the evidence you utilized.
  4. Describe the selected organization or unit. Include the following details:
    1. A statement and an introduction regarding why this organization excels in team building and high-quality relationships
    1. A description of what prompted the organization to focus on these variables, if known
    1. The rationale for selecting the issue—its significance or importance in relation to team-building efforts and the success of the organization
  5. Summarize the processes or programs that make this organization successful.
  6. Describe the attributes that made those processes or programs effective.
  7. Explain how the programs might be translated to your present organization. If you do not currently work, refer to a previous employer or discuss with someone employed and glean how they feel the programs or processes could be applied to their organization or unit.
  8. Include all sources used in the reference list in APA format. You need to include at least five cited references.
  9. Include a reference to the scorecard developed and used.
  10. Include references to substantiate the claim that the organization excels in quality relationships. The second-hand information must be correctly cited.


NSG7000 Organization and System Leadership for Nursing



            Starbucks performs exceptionally well in building relations and availing a conducive environment for team performance. Relationships herein comprise of customers, suppliers, and employees. The company started its operations in Pike Place Market, Seattle, WA on 31st march. Starbucks majors in the sourcing and production of coffee products. This case study evaluates Starbucks through a scorecard. The analysis shows how Starbucks scores based on settings set for team performance.  The scorecard will highlight and analyze facts within Starbucks missions and philosophy and its strategic projects. When describing the company, the reason behind the choice for team building and high-quality relationships will be dispelled. The rationale of settling on the variables and their significance towards success will be discussed. The study will review Starbucks process and programs that have propelled the company to success. Also, the traits of Starbucks process and programs will be described. In the end, relation of Starbucks programs and processes with my previous employer is done.

Starbucks Evolution and Success Story

           Ever since its inception, the company continues to excel in all divisions.  Before Howard Behr took over the management of Starbucks, only 28 stores existed. Mr Behr. Perceived that for the organization to expand, employees had to build a relationship. After Howard left the helm of the company, there were over 15000 new stores (Starbucks.com). The achievement was made possible by the rapport in the firm. Behr successor assimilated his vision and chumminess to the company staff. The leadership style in Starbucks is that of putting other interests and thoughts first. Starbucks executive team believes in taking care of its employees to excel.

 The pursuit of better team performance and quality relationships in the company are the pillars behind Starbucks success. The company been evolving and innovating its products and services.  Belief and good cross-sectional relationships with dealers, financiers, distributors and retail stores prove that Starbucks believes in teamwork (Kay, 2019). As a result, the company has grown from a small enterprise to a multinational company. It is present of over 60 countries. However, most of its proceeds are collected in the United States. The stores and franchises are located in the country.

Applying the Balanced Scorecard for Starbucks

Action plan Partner to maximize reach Brand recognition Globalization best practices         
Mission, vision, philosophy  and strategy
Business Processes Improve clarity of offering Ensure program impact Manage program as a portfolioImprove information service
Culture InclusionEmbrace Social community
Innovation and learning Technologytraining continuous improvementProvide a positive performance driven culture Increase consulting knowledgeStakeholders Measures Win-win dealer relationsService excellenceEmpowermentImprove brand imageCustomer value  

Sources: Ardisa, A. (nd); & Hongdiyanto, 2016.

Starbucks’ Mission and Philosophy

 Starbucks has positioned itself as the leading processor, seller and marketer of coffee beverages. With multiple outlets around the globe, Starbucks mission is to rear, foster develop people and portion the idea that a “cup of coffee” would make a difference. Starbucks aim is to drive coffee drinking culture or habit in the entire world regardless of whether a country grows coffee or not. Starbucks philosophy is to create relationships with everyone so that they can enjoy the luxuries of life (Chang, 2020). Starbucks aches for people enjoy sips of quality coffee anytime they feel like. However, Starbucks does not intend to change tea drinkers to embrace coffee instead. The company opens doors for willing customers to enjoy its products. Starbucks mission and philosophy implies that the company is geared towards promoting relationships with anyone who is interested.

