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Hello Class,

So far this class seems exciting, it doesn't seem to be flat. I hope I remember everything the professor spoke of this last week.   I haven't been in school for a while, but am pumped to be back in the saddle. I hope to to put myself in gear and get my homework done in time. I know with the right frame of mind I can do it. Now it's time for me to put the pedal to the metal and put on my favorite cassette while I finish my homework.

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The textbook defines control as, “ensuring that an event occurs as it was planned to occur.”  You can have all the charisma and charm in the world, but do you have the ability to execute what you say your going to do.
Fyre fest was a seemingly great idea, but was not well executed at all.

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I first went into one of these Amazon Go stores, a couple years ago. I remember feeling like I was stealing, but then by bank account reminded me. 😑 It’s pretty weird to just walk into a store and then walk right out with merchandise.

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Introducing Amazon Go and the world’s most advanced shopping technology

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If you’re not on social media, do you even exist? It’s a silly question, but many managers these days rely on social media to scout out future employees. When I was a manager, the first thing I did after I read someone’s resume, was look them up Facebook. I did this because it’s a way to peer into someone’s personal life a bit. I wanted to see what was important to them.

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Social media is a huge platform for management to find information on what people are into these days. Instagram influencers have thousands of “followers.” Companies can pay these people to sell product. It’s very effective with the millennial consumer.

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Some people seem to be born leaders, but most of us need a little help in the area. Here are some basic attributes of leader. I have a few, but there’s still some things I need to work on.

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Here’s an interesting article on what motivates people at their job. Of course, we all expect a paycheck and that’s ultimately main reason why we’re there. But we also, spend so much of our time and energy at work, there has to be than just money to motivate us.

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Every individual person has different motivations for working at a job. The reasons for working are as individual as the person. But, all people work because the workplace provides something that they need from work. The something that you obtain from your work impacts your morale, your motivation, and the quality of your whole life.

Consequently, making sure that you are receiving the benefits that most motivate and make you happy at work is profoundly significant. Here are thoughts about employee motivation, what people want from work, and how you can help employees attain what they need for their work inspiration and success.

Work Is About the Money

Some people work for their love of the work; others work for personal and professional fulfillment. Other people like to accomplish goals and feel as if they are contributing to something larger than themselves, something important, an overarching vision for what they can create. Some people have personal missions they accomplish through meaningful work.

Others truly love what they do or the clients they serve. Some like the camaraderie and interaction with customers and coworkers. Other people like to fill their time with activity. Some workers like change, challenge, and diverse problems to solve. As you can see, employee motivation is individual and diverse.

To underplay the importance of money and benefits as reasons why people work is a mistake, too. While money will not be your employees' most significant motivator or even the motivational factor they'd first mention in a conversation but earning a living is a factor in any discussion about employee motivation.

According to a roundup of research on what creates employee motivation in the "Harvard Business Review," "The fact that there is little evidence to show that money motivates us, and a great deal of evidence to suggest that it actually demotivates us supports the idea that that there may be hidden costs associated with rewards. Of course, that doesn't mean that we should work for free. We all need to pay our bills and provide for our families-but once these basic needs are covered the psychological benefits of money are questionable."﻿﻿

Got Money? What's Next for Motivation?

Surveys and studies dating back to the early 1980s demonstrate that people want more from work than money.

Meaningful work

"Organizations that provide their members with meaningful, engaging work not only contribute to the growth of their bottom line but also create a sense of vitality and fulfillment that echoes across their organizational cultures and their employees' personal lives."﻿﻿

Employee recognition

Only 33% of people feel that they were recognized the last time they went the extra mile at work, according to the "TINYpulse 2019 Employee Engagement Report." Another 25% of the employees surveyed said they felt as though their employers consistently valued their hard work-a drop of 16 percentage points from the previous year. About 33% of employees surveyed said they felt undervalued.﻿﻿

Employees want to be valued for a job well done by people they hold in high esteem. People want to be treated as if they are adults who think, make decisions, try to do the right thing, and don't need a caretaker watching over their shoulders.

