Starbucks Mission Social Responsibility - 736 Words

For the first assignment, please read Case 2, Starbucks Mission: Social Responsibility and Brand Strength on pages 319-326. Answer the questions at the end of the case, plus this question: In what other ways does this case relate to the concepts that we have learned in the chapters so far? 1. Why do you think Starbucks has been so concerned with social responsibility in its overall corporate strategy? Starbuck is concerned about its social responsibility because it is a very highly visible part of the company’s ethical practices. As the book stated, ethical practices and issues that are highly visible will have great influences on how the public perceives the company and their products or services. This perception is the†¦show more content†¦It is also unique because providing these benefits have contributed to the company’s stability that shown through lower turnover rates and higher productivity from the employees. This uniqueness adds to Starbucks ethical practices as it shows that it cares for its employees and will attract more consumers that value the same level of ethics. 3. Do you think that Starbucks has grown rapidly because of its ethical and socially responsible activities or because it provides products and an environment that customers want? I think that it is because of both practices done by Starbucks. A company as big as Starbucks is made up of so many pieces that effect one another, so to have a good medium there has to be uniformity in everything it does. A decision whether its ethical or not will affect the next decision and so forth, so being both ethical and providing what the customers want has to be valued at the same level of importance for the company to be successful. For example, if Starbucks only focused on ethics and social responsibilities made products that help promote that but doesn’t appeal to the customers, they won’t get much business. On the other hand, if all they cared about was what the customers wanted and how to make that meet those needs more efficiently, they could end up making decisions that will hurt the environment and people and will slowly lose customers as those practices surface. In what other ways doesShow MoreRelatedStarbucks’ Mission Social Responsibility and Brand Strength Essay763 Words   |  4 PagesThe case â€Å"Starbucks’ Mission Social Responsibility and brand Strength† basically discusses many things. It briefs you on how Starbucks came about in 1973 and how the company has evolved since then and the importance of defending its image. The company did many things to defend its image such as putting money back into the stake holder. Also Starbucks make a happy work environment by giving their employees full benefits. 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The Sincere Hero And His Comedic Predicament - 936 Words

The Sincere Hero and His Comedic Predicament The epic poem, Sir Gawain and the Green Knight, presents the typical medieval hero going on a ridiculous quest. Gawain exemplifies the five principles of chivalry as he addresses each challenge on his journey, making him a true hero. However, the tale places this serious hero in an absurd situation, illustrating the comical elements the poem holds as well. The measure of an honorable hero in medieval romances is his ability to follow the chivalric code. Five characteristics are typically named when describing this code: friendship, fraternity, purity, politeness, and pity. In this poem, the correlating traits are listed when the author describes the symbol on Sir Gawain’s armor. A piece of the sacred knot is said to represent several sets of items and â€Å"Of the fifth group of five he [Gawain] honoured constantly/ The first four were generosity, good fellowship,/ Cleanness, and courtesy, uncurbed and unimpaired;/ Lastly compassio n, surpassing all† (651). Throughout his quest, Gawain demonstrates his devotion to chivalry by following each of these values, even when they may seem to contradict. The classic hero’s tale is dominated by three major challenges, the first of which is initiated by an intruder in the home. When King Arthur’s court is confronted by the mysterious green knight, Sir Gawain begins his adventure by humbly asking for it. He says to Arthur, â€Å"‘ I am the weakest and the least in wit;/ Loss of my life is therefore

Cross Cultural Management of Zhejiang Tea Group