Starbucks Relationships with Customers and Other Stakeholders and Reason for the Decision

 Starbucks marketing team realized that marketing was unattainable without building relationships. Starbucks is certain that if it satisfies customers need, a good relationship yields. Customers are entitled to enjoy comfort and armistice in the stores (Chang, 2020). Starbucks connects with nonprofit organizations, other business and its customers to steer change. Each of the mentioned partners comes with a set of skills and expertise, which helps Starbucks to grow. Starbucks practice ethical sourcing which involves the community. The partners include but not limited to American Red Cross, business for social community, Abyssinian Development Corporation, Calvert foundation amongst others.

Starbucks relationship with its customers is fascinating. The company offers various services to customers to draw their attention. The company offers free Wi-Fi, cozy chairs and customized cups with customers’ names always to remember the good gesture. Starbucks reward loyalty program has connected customers to the company (Chang, 2020). Even though the reward program expresses gratuity to customers, it is a marketing tool which helps the increase sales. Drive through and walk-up kiosks bearing Starbucks services resonate well with customers because products are easily accessed. Other than offering cappuccino, customers get to experience the “home effect” (Chang, 2020).  Customers can relax and unwind after long and stressful days at work. Starbucks vow to forge good relationships with customers has yielded results because sales keep spiking.

Starbucks Relationship with Employees, motive and results of the approach

Starbucks favours a reflected employee-oriented corporate culture which builds relationships within the work environment. This culture helps the company retain skilled and talented employees in the organization. For long term development of personnel, Starbucks motivates employees. As a people-oriented enterprise, Starbucks manager communicates with employee urging them to embrace cooperation. Teamwork during job executions has created relationships (Bussin& Christos, 2018). Also, the company does not hire employees to accept authority. Employees are allowed to consult and voice their opinions with colleagues. Frequent taking amongst employees has built relationships which in turn help the company in decision making and innovation.

Starbucks perceives employees are assets and great investments. The company builds a sense of ownership for its staff. Employees feel they are part and parcel of the organization because they are eligible for a comprehensive medical cover. The beverage company brings self-esteem to employees since their interests are taken care of (Bussin& Christos, 2018). Consequently, employees feel satisfied, and then their productivity increases. When Starbucks appreciates employees’ contribution, the staff feels loved. Staff commitment to work offers customers and partners with the best experience.

Employee training improves the work environment because employees get to know what life has to offer. Training includes customer service skills, leadership skills, counselling, company philosophy, career development and work skills. Employees get to feel the people-oriented effect (Bussin& Christos, 2018). Relationship of mutual trust between employees and the company is created.  An impression of “employee value” buds from training sessions.  The genuine relationship prompts employees to give their all in their areas of work. During these sessions, employees are encouraged to contribute to discussions and give recommendations that will improve the company.

Starbucks employees usually voice their problems via opinion polls, questionnaires and surveys (Jianfei, 2014). The process supports communication, and those problems end up getting a solution. Company vulnerability to animosity is prevented through communication; thus, strong ties between employees and the employer remain unchanged. Also, Starbucks issues letters comprising of questions to its employees so that it can assess their development (Bussin& Christos, 2018). Putting the people-first principle always exhibits Starbucks compassion for its employees. Ownership culture plays an important role in promoting relationships. The respect of employee’s contributions and their interests taking centre stage has contributed to Starbucks success.

 Starbucks incentive system has contributed to a robust relationship between the company and employee (Jianfei, 2014). The company is more generous than its competitors in terms of wages. Therefore, good remuneration builds relationships (Jianfei, 2014). The company does not rely on advertising to make sales; it believes that satisfied employees are good ambassadors of the organization. Employees are eligible for other benefits and insurance covers. Other than good remuneration, the company’s stock option is open for employees to purchase. The practice is uncommon in other organizations. The more employees invest in Starbucks stock, the high the returns (Jianfei, 2014).  The company has built a relationship with its employees through the stock investment plan, which give discounted shares to employees. Such strategy has posed the question; Who in his/her right frame quit or mismanage a company which s/he is a shareholder?

Starbucks support centre role of giving information to workers creates a formidable relationship. With effective communication, employees feel that they should commit to the company for the long-haul. Good relationships produce enthusiasm to work (Jianfei, 2014).  Employees become the first line of endorses because they affirm Starbucks is a reputable organization. Employee positive attitude toward the employer gives Starbucks a competitive advantage.