The basics are:

Control of their work inspires motivation

This includes such components as the ability to have an impact on decisions that affect their job; setting clear and measurable goals; having clear responsibility for a complete, or at least a defined, task; job enrichment; tasks performed in the work itself; and recognition for achievement.

To belong to the in-crowd creates motivation

Belonging to this key employee group includes items such as receiving timely information and communication; understanding management's formulas for decision making; team and meeting participation opportunities; and visual documentation and posting of work progress and accomplishments.

The opportunity for growth and development is motivational

Growth and development include education and training; career paths; team participation; succession planning; cross-training; and field trips to successful workplaces.

Leadership is the key to motivation

People want clear expectations that provide a picture of the outcomes desired with goal setting and feedback and an appropriate structure or framework.

Recognition for Performance Creates Motivation

In "The Human Capital Edge," authors Bruce Pfau and Ira Kay say that people want recognition for their individual performance with pay tied to their performance.

Additionally, the authors found that a disconnect continues to exist between what employers think people want at work and what people say they want for motivation.

"Employers far underrate the importance to employees of such things as flexible work schedules or opportunities for advancement in their decision to join or leave a company. That means that many companies are working very hard (and using scarce resources) on the wrong tools," say Pfau and Kay.﻿﻿

People want employers to pay them above-market rates. They seek flexible work schedules. They want stock options, a chance to learn, and the increased sharing of the rationale behind management decisions and direction.

What You Can Do for Motivation and Positive Morale

You have a lot of information about what people want from work. Key to creating a work environment that fosters motivation is the wants and needs of the individual employees. The most significant recommendation for your takeaway is that you need to start asking your employees what they want from work and whether they are getting it.

The Bottom Line

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What People Want to Obtain From Work for Personal Motivation

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Every individual person has different motivations for working at a job. The reasons for working are as individual as the person. But, all people work because the workplace provides something that they need from work. The something that you obtain from your work impacts your morale, your motivation, and the quality of your whole life.

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It’s not an easy task as a manager to motivate/inspire people to do their jobs. I’ve often felt frustrated from people’s lack of motivation. I wonder if this type of motivation would help. 🤣

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One way that Starbucks motivates it’s employees, is by offering health benefits to all.

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Empowered to live life well

Starbucks succeeds when our partners do, and we believe that success is best when shared. Our world-class benefits and programs for eligible part- and full-time partners are tailored to your needs. Your Total Rewards package includes base pay and bonus, be nefits, retirement savings, stock and perks.

Coffee and Tea Markout
Partners are eligible to receive a free pound of coffee or box of tea every week.

In-Store Discount
Partners receive a 30% discount on purchases of beverages, merchandise and food.

Starbucks recognizes partner contributions at all levels of achievement through formal and informal programs.

Partner Networks
These employee resource groups bring together partners with common interests, helping connect them to growth opportunities and ways to serve communities.

Affiliate Discounts
Partners enjoy discounts at local and national retailers as well as select providers of benefits like auto, home and pet insurance.

Care@Work by Care.com
All U.S. partners have access to up to 10 backup care days for kids and adults per year, plus senior care planning and a premium membership to Care.com.

Spotify Premium Subscription
All U.S. partners enjoy full-service Spotify, choosing what to listen to, creating radio stations and accessing Starbucks® in-store playlists.

Elite Athlete Program
Starbucks supports partners participating in athletics at a world-class level.

Matching Gifts Program
We match partners' individual contributions of financial gifts or time to eligible nonprofits; up to $1,500 per fiscal year.

On-Site Gym, Daycare and Dry Cleaning
Partners working in the Starbucks Support Center enjoy multiple services under one roof, designed to enhance work-life balance.

Starbucks Total Rewards

From free coffee to pay bonuses, Starbucks partners enjoy some of the most competitive and comprehensive benefits available. Click below to view our complete U.S. employee benefits package guide.

