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Starbucks and Ethical Practice

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Starbucks and Ethical Practice

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Creating a community

Johnson did not use the Starbucks shared values as the cornerstone of his decision making because there was initially no companywide policy to ask the customers to leave. Hence, the decision was based on the manager of each store. His decision to shut down all the stores for unconscious bias training was aligned with the company’s mission, which is creating an environment both safe and welcoming crucial for all the stores. From the way Johnson handled the incident, he promoted the relationships between the customers and employees as he took full responsibilities of his employees and accepted that the customers were hurt by the arrests, and further, he had a dialogue with the two men on what Starbucks had to do differently. That action of discussion portrayed a sense of connectedness and shared value between the company and the customers.

Encouraging ethical conduct

Johnson openly accepted that his decision was based on morality and ethics when in his apology, he said regrettably, their practices in the company had resulted in the worst outcome. This means his decision was then based on the morals and ethics of their company. His apology and the actions he took promoted created awareness on security for the customers of the company, which is one of the ethical responsibilities of the company. Johnson’s move and apology resulted in a positive difference to the society served by the company, and this was revealed as he shut down all the stores to advance training to the managers on ethical practices in cases similar to the first incidence of arrests. He also meets with community stakeholders to learn what they should have done better. These actions portrayed a sense of social responsibility for the company. For the employees and customers of Starbucks, Johnson encouraged ethics by having the dialogue with the two men arrested to learn what they should have done and also offering proper practice training among the employees.

Showing discipline in one’s role

From the study case, it is evident that Johnson accepted full responsibility for the faults of his employees and accepted that their customers were hurt by the arrests. Therefore he offered the direction of correction by stating that the employees will be offered more training, including when to call the authority and the company to also carry thorough investigation of the practices that resulted in the incident. Johnson identifies ways like having dialogue to collaborate with others as he went further to meet the two victims of that incident to discuss with them what was their expectations. Again consulting the community stakeholders is another way to collaborate with others when necessary as Johnson did. In this incident, Johnson appears to understand his role in fixing the problem as he finds the answers to this incident by promising to analyze the practices which led to that incidence, meeting community stakeholders to discuss what can be the answer to such issues once they arise.

Clarifying culture

With his action moves, Johnson put clear his values and that of the company by accepting that the customers did not deserve that, and that was the fault of his employees. He shows his ethical values through that and also taking full responsibility for those actions. For the company, Johnson clarifies its value by stating that Starbucks operates to create an environment that is welcoming and safe for everyone. His apology and follow-up actions aligned to the core values for the Starbuck. For instance, stated that the company employees went astray of the company values. There was the training which followed the incidence, and it resulted in using of third-place policy which means customers can use the Starbuck facilities without buying, states the actions to be taken if customer tends destructive and aims at creating a culture of warmth and belonging to everyone and safety for all to align with Starbuck mission.

Designing ethical systems

Actions taken by CEO of Starbuck had impacts beyond the company, and this is because it was a sign of social responsibility for him to get advice and opinions from the two arrested black men (Sicart, 2018). This implies that he used those opinions in decision making, and this created a new name for the company to the public. This is a good precedent for other companies to follow to ensure they align with the ethical issues of their organizations. His apology resulted in a conversation about unconscious bias in the workplace as unconscious training was a different way of decision making and probably not familiar with the employees. Johnson’s apology was distinct from those of other CEOs from other companies as it was followed by a procedural and intermediate solution. This is because Johnson had a dialogue with the incident victims and community stakeholders to get the necessary opinions to be implemented, and finally advancing training to the employees. This is different from the other CEO’s mostly would have fired those security men (Collins, 2018).

 

 

 

 

 

 

 

 

 

References

Collins, D. (2019). Designing ethical organizations for spiritual growth and superior performance: An organization systems approach. Journal of Management, Spirituality and Religion, 7(2), 95-117.

Sicart, M. (2018). Values between systems: Designing ethical gameplay. In Ethics and game design: Teaching values through play (pp. 1-15). IGI global.

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