Starbucks team-building strategy, its relevance and significance towards success

 Starbucks has been fostering its team-building strategy through the culture of inclusion. The company is vertically integrated comprising of employees, dealers, customers, managers, executives and other stakeholders. All of them form one large team. However, the team has stood the test of times relationship-driven approach which encourages each team member to bond with others (Sholihah et al. 2016). Starbucks labour force is considered partners instead of employees (Bussin& Christos, 2018). The term “partner” is essential in teamwork.

Starbucks invests heavily in team building because real success is collective. Howard Behar considered care for one partner meant that others would feel welcomed in the organization. The company welcomes stakeholders from a diverse background. Inclusivity paves the way for teamwork. Together, team capabilities help Starbucks to propel in the food and beverage industry. Starbucks philosophy coins that for a team to be built, great leaders must be involved. Experienced and able leaders have contributed towards the success of the coffee retailing company.

Leaders such as Howard Behr had a sense of purpose before fostering a cohesive team (Chang, 2020). Team members are aware of the forces which stand against Starbucks. For that reason, the leaders have built trust amongst all stakeholders. The believe “every member of Starbucks has unique strengths” is beneficial to the company. Also, Starbucks leaders have always found focus before building a team. All team members must overcome multiple responsibilities before achieving the ultimate goal. Focus commands mindful working and efficiency (Chang, 2020). Consequently, Starbucks has remained afloat for decades because of combined efforts from various stakeholders.

Starbucks culture has positive implications for team building. The company continues to improve its culture to bring other people on board. Its positive attitude toward high-quality relationships builds company image (Chang, 2020). Teams built have motivated the company to avoid recession. Teamwork makes Starbucks stand out from the rest. Cohesion holds all parties together for the ultimate goal of the company. All stakeholders are willing to fight for what the company stands for.

Starbucks Processes /Programs and Their Attributes

There more other than just making and marketing coffee. Customers get value from an amazing experience. Starbucks in-store experience, consistency and friendly service make the organization succeed. Starbucks occasionally develop new products (Chang, 2020). The company actualizes its purpose in the lesser tiers of the organization. Continued team building and creating relationships offer the company a chance to implement its mission and philosophy (Sholihah et al., 2016). There is an invention program which targets health-conscious clients. As a result, health-based items such as herbal coffee, herbal teas and slimming teas are being produced.

The partnership strategy allows every patron in every decision-making process. Surveys and polls are carried out ascertain desirable strategies that can be implemented in the enterprise. This strategy has set the company apart from its competitors. Starbucks programs are geared towards the need to venture and dominate the beverage market (Sholihah et al., 2016). The sales and marketing team wants to leverage the brand. The company wants to create an impression that the store can be used for a social gathering (Chang, 2020). The catchphrase “meet me at Starbucks” has become the icing in the cake because it has sunk in peoples mind. Other than just sipping coffee, people yearn to meet their friends, work colleagues, schoolmates and family at the stores.

Teamwork and continuous improvement have contributed to the success of Starbucks. The company has always acquired the best quality coffee and at reasonable prices.  Technology advancement and value addition procedures contribute to the success of the company. The company always supports new growth units. Productivity has been increasing gradually due to the increased demand for Starbucks products (Sholihah et al., 2016). The coffee retailer has performed exemplary when it comes with customer retention. It managed to retain customers by ensuring zero defects, timely deliveries and reasonable pricing.

Customers’ satisfaction has boosted sales because they are loyal customers. Recruitment of customers is steered by ambassadors and endorsers, who are Starbucks partners. In employee development and growth, the company works tirelessly to satisfy its workforce; they play an important role in production and offering services. Managers have been formulating strategies to reduce lead times, cut costs, increase production and sales, respectively.

The Best program for Starbucks that can be translated to my former employer

As I look back to my former employer BestBuy and compare it with Starbucks, I can see why the company has failed to succeed in foreign markets. Lacklustre performance evidenced in BestBuy is attributable to poor strategies. However, the company can borrow a leave from Starbucks and maybe the company will back on its feet. I have optimism that the future of BestBuy is not far-fetched as many people think. The first strategy to implement is to value, regard and treat its stakeholders with care (Sholihah et al., 2016). Communication is important when building a team or creating a relationship with stakeholders. Team effort should be an ongoing process.

