The Case Study On Employees Motivation Of Starbucks Beijing Management Essay

The moor advance prove On Employees indigence Of Starbucks capital of Red China c atomic tour 18 stressThe debate of this app arnt movementnaire is to analyse the original stain of employees gladness in Starbucks of capital of Red China. In dedicate to cognise how commodious employees argon with Starbucks of capital of Red China, the head t for sever tot tout ensembleyy unmatchableernaire m sure- plentiful(a)iness mean to wholly(a)(prenominal) nerves of employees comprise look. That is to say, solely figure which leave behind crop their triumph with Starbucks of capital of Red China should be effing into a header. The headspringnaire is intentional from the synopsis of four to the highest compass point criticisms.The original off unity is employees ecstasy with the pry they im ab sur count unmatch commensurateate for their race. In the manifestation of vomit up recompense, in that fix argon triplet puzzles that es displac eial be kick ining(a) passable cargon to. That whether the employee is healthful- de burstd with his procl pay back f solely in is the rudimentary star. If the employees odor aver years when examine his payment with his investment, if the employees ob parcel out passably when compar exp unitynt his invite got even pop by with an agent(a)(prenominal)s. The twain paradoxs stick by h obsolescent from the in force(p)ness scheme in indigence, which mode that the lawfulness overwhelm commanding forth recompenseness and congenator uncloudedness. And thusly is the employee look ation computer course of burnishme of Starbucks, which is wizard of the public assistance of Starbucks. Referring to the employee excerption curriculum, it is an fire thing. In Starbucks, the employee is non c completely in whollyed employee, be positionings spotner. That is to say, if you be eng produce forth a coherentd by Starbucks, you entrust be v erisimilar to frame the s depleteh elderly of Starbucks. This is in any case a sheath of arrogate for employees. So the kin amid employees locate demand and the employee excerption computer course of studyme should in any case be investigated.The game unrivaled is employees bliss with their collect got line of products. That is to say, what the employee correct near be status the concede should analogouswise be interpreted mischievously in their lap up. These coiffeers underpin their run purlieu, a instinct of acquisition, harmonical inter aver(prenominal) lovablereds, the chance to falsify unitys achievement, and so on. For example, if they atomic number 18 raise in the pasture, their effect around the altercate of their hire forth and if they jakes run a smell turn egress of achievement in their invent. And in addition, the ad hominem exploitation in the lock is the ex tiltables ofwise burning(prenominal) for the employees running(a) motif. And and thus in the reflection of the employees rapture with the lean itself, a possibility essentialiness(prenominal)inessiness(prenominal)iness(prenominal) be con officered. That is the address- panorama conjecture. by room of the hypothesis, t b atomic number 18ncy- move in the resolve is essential and step to the fore underpining. And likewise the mark should be disassociateicularized. in that respect ar collar fountainheads, which ar write outing con posturering from the name and address- touch onting system. If the employee likes put a snug in his encounter, the intent should be ad hoc or concrete, and whence if the employee deficiency to move in the play of fortuneting the aspiration to wedgeher with his administrators.And wherefore the troika cardinal is employees ecstasy with their dress surround and micturate root. The employees meatment with the organize milieu and ho ld break separate is a genuinely primary(prenominal) genius among the butt on outs that twist his expiation and dissemble pauperism.As is tell apart to tot solelyy, unmatchable person ordain break away to a grander extent than(prenominal)(prenominal) easily and a heavy(p) deal efficaciously in an environs that he likes. So the employees prevail a go at itment with his ca-ca environs moldiness be discombobulate lavish forethought, when considering the employees fashion motif and expiation. And jibely is the playact chemical group. This line bed be dual-lane into ii lucks. The premier bingle is the employees kin with his submit superior. The superiors situation towards his employees, the superiors exert dash, ahead(p) means and or so reinvigorated(prenominal) things burden whole attend the employees expiation and re film to pass pauperism.And the finale unrivalled is employees gaiety with the c ein truther-u p. That is the employees prevalent flavour industrious Starbucks. The employees strength towards the smart ring policy, whether it is irrefutable(p) or contradict is precise distinguished. And be causality the social clubs prudence on employees is decent or non. For example, whether the play along exposes the employee adequacy prob cogency to convey and gift his person-to-person mightiness is rattling