Every effort has been made to communicate this benefit information clearly and in easily understandable terms. If there is any discrepancy between the information set forth above and the legal plan and trust documents, the terms of the legal plan and trust documents always govern. Starbucks must also reserve the right to amend or terminate any benefit Plan referred to herein in accordance with its terms.

ACCESSIBILITY SUPPORT

Starbucks Corporation is committed to offering reasonable accommodation to job applicants with disabilities. If you need assistance or an accommodation due to disability, please contact us at: 206-318-0660 or applicantaccommodation@starbucks.com

STARBUCKS IS AN EQUAL OPPORTUNITY EMPLOYER

All partners and applicants will be treated fairly, without regard to race, color, religion, sex, national origin, age, physical or mental disability, sexual orientation, marital status, military or veteran status, gender identity and expression, genetic information, or any other factor protected by law.

© 2021 Starbucks Coffee Company. All rights reserved.

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Benefits and Perks: Starbucks Coffee Company

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Empowered to live life well Starbucks succeeds when our partners do, and we believe that success is best when shared. Our world-class benefits and programs for eligible part- and full-time partners are tailored to your needs. Your Total Rewards package includes base pay and bonus, be nefits, retirement savings, stock and perks.

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We hear the word, “team” quite a bit in the workplace. It becomes a bit a redundant, especially when you just feel like a cog in the system. But in truth, we all bring our special skills to the table and if we’re not working cohesively with fellow employees than something at some point is going to fail.

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I’ve dealt with this alot in past work experiences. I used to work in the tech industry and with that comes working with a high number of introverts. Most of them were very smart, but terrible at communicating. Some managers think their smarts can get them through, but you also need to know how properly communicate ideas.

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I remember seeing this little bit of advice in our textbook in chapter 12. It almost made me chuckle. Such a simple human thing like eye contact, which most of us learn as children, is being discussed in a college textbook on management. What’s even weirder is the amount of people,including managers, I’ve worked with that will look at their phone or the ground while talking to you.

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When HR wants to “talk”. 😬 They always say, “they’re  just here to help”.

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Communication is so important as a manager. Don't take advice from Homer Simpson.

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A lot of companies these days, in particular tech companies, are changing up the traditional work culture. Some are even reinventing the traditional work space environment. Imagine working inside one of these spheres. It’s a far cry from the traditional beige cubicle environment many of us have  experienced.

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Inside Jeff Bezos' Amazon Spheres in Downtown Seattle

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Yes! There are cheaper places to buy clothes, but Nordstrom's customer service is unparalleled. They empower their employees to deliver the best customer service they can. There is hardly ever a time where you as the customer ever need to say, "I need to talk to a manager."

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To improve the customer experience and customer service at your business -whatever your size, whatever the nature of your business-I suggest benchmarking the greats of customer service wherever you can find them. And Seattle-based has been serving up a superior customer experience to customers ever since John Nordstrom cashed in his Alaskan Gold Rush claim to fund his first store in - I kid you not - 1901.

So, whether you're in retail, hospitality, construction, banking, or technology, here are five quick lessons to take home right now for turning yourself into "the Nordstrom of [fill in the blank]."

1. Hire right, and then empower your employees. Sadly, I need to pause her for a mythbusting moment. That thing about Nordstrom's employee handbook consisting of just one line ( "Use your best judgment in all situations. There will be no additional rules.") isn't true. Sorry. [You can read the 12-page Nordstrom Code Of Conduct here; the line, "Use your best judgment" is just part of the remaining thousands of words of the Code.] However, sometimes myths get started because they reflect an essential reality. And this idea of a single-line employee directive to "use your own best judgment" does reflect the right way to succeed as a customer-focused business: Hire the right people and then empower them to be creative in support of their company and their customers, rather than micro-policying every moment. And I mean empowerment not as an add-on, but as their job; make it clear to your employees that it is their job to take creative action, without asking permission, to think up the right solutions to issues that couldn't really be fully encapsulated by a predetermined set of policies anyway. This is how you get the most out of your employees-and how your customers get the most out of your organization.