Question: Discuss about the Cross Cultural Management of Zhejiang Tea Group. Answer: Introduction It is very challenging for an entrepreneur to start a new venture. The entrepreneur practically faces pots of challenges to start a new organisation and bring stability in the operation of the organisation. Thus an entrepreneur focuses on three important areas. They are planning, implementation and achieving the goals of theorganisation. Andrew Beattie states that overcoming the challenges is the objective of the owner of theorganisation(Beattie, 2012). The objective of this assignment is to open the new business by Zhejiang Tea Group which is a very popular company that exports tea to the global market. Thus there is a need for studying the culture of the country and to study the different cultural aspects so that the entrepreneur of the new business will be able to study the market, recruit the staff and manage the staff and make better communication both internally externally. The cultural difference will reflect the cultural, social and business pattern of the Australian and Chi na people. This will offer a better planning for entrepreneur of the business. There is always a need for studying the differences between the two cultures before opening any business transaction. The entrepreneur of the Zhejiang Tea Group requires making an analysis of the cultural differences of Australia China. This will help the management to make necessary improvements in the required areas so that the tea group will be able to sustain in the Australian market. Here the analysis made by Hofstede has been discussed has been discussed. In the Australian organizations, the hierarchy has been set up for the convenient. The superior authorities of the organisation are accessible. The senior management of the organisation depends on the employees and team for the development of the organisation. The information is regularly shared between the managers and the employees of the organisation. The communication is very direct and informal in nature (GEERT HOFSTEDE, 2017). In the context of China, there are inequalities. There is the difference between the senior and junior management. People do not have their aspiration for higher rank. There is formal power distribution in the culture (Hwajung, 2013). The culture of the Australia is highly individualist culture. The society is loosely knit. The people take care of themselves and their families. The employees are self-reliant and they show initiatives in the workplace. Based on the merits hiring and promotion of the employees are made (GEERT HOFSTEDE, 2017). In China, people work in groups not focus on the individual. In the group activities, the hiring and promotion become low. The commitment of the employee to the organisation is very low. The Australian always tries to strive the best from their work. The success achievement of their life makes them feel proud. The success determines their promotion and hiring in the organisation. At the individual level, the conflict is always resolved. The goal of the individual is to win (GEERT HOFSTEDE, 2017). The Chinese prefer to work and sacrifice their family. For them, leisure time is not so important. This reflects how the people of a culture get ready to face the future whichiscalled uncertain. The people always expect a threatening situation may create problems for them in the future. In this case, the Australian remain in the between of the Hofstede assessment. The truth is also given a due care in the business. The adherence to law the rules are flexible. The organisations in the country are very small and medium size. The culture is very important for the Australian. They believe in truth. They give more respect to the culture and traditions. They focus on achieving the quick response (Linghui Koveos, 2008). The people of China believe that truth depends on the situation. They show the ability to accept the tradition and also they change if they want. The people of the country are very open and they want to express their happiness. They are very optimistic and they want to express their happiness. They prefer leisure time and to spend money for their leisure work The society has a tendency to the cynicism. The people are also very pessimistic. The desires for leisure have not been found. The people believe that they are restricted with the social norms. They do not get involved in any wrong activity. Difference in the work culture of China and Australia The people of China wear conservative dresses and they prefer to wear a formal dress in comparison to the Australians who prefer informal dresses. The China people always avoid the aggressive negotiation. They do not come to the workplace on time and they feel that punctuality is not important. They keep relaxed in the meeting time and talk to people with eye contact. They do not make small talk and expect people to wait awhile. But the Aussies do not avoid aggressive negotiation (swinburne.edu.au, 2015). They are very punctual and fond of very small talk. They consider punctuality is very important in the business and during the meeting they are very sincere. They make communication with the people through eye contact (Matthews Thakkar, 2012). The communication style of China People differs from the people of Australia. The China people talk directly with the others during making conversation. They are very direct in their communication. The Australians do not prefer direct eye contact when they make conversation with others. The people of Australia also prefer to make direct contact. The cultural difference between China and China show that the entrepreneur of the restaurant requires having the ability to manage cross-cultural