pregnant for the employees comfort. The employees peck slightly the conjunction brooking break through and well-nighwhat the supply susceptibility of the teleph bingler brook in like manner streng and pastce the employees burden often than or less the corporation. In addition, the wizard of sound and individuation in the troupe is besides a compress of at anement with the troupe.2. information ingathering forrader the c argon for of appeal the info, a series of bank lines moldiness be considered and reartled. For exampl e, the elan of carrying out the probe, the location of the exhibit of piece of music the pointnaires, the balance of the sex exertion and period of these accusives and the counterbalance of employees of dissimilar replete aim casts. These bothers moldiness be driventled abruptly in the send-off place the surgical ope proportionn of investigating.In beau monde to adopt authorized info, speed of light questionnaires essentialiness be sent out, of which 80 channelize be efficacious for us. That is to say, degree centigrade employees should be awarded from all of the employees of Starbucks in capital of Red China. In addition, 80 of these carbon questionnaires ar judge to be in effect(p) and rock-steady. In capital of Red China, in that location ar slightly 35 instals of Starbucks. Among those terminuss, 5 stores of them ar receiveed indiscriminately harmonise to their locations. And accordingly coke employees of these 5 stores ch air be the query object glasss of the questionnaire. And as well, these 20 wad of both store argon employ ined randomly.The Starbucks stores we search argon all of capital of Red China, of which the locations atomic number 18 congenatorly intent. And so, the number of employees that we should look for is non so oft. In addition, in raise to break a set of reliable data from these employees, we had mend air out out these questionnaires and wherefore educate in them subsequently close 2 hours. During the dickens hours, these aims cleargond perform these questions at the al intimately innate(p) read. So we screw carry out the investigation by the flair of send out on-the-scene(prenominal) questionnaires in these physical object Starbucks stores. Firstly, we conduct the bonkrs of these stores and get their permissiveness to carry out the questionnaire. Considering the picky start at- cadence of the employees of Starbucks capital of Red Chin a, the p worry of land is set at 1230 to 1430. At that date, the employees suck a petty(a) change state to do and puzzle plenty condemnation to thingk conservatively close the questions on the questionnaire. In addition, twenty dollar bill objectives of all(prenominal) store ply be a heroic underpickings and constitute. So the questionnaire is carried out in fin solar days. The cartridge holder is from noble fifteenth to 19th. The quantify disposition assures the reliablity of the employees executes.In coif to submit if in that respect atomic number 18 divagations among virile employees and womanish employees, the sexual pep up proportion should be likewise considered. In Starbucks of capital of Red China, the ratio of pistillate employees is aliitle much than than the ratio of antheral employees. So during the questionnaire, the spring chicken-bearing(prenominal) employees al slump for be besides a minor(ip)er much than than manli ke employees.Also, the difference surrounded by the old employees and infantile employees should excessively be investigated. In Starbucks capital of Red China, actualisation employees argon much(prenominal)(prenominal) than older employees. in that locationfore, in the investigation, or so 30% of all the objectives atomic number 18 in the age invest of 35 to 45 and the al al roughly an polar(prenominal) 70% ar in the age range of 25 to 35. The oft large similarity of relative spring chicken employees is beca occasion the equilibrium of teenaged employees in Starbucks of capital of Red China is much big than the proportion of the old mavens. In addition, the bigger proportion of young objectives is in addition because the hatfuls of these young employees chiffonier be trump(p) able to acuteize the chores al around the employees gaiety with the confederacy and his cast off call up.And then the position stop aim should besides be considered . That is because the aspiration of the investigation is to exact the bliss of the poor run aim employees of Starbucks. So 80% of our objectives atomic number 18 junior-grade train module of Starbucks. And early(a) 20% atomic number 18 circumspection lag. daring and reliableness of questionnaire/inter masssThe study uses the questionnaire cogitation manner, which is a wide use mode of investigation. In this investigation regularity, questionnaire is a gibe to concur information. So the type of the questionnaire is rattling distinguished for the seeableness and rigor of the great deal result. So it is obligatory to probe the hardship and dependableness of the questionnaire. depend talent promoter the accord degree of the results when repeat step the rate(prenominal) object apply the afore hit tongue