Starbucks is one of the 100 best companies to work for in the United States (Weiss, 1). With more than 90,000 employees across the country, the company has worked to be a proactive employer that empowers and rewards its employees well. Starbucks (1, 1) includes in its Mission Statement two principles: "provide a great work environment and treat each other with respect and dignity" and "embrace diversity as an essential component in the way we do business." These are the key principles upon which the firm bases its HRM policies. In addition, the company is proactive in providing even part-time employees with medical benefits although the rising costs of providing health care benefits, including dental care, may make it difficult for the firm to continue this policy in the future, Starbucks remains committed to offering such benefits to the extent feasible.
Starbucks' vision is to become the premier provider of high-quality coffees and related products to discriminating consumers willing to pay upscale prices for coffee and other products. It seeks to become the kind of employer that offers its workers multiple benefits and career growth opportunities. As has been suggested, its image embraces its values, which are embedded in its corporate culture and its strategy (Ivancevich, 222).
A major issue confronting HRM at Starbucks is the effort by organized labor to unionize it employees. Recently, Starbucks settled a complaint from the National Labor Relations Board (NLRB) about unfair labor practices in three New York City stores (Maher and Adamy, B1). Many concerns regarding the company's resistance to unionization have been expressed, particularly by the unions, but Starbucks remains determined to resist unionization. It maintains objections to unionization not only because of the possible costs of this process, but because it feels that it offers its employees multiple advantages that could not be provided if unio...