situations. The owner will have to study and recognize the cross-cultural difference (Martin Nakayama, 2012). Recommendation The Australia is a beautiful land. It is an exciting place to visit. There fascinating areas and lovely local places. There are many great cafs in the country. The demand for the coffee and tea is very much. The people of the country are also fond of tea. The caf culture has been witnessed since 1980s and 90s. Thus the proposal from opening a tea business in Australia will be very interesting. The following important requirements are needed top be followed by the management of the business when it will start its business in Australia. The market of Australia is very potential for the tea business. There are many tea shops and tea houses. The global tea retailers have entered into the tea market of the country. The 80% of the population of the country live along the east coast of the country. The tea business will be very profitable as the market favors the business (Respecting Global Diversity, 2017). The recruitment of the employees will be made from the country. The company will face difficulties in managing the employees of the country (Journalpsyche.org, 2016). The cross-cultural communication will be there. The Australian people are fond of freedom and they want to excel individually. In comparison to the China, they are very sincere to work independently. Thus the company will make recruitment of the people with some experience in the culture of China (Hilton, 2007). This will help them to resolve the gap between the different styles of working culture. Cross-cultural communication is very important for the company. The company requires establishing workplace culture so that all employees will work with similar sets of rules and values. The manager should not involve in the personal and social pattern of the employees of other culture (Lowell Thakkar, 2012). Cross-cultural communication is a very important issue in every organisation that operates globally. People with a different culture, ethnic group, social pattern, and lifestyle are working in the company. Thus in order to establish the culture of the organisation the company needs to prepare organisational culture (Beattie, 2012).. This will help the employees to follow them. The managers of the organisation require working as per the individual and social needs of the employees. The manager will see that no harm in being made in the workplace that will not motivate people to work. Conclusion Cross-cultural management is a challenge for every organisation. The success of the company depends on how the employees are dealt and they are led to achieving the objectives of the organisation. The motivated employee only contributes to the growth of the company. The tea company will face a challenge from the employees from the different culture. The culture of the tea company is dominated by the culture of Chin. The culture is different from that of Australian culture. The management is very powerful in the culture of the Chinese companies. But in Australia, they are easily accessible. Thus the employee will find they are under control and they cannot work to excel in their respective field. Thus the role of the management is to reduce the cultural barriers so that the tea company will find it convenient to open its business in Australia. Bibliography Beattie, A. (2012). 5 Biggest Challenges facing Your Small Business. Retrieved from Investopedia: https://www.investopedia.com/articles/pf/12/small-business-challenges.asp GEERT HOFSTEDE. (2017). GEERT HOFSTEDE. Retrieved from https://geert-hofstede.com/australia.html GEERT HOFSTEDE. (2017). GEERT HOFSTEDE. Retrieved from https://geert-hofstede.com/china.html Hilton, G. (2007). Becoming Culturally Fluent. Communication World, 34-36. Hwajung, K. (2013). Understanding Cross Cutural Communications in the Busiuness Sector of South Korea: Case Study of Foreign Staffs in Korean Chaebols. Retrieved from cultualdiplomacy.org: https://www.culturaldiplomacy.org/pdf/case-studies/Hwajung_Kim_-_Understanding_Cross_Cultural_Communications_in_the_Business_Sector_of_South_Korea.pdf Journalpsyche.org. (2016). Alfred Adler's Personality Theory and Personality Types | Journal Psyche. Retrieved from journalpsyche.org: journalpsyche.org/alfred-adler-personality-theory Linghui, T., Koveos, p. E. (2008). A Framework to Update Hofstede's Cultural Value Indices: Economic Dynamics and Institutional Stability. Journal of International Business Studies 39 (6), 1045-1063. Lowell, C., Thakkar, B. (2012). The Impact of Globalisation on Cross-Cultural Communication. In H. C. Montiel, Golbalisation-Education and Management Agendas (pp. 1-4). Martin, J., Nakayama, T. (2012). Intercultural Communication in Contexts. McGraw-Hill Humanities. Matthews, L. C., Thakkar, B. S. (2012). The Impact of Globalisation on Cross-Cultural Communication. In H. C. Montiel, Business, Management and Economics" globalisation - Education and Management Agendas (p. chapter 13). Open access: CC by3.0 licenc. Retrieved from https://www.intechopen.com/books/globalization-education-and-management-agendas/the-impact-of-globalization-on-cross-cultural-communication# Respecting Global Diversity. (2017). Retrieved from Samsung Website: www.samsung.com/us/abountsamsung/sustainability/integritymanagement/download/RespectingGlobalDiversity.pdf swinburne.edu.au. (2015, 06 23). Australian Workplace Cultural Communication. Retrieved from https://www.swinburne.edu.au/events/departments/current-students/2015/06/Australian-workplace-culture-revised.pdf