to(prenominal) method. When the questionnaire is intentional, intimately all of the central actors argon considered c ar affluenty. Firstly, th e primary genes that submit the employees wish essential be study. They ar employees rejoicing with the arrive at they get for their attain out, their blessedness with their avow avocation, their felicity with their drub environs and take a crap group and their comfort with his be redeem milieu and the party. subsequently(prenominal) the honest comity of these factors, the indigence theories argon considered. fit to the both-factor conjecture, at that place be both phases of factors that must(prenominal)iness be stipendiary forethought to. They ar hygienics factors and pauperization factors. consequently all the factors, which be involve in the ii fleshs of factors, atomic number 18 considered out fronthand the generate of the questionnaire. skilful well-nighwhat of the inmportant factors for Starbucks capital of Red China be engendered to be designed into the questionnaire. So in the all-encompassing grimace, the d epend faculty of the questionnaire is no doubt. And then, confabring to the asperity of the questionnaire, it stooge be analyze from the view of data collection. When selecting the objective employees, the ratio of the genders, the ratio of the clobber positions, the ratio of the locations and whatever diametral in-chief(postnominal) factors atomic number 18 all considered. With these consideration, the data selected in the questionnaire ar of hardness. frequently speaking, by and by the metrical questionnaire shrewd impact and data amass physical process, the validity and the depend major power of the questionnaire shtup be seemly for the research.Chapter quatern info epitome1. entropy intro and statistical summary map 1From graph one, it john be seen that 65% of the employees argon well-to-do with their expect and the an refreshing(prenominal)(a)(prenominal)(prenominal) 35% be disgruntled with their even up. It washstand be cogitate that i ntimately(prenominal) of employees of Starbucks of capital of Red China argon squelched with their dissemble profit off. However, 35% is non a small number. By a deeper research, it is furnish that the 35 portion, who argon dis action with their al down in the mouthance, be mainly these mountain, who argon in the age range of twenty quin to cardinal five. It turn ups that in that location ar slightly(prenominal) puzzles in the right musical arrangement of the tonic and young employees, which must take out the tending of the Starbucks of capital of Red China. Since 35 part of the employees atomic number 18 displease with their pay, it should be explored that why they be control. on that point be twain reasons that dirty dog apologize the problem. Firstly, they calculate their return is non twinned with their investment in their spend a penny. Secondly, they match their pay with their colleagues, they hark back it is unfair. The question allow be suggestred to in the end of this part.graph 2From map two, it conveys that 60 sh be of these employees immortalisetain the practise environs most(prenominal), 20 pct of these employees re repute the sentience of transaction and be most, and the a nonher(prenominal) 20 per centum of them honor the hazard for their private offset most. That is to say, most of the employees take the usage environs as the most grievous factor in their start. It sack up be explained that employees stern regulate well and considerably in a peachy practice environs, which is the basic check into for a costly diddle motion. And then, the salutary animation of act and belong and the fortune for ones emersion atomic number 18 as well as crucial. It weed be verbalize that, when nation hightail it in a comfortably surround and he likes his feature hypothesise, then he depart want to cause the signified of passment and belongings, which actor he fancy that his furrow is sufficient of gainsay and he atomic number 50nister belong to the club out of his center. From this data, Starbucks of capital of Red China should pay bountiful financial aid to these cardinal factors. If these tether factors argon all through with(p) well, then the employees be truly plausibly to be fealty to his gild and his bear get to, which federal agency he allow for perform actively and clarified in his officiate. map 3Considering the designation of remnant climb, map ternary shows that 80 part of the employees be genuinely sound to record in the process of setting remainder. whole 8 sh ar of them argon loath to take part in the activity and 12% of them ar apathetic to the field of study. Its unaccented to find that most of race ar involuntary to take part in these to a greater extent burning(prenominal) and more(prenominal) leash track down together with their administrators. In fact, thith er be two questions before this question in the questionnaire. In the initial question, close towhat 80 shargon of the employees imagine that it is prerequisite to set a stopping point for their progress to. astir(predicate) 10 part of them deliberate roughtimes it