The Importance of the EEO in Starbucks Case Study

The Importance of the EEO in Starbucks - Case Study Example In this way, the law produces and imposes another stereotyped identity: the identity of the isolated and outcast employees. It should be emphasized that the progress rewards equal treatment and EEO was made without changing or lowering employment requirements or standards and without establishing any ratios or quotas for determining how many minority group employees the company should have. This approach allows the company to create a friendly and positive atmosphere, supportive climate and maintain high morale. In order to continue to succeed and to grow in the highly competitive fields, Starbucks cannot compromise on qualifications; it must continue to maintain high employment and promotional standards. EEO department and its strict policies changed Starbucks from a passive attitude toward non-discrimination, that is one which emphasized avoiding discrimination, to an active seeking out and hiring of qualified minority group applicants. It created (and creates) a similar change in the evaluation of minority group employees for possible training, development, and advancement. The company's attitude now is a positive one for equal opportunity. The company is convinced that it can and will continue to make its best progress through a positive, active approach (Buckley 23). The major t The major task of the company is to win the competition in the global market. This task can be realized by means of elaboration successful strategy. In the case with Starbucks the best strategy is to accommodate the policy of the company in such a way as to make it able to meet the main challenges and opportunities of multinational cultural diversity. Diversity (cultural, religious and national) is important because it helps to overcome communication barriers between the company and its customers (Starbucks Coffee Company 2007). Three years ago, these commitments were communicated to all managers, supervisors, foremen, and employees. each location was told of its own responsibility to live up to these commitments in its own employment activities, utilization of facilities, and application of all personnel policies and practices. Their approaches have been varied and tailored to suit each plant's individual problems. Many companies, like Starbucks, have been making progress by hiring qualified minority group applicants who had prepared themselves in spite of the odds against their having a chance to use their talents. Starbucks have been upgrading and promoting these few in its plants and offices. The importance is this approach is that it ensures long-term goals and strategies for the company and its employees. In the future, the problem may well be more to afford opportunity for education than for employment. Placing individuals in positions they are not trained or qualified to hold sets them up for failure and humiliation, harming the individual as well as the company (Buckley 43). Therefore, it is imperative that attention be directed to assuring equal opportunity for sound education and training. In sum, EEO and diversity management change attitude of all employees towards their colleagues and customers belonging to different races. Today, positive attitudes are openly expressed and positive actions are taken by executives and managers to ensure equal