The Welfare State - A Cost Benefit Analysis Essays -

The Welfare State - A Cost Benefit Analysis The Welfare State - A Cost Benefit Analysis The role of welfare within our society has always been controversial. This problem emphasizes the need to understand the roles of variable factors when pertaining to the subject of welfare within our society. The proposed analysis will address the phenomenon of welfare assistance and several factors which may contribute to the increase or decrease of welfare assistance to the poor in 4 ways: (1) by defining major concepts and any other concepts about which there is likely to be misunderstanding (2) by further examining the past history pertaining to the subject of welfare assistance within the United States; (3) by developing the formulation of a hypothesis which will provide for an explanation of welfare; and finally (4) determining whether or not the benefits of welfare assistance outweigh the cost. Ultimately, the purpose of this research analysis is to investigate variable factors that may contribute to the increase or decrease of welfare assistance. This cost benefit analysis is an attempt to explain the tentative assumptions of others pertaining to the subject of welfare, in order to determine and explain the relationship of welfare to the economic cost and benefits. Cost-Benefit Analysis Before welfare assistance can be analyzed there is a need to define the terms that will be used. Policies like welfare assistance are worthwhile only if the benefits to society are greater than the costs. When choosing among a set of policies, the policy with the greatest net benefit (benefit over cost) should be chosen. Hence, this is where the term cost-benefit analysis comes from. Cost-benefit analysis is a technique for determining the optimal level of an economic activity such as welfare. In general, an activity such as welfare assistance should be expanded as long as it leads to greater benefits than costs. In purely economic terms, does the benefit of welfare assistance justify the costs of welfare assistance? (Mishan 13) Why Use Cost-benefit Analysis? Since 1981, government agencies have been required to perform cost-benefit analyses called Regulatory Impact Analyses (RIA's) for all major regulations within the United States. Many statutes require that cost-benefit analysis be undertaken and the results be reported to Congress (Mishan 2). Cost-benefit analysis can also be a good way to measure how effective a policy such as welfare assistance has been, or to find ways in which a program can be improved. But, regardless of how it is used, the preparation of a cost benefit analysis provides a useful framework for consideration of the possible effects of a proposed policy. Past History of Welfare Assistance One of the first welfare programs to provide income support to the poor was a federally backed plan called the Aid to Dependent Children (ADC) program. This legislation was introduced with the establishment of the Social Security program during the Great Depression. (Rowley, and Peacock 43) The ADC program which had started nearly sixty years ago is now better known as the Aid to Families with Dependent Children (AFDC) program, which provided a federal entitlement to economic support for single parents with children younger than 18 who fell below a threshold of assets and income (Rowley, and Peacock 44). Federal guidelines allowed for each state to set its own predetermined needs standards for families of different sizes and living locations. Both the federal government and the states supplied funding for the AFDC program (Rowley, and Peacock 50). In 1996 Congress adopted the Temporary Aid to Needy Families (TANF) program by enacting the Personal Responsibility and Work Opportunity R econciliation Act which ultimately changed the structure of federal financial assistance to the states thereby abolishing the AFDC program. Another social welfare program was the Supplemental Security Income (SSI) program. Congress established the Supplemental Security Income program in 1972, with payments beginning in January 1974. It replaced the former Federal-State programs of Old-Age Assistance (OAA), Aid to the Blind (AB), and Aid to the Permanently and Totally Disabled (APTD)( Myles, and Pierson 9). An individual may have qualified for payments on the basis of age, blindness, or disability. Any person aged 65 or older was also eligible. President Richard Nixon enacted the Supplemental Security Income program with the signing of the Supplemental Social Insurance Act. The benefits under