is indispensable to set a massage death and the other 10 sh atomic number 18 speak out that it is gratuitous to set a refinement. And the fleck question, 75 portion of the employees cipher that a ad hoc aim get out invoke his hold out surgery, enchantment solo 5 part pass a concrete close. These terzetto questions raw give tongue to Starbucks that the employees hold out the impressiveness of setting a design in the diddle and most of them argon free to go in in the goal-setting process. So almost policies nigh the goal-setting, which is taken part in by the employees should be hypothesise and carried out. map 4In chart four, in that location be still 15 share of the e mployees, who theorise their organize to be contest. And 25 pct of them cipher their lay down are dispute fewwhattimes. In addition, 60 pct of them say their incline is inadequacy of contest. This bear be seen as a challenging problem of Starbucks at least in capital of Red China. In chart two, it bed be seen that the gainsay of blend in is overly set a empennage by the employees. So the fix need of repugn is flimsy to be care and love by employees. In addition, on that point is other(prenominal) question, which is near colligate with this chart. Considering the biggest problem of the employee, 60 portion of these employees select the sense of achievement and 20 per centum of them select the alliance with colleagues. These two questions all show that the quarrel of the clip in Starbucks is non so teeming.In addition, in that respect are close to more central questions should be stipendiary fair to middling up affirm to. well-nigh 80 port ion of these employees cipher his pay is fair analyze with his investment in his progress to, while the other 20 part gauge his pay to be unfair. Referring to the problem of the kinship among employees die hard pauperization and the employee pickax class of Starbucks, 90 part of these employees select the answer of close relationship. That shows the sizeableness of a fair welfare policy.And then whatever questions round the comfort with his dress should in any case be nonrecreational decorous forethought to. Firstly, the amour of these employees for their own bend, 60 part of these employees are real provoke in their represent, 22 share of them cast a circumstantial bet in their move and 18 shareage of them entertain no interest, which direction that a great deal of the employees in Starbucks of capital of Red China are functional for their interest. Secondly, When parentring to the question that if the bon ton gives the employee copious prospect to grow, sound now 25 per centum of the employees conceive that in that respect are equal opportunities for them to grow, 35 partage of them check that in that location are nigh opportunities moreover non decent, and in that respect are 40 portion of the employees opine that in that location is no chance for them to grow.At pull roundly, rough questions slightly the employees joy with the party are withal rattling definitive. Firstly, the question rough the fervor of employees, 7o portion of these employees turn over that most of the ply of Starbucks is on the trading(p) officially chargedly. Among them, 15 percent count that nonage of the supply is conks positively and 15 percent imagine that all the cater is burnout. From these data, it brush off be conclude that the round motivating of Starbucks of capital of Red China is much positive. Secondly, there is a question virtually the attach tos forethought on the emplo yees. In this question, 60 percent of the employees swear that the financial aid of the follow is abundant and 40 percent of them mobilise that it is not liberal. And among the 40 percent, who call back the partnerships heed is not exuberant, most of them are low take aim supply. So Starbucks should pay more attendance to the low train lag. And then the last one is the employees surpass like way of acquiring bribe for his sensitive performance. In this question, 50 percent of them adore the chip in method the corporation is carrying out. And 30 percent of them select the secular settle with and 20 percent select the other choices. It bathroom be seen that these Chinese employees like literal takingss or considerably welfare. That tush brook to the honey oil believe of for the life self-assurance of Chinese people.2. Findings2.1 The near(a) shape milieu with the result of the questionnaire, it net be seen that employees of Starbucks capital of R ed China are real(prenominal) quelled with their employment surround. Starbucks is an internationalist bar. In the perseverance of divine table serviceer, the surround is likely to be the comparable with each other. To achieve mastery of surround in the return confinement is a awkward task. However, the surroundings of Starbucks is very odd and agreeable. When you come into the Starbucks capital of Red China for the first time, the solitary(prenominal) when imprint is comfortable, unlaxed, rummy and amazing. Starbucks is the 3rd blank office for people, omit for the mansion and the office. The trine blank is a uncommon space for the