2. Make it personal: When you shop at Nordstrom, you have "your" person, by and large. This can be ad hoc, as in the salesperson who moves swiftly with you to help you select and ring up your purchases when you rushing into the store on your lunch break, or it can be longer-term and more comprehensive attention from a personal shopper who selects clothes she thinks will work with you, alerts you of the latest arrivals, and diplomatically warns you of what should be on your personal "what not to wear" list. So assuming that your business isn't a clothing store, how can you make it personal? Simple ways include always sending marketing from an email address that can actually be replied to; having actual employees (with actual names, at least first names) handle your online chats, allowing employees to respond authentically to customers rather than slavishly having to follow scripts.
3. Charge what you're worth, by minimizing price as a consideration.
Years ago, my friends and I used to joke that Nordstrom's marketing slogan should be "We Will Not Be Oversold." Our juvenile snark aside, don't be afraid to charge what you're worth, or what you need to charge to keep the lights on. To be able to do this, though, takes two elements: guts and providing an experience for your customers that minimizes price as a consideration. The "guts" element is what lets you charge what you're worth; the experience is what makes paying those prices worthwhile to your customers. The more your business "thinks like Nordstrom" -makes it clear to customers that you have their back, makes the experience pleasurable and safe and personal - the more price fades into the background rather than being the central consideration.

... though you can still have fun with pricing. Nordstrom does have its half-yearly sales for men and for women. Does this fit with what I've written above about minimizing price as a consideration? Maybe not exactly, but...the Nordstrom sales are an experience, a chance to bring some excitement to the retail experience. They're also a chance for a brand to show good faith; my personal Nordstrom shopper (Joanne Hassis at the King of Prussia, PA store, if you're curious) makes a point of refunding the difference between full price and the sale price for anything I loyally bought from her at full price in the weeks leading up to the sale.

4. Use technology to streamline the customer experience and achieve "digital parity." Department stores are a venerable business model, yet Nordstrom has an entire technology team devoted to streamlining the experience of retail for its customers. Specifically, Nordstrom is taking an approach that you need to embrace as well: striving for what I call "digital parity." This is the idea that every business, offline or on, needs to be as good as the best purely online companies. One specific example from Nordstrom: They're eliminating the need to wait in line to pay; with their mobile technology you can pay wherever you are-for example, as you are trying on shoes-with no queuing up needed. (You don't have to wait in line when you're online to pay, so why should you have to in the physical world?) Another example? Nordstrom's embrace of 3D foot-scanning sizer technology to uncover your unique foot criteria (the precise height of your arches, for example) in order to match you to the perfect shoe without the need to try on every pair in the house.

5. Stay modest and always think how much better you can be than you are now. When you're great at something, you can become narcissistic and prance around and preen, or you can do the opposite. Nordstrom, in my experience, studiously takes the second approach. They never-never-talk about how great they are, how great their customer service is. (They're very much the un-Zappos in this regard.) No press releases, no nothing on this subject. Yet they're held up as one of the true paragons of a great customer experience by so many (including me).

And this modesty keeps them open to improving. When I've covered Nordstrom in the past, I've received some lovely comments from Nordstrom employees, often running the following lines: "Thank you for recognizing us; it's heartening to hear; we're always trying to improve and be better than we've been before-for the benefit of our customers." Now that's a recipe for success
Micah Solomon is a Seattle-based keynote speaker, customer experience consultant, customer service consultant, trainer, and bestselling author.

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What Any Business Can Learn From Nordstrom Customer Service

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To improve the customer experience and customer service at your business -whatever your size, whatever the nature of your business-I suggest benchmarking the greats of customer service wherever you can find them. And Seattle-based has been serving up a superior customer experience to customers ever since John Nordstrom cashed in his Alaskan Gold Rush claim to fund his first store in - I kid you not - 1901.

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Often companies  share with us their story with catchy slogans. Here are some memorable ones.