BestBuy should develop services and products that resonate well with customers. It should develop values and guiding strategies that can stand even during hard times. Other than trusting the globalization and expansion process, best buys should build trust will all those connected to the organization (Sholihah et al., 2016). Trust from customers will be earned depending on how the company leaders lead (Valencia Saravia & Wang, 2016). All patrons should be the best versions of their selves. Before setting a higher bar, BestBuy should reinvent its purpose and core mission. It is only possible if the company provides a sense of community.

The company should elevate the best buy brand; refine the enterprise and headship. For a while now, BestBuy has maintained a status quo. The company should allow consensus, creativity and thoughtfulness for innovation. Employees’ oddity and valour to think outside the box should be allowed to drive inventions (Valencia Saravia & Wang, 2016). Without doubt, this mindset, BestBuy, will take a different shape and become more sustainable. Complementary skills are needed in the company team. Organizational change is required, especially in company leadership. The partner experience needs improvements so that customers can get the value of their money.

An overhaul is needed because BestBuy cannot continue doing the same thing and expect different results. Dynamism but thoughtful is essential for success. The company should integrate other groups with the same interest. Here, the groups will work side by side with a social conscience that a definite approach will restructure the method of doing business (Valencia Saravia & Wang, 2016). However, Partners in the organization should not lose sight of the company values and policies that have held the company together. BestBuy should have clearer priorities which are functional globally. I recommend the idea of being a technology company so that the company can align itself to the future. The company should designate a person to manage the technology platform. Lastly, for expansion, BestBuy should have better aspirations.


Starbucks is one of the organizations that can be considered SMART. Even with economic challenges, the company has been expanding tremendously. From its humble begins, today it is a multinational company with outlets around the globe.  Through the employment of a people-oriented approach that focuses on building relationships and quality teamwork, the company dominates in the coffee retail scope. Like in any other enterprise, Starbucks has experienced stiff competition and tough economic times, but it came out victorious.

Starbucks has come a long way in brand recognition. At some point, the company considered improvements, diversification and value addition of its products. The company allows employees and other team members to voice their opinion, which has been used in decision making and innovation. Technology advancement and employee training have helped in improving procedures and products. A free flow of knowledge has proved to benefit Starbucks employees.

Timely response to problems, customer satisfaction and good pricing has helped Starbucks withstand the extreme highs and low of the economy. Since the company sources coffee from all parts of the world, it enjoys economies of scales that have been spiking proceeds. Starbucks beats its competitors because it is always ready and open for change.

Nevertheless, the culture of inclusion has helped the company work towards achieving its mission. BestBuy has not managed to excel in foreign markets in an age where international business is the new trend. BestBuy should benchmark Starbucks so that its brand can reach the global market. The former should restructure its ways of doing business before an eventual collapse of losses. A balanced scorecard strategy like that of Starbucks would drive massive success for BestBuy. The ailing company must consider the suggested programs to adapt to the dynamic business environment full of competition.


Ardisa, A. (nd).Starbucks ‘sustainability.

Bussin, M., & Christos, D. (2018). Employee recognition and employee inclusion… one and the same? HR Future2018(Aug 2018), 40-41.

Burton, B., Boo, M., & Borissov, T. (n.d.). Balanced scorecard basics. https://balancedscorecard.org/bsc-basics-overview/ 

Chang, W. J. (2020). Experiential marketing, brand image and brand loyalty: a case study of Starbucks. British Food Journal.

Jianfei, X. (2014). Analysis of Starbucks Employees Operating Philosophy. International Journal of Business and Social Science5(6).

Hongdiyanto, C. (2016). The Implementation of Corporate Social Responsibility Of Starbucks Company.

Kay, M. J. (2019). Corporate Sustainability Programs and Reporting: Responsibility Commitment and Thought Leadership at Starbucks. In Corporate Social Responsibility: Concepts, Methodologies, Tools, and Applications (pp. 110-126). IGI Global.

Sholihah, P. I., Ali, M., Ahmed, K., & Prabandari, S. P. (2016). The Strategy of Starbucks        and its Effectiveness on its Operations in China, a SWOT Analysis. Asian Journal of Business and Management (ISSN: 2321–2802) Volume.

Valencia Saravia, J., & Wang, S. (2016). Why Best Buy’s Dual Brand Strategy Failed in Canada. The Professional Geographer68(4), 650-662.