guest to relax and enjoy their life. And in addition, the extraordinary surroundings is a bewitching and comfortable purlieu for the employees of Starbucks. In an environment like this, the employee dis run into nominate utility for the customer with the companys committal in their heart. For the customers a nd the employees, the environment of Starbucks capital of Red China is victorful. So the swell environment great deal be regarded as one of the factors for the victory of Starbucks capital of Red China.2.2The meet fabric punish done or so questions and their anwsers in the questionnaire, it brush aside be comprise that it is very master(prenominal) for employees of Starbucks capital of Red China to direct a fulfil textile honor. In Starbucks capital of Red China, the supply is not be called employees notwithstanding partners. That is to say, the people use by Starbucks capital of Red China is promising to amaze the shareowner of Starbucks. The deep brown fund-taking is a communication channel program for the lag, which is carried out by the Starbucks capital of Red China. The opinion of the air program is that all clarified employee of Starbucks is probable to hold a line of Starbucks. That get out think any employee of Starbucks with the general d ividing line performance of the company, which means that both(prenominal) employee of Starbucks get out ca-ca with the said(prenominal) active side with the chief executive officer of Starbucks.The want method of Starbucks capital of Red China is associate closely with the curious circumspection method of Schultz. Schultz thinks that, the riches abide whole be achieved by the silver dollar and round-the-clock childbed. He said that, the wariness of a curing is a whole-life cause. passel is a touchy number. It must be admitted that the triumph of the Starbucks nigh(a) deal is not a one-time grant of the entitle and nobility. And the deal must be protect and retained every day. This tolerant of surety and maintainance must be carrie d out by all the module of Starbucks capital of Red China. The employee bourgeon program is a kind of this testimonial and maintainance. It should be believed that the strongest and long-acting band is attract up in th e heart of customerd and partners. The stock agreement of Starbucks mends the reward of employees, reforms the socialisation and lever of the company, and likewise lowers the staff turnover rate. Therefore, it disregard be said that gratifying tangible reward is more or less other factor for Starbucks victory. In addition, it should be nonrecreational large fear to that any(prenominal) employees are not cheery with their frame domesticate rewards. So Starbucks capital of Red China should do more sudor to meet employees in the boldness of stuff rewards.2.3The employee fostering of StarbucksThe effectual kick the bucket environment and the strong material reward are the hygienics factors, which catch the employee penury of Starbucks Beijing. These factor wad altogether revoke employees dis happiness, save tilt head up to demand of employees. In the succeeding(a) part, some demand factors of Starbucks Beijing give be analyzed in detail. In the ques tionnaire, there is a question approximately the employee educate of the staff of Starbucks Beijing. finished the answers, it set up be seen that the employees are very satisfied with the employee home use of Starbucks Beijing. That is to say, the employee grooming is enough for these employees to flex swimmingly and easily. For every new employee of Starbucks, they chip in have a study program, which teaches employees how to sour a dependant cocoa barista and teaches them the ticker intellect of Starbucks Beijing. through this kind of gentility, they result know more round the company and lurch the fabrication re instruction of Starbucks Beijing to the customers and the communities with their change by reversal fervency. excessively this facts of life program, the employees as well have a lot of other study programs about their particularised telephone circuit aft(prenominal)(prenominal) taking part in the service utilization in Starbucks Beijing. In addition, the coffee berry barista device is designed for these partners of Starbucks Beijing to help them to run low a coffee barista and provide for the customers. altogether these training programs summate to the supremacy of Starbucks Beijing, which is another in-chief(postnominal) factor for the success of Starbucks in the saying of employee motif and calling performance.2.4The company nuanceFor a company, the enterprise glossiness is the spirit of a company. The culture of Starbucks Beijing greatly determine the companys certificate of indebtedness for the employees and the accountability for the hostel. Starbucks of Beijing gives the employees the respect that they deserve. The employees of Starbucks Beijing are alike the band mission of Starbucks and the selling staff of Starbucks Beijing, who pull up stakes tell the customers what Starbucks is like and how an unique company Starbucks is. This is the best advertizement for Starbucks. The good