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Working for or starting a start-up sounds exciting. Most people can only dream of starting one on their own. They can be highly  unpredictable/unorganized places to work. In my experience most of them have extremely smart people working for them, but there isn’t a strong leader who can organize and facilitate the work structure.

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Decisions can be hard to make, especially in the business world. As much as most of us would love In-n-out to come out to Jacksonville, there are many decisions and big moves that would need to be made in order for this happen. It might not be best move for them, even though they would probably make a lot of money. They would have to think of their future and the image they currently hold. Here is a photo of a new In-N-Out opening in Medford, OR. Notice the line, which is typical for any new In-N-Out opening.

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It’s helpful to make a plan that’s easy for everyone to understand. When presenting a business plan, you may be presenting to a wide variety of people. I like what this library did. It’s clear, numbered and even color coded. A child could probably understand what they’re trying to put across. This is a skill I wish to possess some day.

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This article goes over similar topics that were discussed in the textbook,  but I find this a little more easy to read. It gives a basic overview of management planning.

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The most memorable thing about this module was creating a SWOT analysis.

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Starbucks! What started as a little coffee shop in Seattle, Wa, is now in cities all over the world. Check out this one in China. Looks a little different than our drive thru locations here in Jacksonville.

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Here’s a personal example of my experience with global  e-commerce. I shop quite frequently on Etsy.com. It’s a website where you can buy unique, handmade items like, jewelry, clothes, journals, and art.  I’ve bought homemade items from all over the world. I don’t purposely seek to buy things that are made internationally. I just like the item and don’t really care where they’re made. It’s not until I go to purchase that I’ll notice it’s being sent from overseas.

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Etsy - Shop for handmade, vintage, custom, and unique gifts for everyone

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Find the perfect handmade gift, vintage & on-trend clothes, unique jewelry, and more... lots more.

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This article brings up some interesting marketing strategies. It almost makes me wish I would’ve thought of them. The key to marketing is knowing your audience. The article talks about McDonald’s global strategy, which was also discussed in class. They sell and advertise  different products based on location.

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What is Global Marketing? See 13 Businesses with Brilliant Strategies

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A global presence is possible for any business with a creative strategy and an understanding of world markets. Here’s how.

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Working internationally is great experience. I’ve had the pleasure of teaching English in China for a couple years and it made me a better person. Here in this article are some good reasons on why to work internationally or for a global business.

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11 Key Characteristics of a Global Business Leader | Darden Ideas to Action

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How do you learn to conduct international business effectively? Learn the skills that help leaders work across regional, national and subnational boundaries.

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You can be a great leader and run a successful business, but that doesn't mean everyone is going to like you. I'm from Seattle, WA, which is home to the successful coffee shop, Starbucks. In 2006 Howard Shultz, the CEO of Starbucks sold the Seattle Supersonics(NBA team). A number of people in Seattle have still not forgiven him for that one action.

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This video makes me laugh. I love Seinfeld and his writing style. Its also goes to to show that basically anyone can be manager. You just have to have the right credentials or do what George did and just put on on your resume. =)

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George Costanza on Risk Management (Seinfeld S08E06)

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Is the “perfect manager” out there somewhere? Ha! There are some great managers though. Here’s a helpful little article on what makes managers effective.

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Good managers are difficult to find in the corporate woodwork. Finding someone who possesses all of the qualities of a good manager is even more difficult. You've seen them -- the supervisors who have an infectious love for the organization and the ability to make decisions with empathy and knowledge. It often seems as though organizations have trouble finding these managers because there are few and far between, but we don't have that problem at my marketing agency, Red Branch Media.

It's not because we have a huge hiring budget or because we invest in pricey training programs (neither of which are bad things). It's because we know which qualities will make great managers and which qualities can spell disaster in a leadership position. Here are the ones we look for in our key players.
They Love the Company Culture
Good managers are great leaders and high achievers, but the managers? They like unique qualities about the company that might turn others off. They become invested in not only the company but the culture therein. Chris Edmonds , CEO of The Purposeful Culture Group, said: "Most managers invest far greater time and energy on their team or company's products and services than they do in their work culture -- yet culture drives everything that happens in their organization, good or bad."

