Organizational Culture and Communication at Starbucks Term Paper by kompot

Organizational Culture and Communication at Starbucks
This paper reviews Starbucks's corporate culture and communication with inside and outside stakeholders.
# 116857 | 1,490 words | 13 sources | APA | 2009
Published on Oct 26, 2009 in Business (Companies) , Business (Administration) , Business (Management) , Communication (General)

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This paper analyzes the mission and core values of Starbucks Corporation, one of the most well-known U.S. companies. The paper analyzes Starbuck's value statement's role in giving direction for the organization operations, the contribution of its success and compares the espoused values with actual values lived by the company and its employees. The writer also discusses the interaction of communication with corporate culture: how the organization's values impact the communication style and how communication affects the corporate culture. The paper also explains how conflicts can be used to improve communication and build a successful business organization. The writer concludes that core values and communication of those values are important contributors to an organization's success; however, unprecedented changes might require revision of the values and corporate culture.

Starbucks and its Core Values
Organizational Behavior and Communication Paper
Communication and Corporate Culture
Conflict's Role in Communication
Conclusions and Recommendations

From the Paper:

"Starbucks' rapid expansion, mixed record of being socially and environmentally responsible corporate citizen is constant source of discussions within senior management, individual shops, fan and hate sites alike. As a truly global organization, Starbucks is also facing with diverse perception of the values it represents. Opening up a dialogue with interested parties at local and global level, leveraging on the interest it spurs and the vast human resources can result in collision of very different views on the path the company should take in the future to preserve its core values and address practices criticized by many. Listening to constructive criticism from various stakeholders will allows Starbucks to consider various course of options, ensure wider acceptance and find means to retain the small company feeling even as it gets bigger."

Sample of Sources Used:

  • Beebe,S.A.,& Masterson,J.T. (2006). Communicating in small groups: Principles and practices (8th ed.). [University of Phoenix Custom Edition e-text]. Boston: Pearson. Retrieved August 18, 2008, from University of Phoenix, COM/530--Communication for Accountants Course Web site.
  • Dentch, C. (2009, January). Starbucks to End Continuous Decaf Brewing After Noon. Retrieved August 20, 2009, from
  • Flynn, B. & Lorraine, V. (2008). The great drain robbery. The Sun. Retrieved August 19, 2009 from
  • Leroux, M. (2008, December 1). Starbucks slows down to taste the coffee as fairtrade becomes focus. The Times,51. Retrieved August 17, 2009, from ProQuest Newsstand. (Document ID: 1604178851).
  • Levering, R. & Moskowitz, M. (2009). FORTUNE's 100 Best Companies to Work for(r). Great Place to Work(r) Institute. Retrieved August 19, 2009, from

Cite this Term Paper:

APA Format

Organizational Culture and Communication at Starbucks (2009, October 26) Retrieved September 18, 2020, from

MLA Format

"Organizational Culture and Communication at Starbucks" 26 October 2009. Web. 18 September. 2020. <>