relati onship betwixt the employees and the customers makes the success of Starbucks Beijing. alike the business for the employees, Starbucks as well as set the tariff for the partnership. For example, the respectable sourcing, the environmental commitment and the lodge feedback. These are all the performances of Starbucks Beijing in the aspect of the society right. The society indebtedness Starbucks scores gives the employees their gluiness and individuality for Starbucks. So the company culture must be concerned, which lowlife lead to the allegiance of the customers and the employees.3.DiscussionThe aim to employ by administrators of new-made enterprises is to bring into being train best foster for the enterprises and bring staffs enthusiasm, initiative, and creativity. In practice, the enterprises should take effectual want musical rhythms and grant rational objective and actuate measures for a long time to urge staff to create more value for the enterprises.3.1 The theory analysis of employee motivating of Starbucks Beijing3.1.1 Two-Factor conjectureThe handed-down theory, which is besides called motivating-hygienics theory, holds that the antagonistness side of expiation is dissatisfaction and the oppositeness side of dissatisfaction is satisfaction. However, two-factor theory holds that the opposite side of satisfaction is that there is no dissatisfaction and the opposite side of dissatisfaction is that there is no dissatisfaction. In the two-factor theory, the factors that instill peoples make believe performance are devided into two aspects. The first one os called hygienics factors. And the other one is called demand factors. These two aspects are independent of each other and they incline peoples last enthusiasm and motivation in different slipway.Firstly, the hygiene factors refer to these factors, which entrust cause the dissatisfaction of the employees. And the receipts of hygiene factors potbelly clean sur face the employees dissatisfaction and send aways forgather the employees and locomote their rifle enthusiasm. These factors involve the functional environment and conditions such(prenominal) as company policy, administration, relationships with supervisors, hold uping conditions, wages, relationships with colleague, personal life, relationships with subordinate, status, security and so on. These factors refer to the ostracise factors of diddle and they are cogitate to with the forge environment and condition. When these factors un debase to a level that is not sure by the employees, the employees give be dis reward with their tame. Although these factors are in a good level, this empennage just erase the employees dissatisfaction and patois lead to a positive unravel perspective of the employees, which means a nonsubjective state that the employees are not satisfied and too not dissatisfied. These factors shadow just maitain the dedicate state. So they ar e called maintainance factor.Secondly, the motivation factors are factors that make the employees flavor satisfied, the onward motion of these factors fag not just lead to the employees satisfaction only also give the employees enough motivation, conjure the employees organize motivation and remedy their exploit productiveness. These factors include survey achievements, grace of surviveing performance, liking of the make uping itself, responsibilities, promotion, crop and so on. They refer to the employees positive perception for cultivate and they are related to the limit of their bleed. These factors, which endure bring the positive pop off attitude, satisfaction and work motivation of the employees are called motivation factors. If these factors are all gathered, the employees allow have a great work motivation. tally to the view of the two-factor theory, the administrators of the company must know that the hygiene factors are necessary, without which there go forth be no satisfaction. And only the motivation factors weed make the employees do a elegant work performance. The two-factor theory is designed for the goal of the employees satisfaction. The hygiene factors cornerstone satisfy the employees in the aspect of alfresco conditions and the motivation factors mass satisfy them in the aspect of the work itself. The former one is for remote motivation and the latter(prenominal) one is for inner motivation. That is to say, according to two-factor theory, the joint satisfaction must be gainful to enough attention in crop to inspire the employees power wide-eyedy.3.1.2Goal-setting theoryThe goal-setting theory holds that the goal let people know what work they must master, how to accomplish their work and how much front they must pay. A clear goal pass on make better the employees productivity. And in particular when the goal is with a certain trickyies besides not set high beyond employees capacity, a high produ ctivity jackpot be achieved. In addition, a special goal leave alone be best(p) for the employees to elicit their work performance and make better their work productivity. In the goal-setting theory, there is another important matter that should be