Not Just a Cup of Joe: Starbucks’ A Successful Organizational Culture The Starbucks story began in 1971 in Seattle’s Pike Place Market, selling high-quality dark-roasted coffee in small batches. The bean roaster and retail store was originally started by three partners, Jerry Baldwin, Zev Siegel, and Gordon Bowker. The three later sold the company to Howard Schultz in 1987. Howard Schultz had a strategy and a vision for the company that established its as one of the major corporate success stories of the late 20th century. The vision of founder Howard Schultz was inspired by Italian coffee bars/beverage retailer. Having experienced the espresso and coffeehouse culture of Italy, he envisioned developing and evolving a similar coffeehouse culture in the United States. He wanted to build a environment a brand that would create relationships. Our Starbucks Mission Statement: “to inspire and nurture the human spirit – one person, one cup, and one neighborhood at a time” (Starbucks, Our Heritage). Starbucks believes that communicating culture, values, and best practices through its people and being connected to community and the environment will insure the a successful organizational culture. A successful organizational culture is based on adaptability, involvement, clear vision, and consistency. Starbucks has each of these attributes and implements them in every aspect of its relationship model. Preliminary research shows that organizational
Warner 2 culture is related to organizational success (Williams, 2008). Adaptability is to notice and respond to the organization’s environment while maintaining important values and behaviors. When encouraging involvement it gives a sense of importance. Having a clear vision is a must have so that all involved are aiming for the same goal and doing such through core values and behaviors. Lastly, consistency with regards to