Our best managers take this to heart. They are constantly talking about what they can do to make the company better and how it compares (favorably) to other jobs. Even when they don't love their duties, they love the culture.
They're Positively Contagious
A positive attitude can go a long way. Managers who have a good attitude during the workday don't complain about projects that need to get done. They look for solutions to finish them before the deadline. According to Gallup, 51 percent of managers have mentally checked out from their job and their company. We have one manager who is so excited about her job and inspiring greatness in her co-workers, we have to tell her to stop working. Her drive to be better affects everyone around her.
They Can Sustain Focus
The key to overall success? Prioritization and the ability to focus for an extended period of time. Specifically, they can manage multiple projects at once to make sure everything gets done on time and completed to client (or company) specifications. Bhavin Parikh , CEO and Founder of Magoosh Inc., said: "Lack of focus is the reason many small companies fail. The best managers solve that problem through ruthless prioritization. They identify the three most impactful projects from a list of ten and focus their team on those three. They help keep their employees' proverbial plates just the right amount of full."

We have a "Brancher" who has built his entire job around delegating tasks to the team and ensuring that everything is completed on time. He does this by meeting with his team when he needs to and then putting his head down to get the work done.
They Lead With Their Head and Heart
Empathy for employees is important -- everyone goes through professional and personal struggles that can affect their work. The best managers are emotionally intelligent; they have the ability to lead their employees and guide them with understanding. If top performers have , it stands to reason then that your managers should have it too. The high emotional intelligence best managers, however, understand that compassion doesn't equate to subpar performance, and they nip issues in the bud before they carry over to the quality of work output, even if that means carrying some of the burden themselves.
They're Honest
A managerial position is no place for a dishonest employee. Your best managers will tell their team the information they to hear, not what they to hear. Sometimes the truth hurts, but that's the only way your team can grow. At Red Branch Media, we have a very transparent culture, using weekly "micro" feedback and open communication channels to avoid dishonesty in everything from deliverables to deadlines, cliques and creative.
They Take Accountability
A well-rounded manager will take charge of their own goals and, on the same note, take responsibility when things don't go according to plan. They foster a culture of accountability so their employees understand the importance of responsibility for their actions as well. According to an analysis published in Harvard Business Review, 46 percent of managers rated poorly on holding their teams accountable. I help my managers avoid this by holding them accountable when they are frustrated with contributors on their team. If they feel passionate enough about an issue to come to me with it, they need to be able to have a productive conversation with their employees as well.
They're Effective at Making Decisions
If supervisors can't make decisions for their team, how can they expect to guide them towards the finish line for projects or goals? The truth is, they can't. That's why the best managers have the ability to make decisions with a wealth of information -- in a short amount of time -- to get the best results from their team.

The best managers are hard to come by, and with good reason: they have to be emotionally intelligent, honest and hold their team to the same performance and accountability standards that they hold themselves to.

There's not a single tool out there that will assess the ideal match of a manager to the team. Their resumes might illustrate the skills and the experience they have to lead a team, but that doesn't necessarily mean they will be a manager. Rather, there are innate personality traits to be aware of, and this is something only an excellent judge of character can ascertain before hiring (or promoting).

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The Seven Qualities That Make Great Managers So Effective

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Good managers are difficult to find in the corporate woodwork. Finding someone who possesses all of the qualities of a good manager is even more difficult. You've seen them -- the supervisors who have an infectious love for the organization and the ability to make decisions with empathy and knowledge.

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Like him or not, Steve Jobs was an incredible manager, who knew how to be leader. I liked when he said.
"If you wanna hire great people and have them stay working for you, you have to let them make a lot of decisions and you have to be run by ideas not hierarchy. The best ideas have to win, otherwise good people don't stay."