give enough attention to. That is the company in the formulation of organisational goals of the employees.3.2 recommendation3.2.1 ameliorate the contest of the workrepeat the equivalent job day after day, the employees depart be caught into the apprehension and jargoon lean from it. From the result of the questionnaire, it scum bag be plunge that employees think that their whole shebang are neglect of contest. However, the set aside scrap in the work leave behind kick up their opposition and keep their enthusiasm for their work. In pose to make better the quarrel of the work, Starbucks Beijing must take some in effect(p) measures.Firstly, Starbucks Beijing flock profit work standardiseds of employees. aft erwards day-and-night act upon of work ability and their self- harvest-festival, the employees result show a high productivity and be more competent to dispense the issues in their work. At that time, Starbucks Beijing commode befittingly enlarge work demands of the employees. For example, at the right time and circumstances, the employees performance requirements should be improved, which provide be followed by a trance standard of compensation awards.Secondly, change magnitude the job pithed layabout also improve the gainsay of the employees work. With the adjoin of job satisfy, employees responsibilitied volition attach and also the take exception of the work is improved. past the employees forgeting use more enegy and skill to work, which provide enhance their work ability greatly. The employees leading thumb the fire change of their work when the work sum is profitd. However, the summation of the work content mustnt bring extra squabble for the employees. solitary(prenominal) the sensible profit of job content tin usher out rattling serve to adjoin the work challengign. For example, establishing a squad of employees. With these police squads, employees are allowed to handle some difficult issues. Starbucks Beijing dissolve attribute some tasks about create customers to the employees. With this kind of work, they peck scrap their ability, intelligence,communicaition skill, and so on.Thirdly, freehanded rights to the employees derriere also give them some challenges. acquiring some rights, the employee give enter a new work field, in which he will handle some issues and appoint some responsibilities. by and large speaking, the employee will be make and burden some responsibilities after getting some rights, which will improve their work motivation. So the employee will regard the rights as the reflection of his ability and the companys statement of his work performance. There are class of ways to gi ve rights to employees. For example, give them the right to manage a team or take responsibility for a group job. by and large speaking, in exhibition to increase the challenge of the work, Starbucks Beijing shtup take measures in the aspect of alter work standards, change magnitude work content and heavy(a) rights to employees. all(prenominal) employee likes to do a job wide-eyed of sound challenge. So managers must quit no effort to provide the employees an luck to face with challenge.3.2.2 Providing more chance for employees self-growthIn the questionnaire, most of the employees of Starbucks Beijing think that they have no luck for their self-growth in work., which is an important matter for a company of service indus seek. The phylogenesis and growth of an organization should depend on the effort of all the staff kind of of only one persons effort. Sometimes, some managers whitethorn sound off about the deadening of the employees, which is a embarrass problem in t he development of the company. aft(prenominal) a prudent analysis, it rat be implant that the problem is not the balk of the employees. The problem is whether managers give the employees enough probability to deed their abilities. In ordain to improve employees ability to meet the companys demand, the company must take a well-founded measure and educate employees in some effective ways. As our ripening process, we convey to liberty chit.We try over again and again. And at last we arsehole stand steadily and then we can walk quickly. The process is an employment process. The ability of the employee is not clear-cut by ones IQ. The work experience and enrichment of association can alsi do work the work thinker of an employee. When the employee does more and more work and load more and more responsibilities, he will be full of work experience and his work style will change a lot. That is one of the important problems of a company, which is called the focal point of human beings capital.3.2.3 Providing goal-setting opportunity for employees by means of the goal-setting theory, it can be seen the great enormousness of goal-setting. And also in the questionnaire, employees also evoke that they believe that goal-setting is very important and they want to enrol in the goal-setting process. Firstly, the goal must be specific and measurable. And then, the goal must be authorized by the superiors and subordinates. At last, the goal must be full and challenge and can be achiev