The Accomplishments of George Washington - Free Essay Example

Sample details Pages: 1 Words: 381 Downloads: 4 Date added: 2019/07/03 Category People Essay Level High school Tags: George Washington Essay Did you like this example? George was born on February 22, 1732 in Virginia. Growing up he worked on his fathers farm which taught him responsibility at a young age. He was no good at spelling but he was very good at math. At age 11, his father died a sudden death and George took over his fathers farm. George was a fair, kind, and responsible man. The most important thing he did was fight for the country of America. In 1749, at the age of 17, George became surveyor (a person who investigates or examines something, especially boats of seaworthiness) of Culpepper County, Virginia. He was very good at doing this job. Being good in math helped him succeed doing this type of work. With the money he made George bought land for himself. Don’t waste time! Our writers will create an original "The Accomplishments of George Washington" essay for you Create order In 1775, George was made Commander of the Virginia Militia (a volunteer army). Earlier that year George was sent on a dangerous mission which started the French and Indian War. The English Major General Braddock led his army to fight. He was soon killed and left behind some members of his army members. George led Braddocks surviving army members back to their homes. George learned from this that a truly great leader must always learn or die. In January 1776, America got its first flag. It had 13 red and white stripes, which stood for the thirteen colonies. On July 4, 1776 the colonies became a country when the Continental Congress signed the Declaration of Independence. The Declaration stated that America was no longer a group of colonies under English rule, but one nation free to rule itself. On April 6, 1789, George was unanimously elected to be the first president of the United States. Parades, parties, and cheering crowds of people broke out, as he traveled from Mount Vernon to New York.Everyone saluted George as president and celebrated with fireworks and bonfires. In 1792, George again was unanimously elected president. George tried to be a fair president and stated that the president of the United States should only serve the country for two terms (8 years) and someone else should take over. George Washington accomplished so much during the course of his life up until he died on December 14, 1799. George Washington fought for the country of America and the American people. George is also the reason why the country of America has independence.

Project Management Introduction - 4854 Words

PROJECT MANAGEMENT What is a Project? According to the Project Management Institute (PMI) , a project is any work that happens only once, has a clear beginning and end, and is intended to create a unique product or knowledge. It may involve only one person, or thousands. It may last several days, or many years. It may be undertaken by a single organization, or by an alliance of several stakeholders. A project may be as simple as organizing a one-day event or as complex as constructing a dam on a river. What is Project Management? Project management is a carefully planned and organized effort to accomplish a specific (and usually) one-time objective, for example, construct a building or implement a major new computer system.†¦show more content†¦This is important because you will need the support of people from different organizations, and you will not have direct authority over them. ________________________________________ Characteristics of a project plan To provide the maximum benefits, your project plan should be relevant, understandable and complete, and reflect the size and complexity of your unique project. Your project plan should include the following elements: 1. A project charter 2. A calendar of activities 3. A time schedule 4. A responsibility matrix 5. A project plan budget 6. Major milestones with target dates 7. A risk management strategy The project manager, sponsor, every partner, and all key project staff should have a copy of the project plan. It is a valuable tool that can help to avoid confusion about the project’s scope and misunderstandings about responsibilities, timeframes or resource management. 1 - The Project Charter The Project Charter is a document that demonstrates management support for the project, authorizes the project manager to lead the project and allocate resources as required. It is very easy to create a project charter. It simply states the name and purpose of the project, the project manager’s name and a statement of support by management. It is signed by senior management of the responsible organization and the partner organizations. The project charter should be distributed widely - to anyone with an interest in the project.Show MoreRelatedIntroduction And Background Of A Project Management1802 Words   |  8 PagesIntroduction Background Temporary organizations created for the sole purpose of delivering one or more business products according to an agreed upon business case are known as projects (Project Management Institute, 2013). Projects have likely existed as long as humans have been capable of basic thought; a hunting party for example could be considered a project. The party contains a group of hunters that engage in a temporary activity of hunting with the agreed upon purpose of capturing and returningRead MoreIntroduction. Project Management Is The Discipline Of Initiating,1617 Words   |  7 PagesIntroduction Project management is the discipline of initiating, planning, executing, controlling, and closing the work done by a team to complete specific goals and meet specific success criteria. By definition, a project is a temporary work service with a defined start and end which will produce a unique product or service to bring valuable changes. Most of the time, projects are provided with limited resources in the form of time and/or funding. The nature of projects is opposed to the operationsRead MoreIntroduction. Project Management Involves Starting, Planning,1317 Words   |  6 Pages Introduction Project management involves starting, planning, acting, control and the closure of a team’s work so as to achieve specific set objectives. A project is defined as a temporary endeavour which is formulated to give birth to a unique product, service or a result which had fore-shadowed beginning and end. It is usually taken to meet specific goals and objectives which bring out added advantage (Dunne and Dunne, 2011). Financial factors During project the running of a project there are manyRead MoreINTRODUCTION Project Management is a concept of making the project successful through knowledge,1300 Words   |  6 PagesINTRODUCTION Project Management is a concept of making the project successful through knowledge, processes, methods and experience. Every project is unique since it needs the same mythology of the methods but the circumstances are always different. The success rate of a project can be derived from the output it produces, outcomes or benefits, according to a criteria within agreed budget and timescale. Figure 1 Time Cost Quality Model The project management is a skill to apply the functions correctlyRead MoreMANAGEMENT SUMMARY: RAPIDDEL INTEGRATION PROJECT INTRODUCTION Four organizations’ dealing with1200 Words   |  5 Pages MANAGEMENT SUMMARY: RAPIDDEL INTEGRATION PROJECT INTRODUCTION Four organizations’ dealing with parcel delivery are deciding on taking chances to merge their systems into one harmonized working platform to enable them serve customers anywhere in the world. The organizations are namely the p-deutsche, rapid express carrier rapid Del, European express company securitel, international freight forwarding and transport specialist Dante. The stakeholders have gone into agreement to amalgamate the activitiesRead MoreIntroduction to Project Management- Phase 1 Individual Project815 Words   |  4 Pages 1 MGM210-1204A-14 Introduction to Project Management Instructor: Alexius Emejom Phase 1 Individual Project Joshua Stephens Todays Date: 10/11/2012 Assignment Due: 10/15/2012 DESIGNER CLOTHING STORE OPENING 2 The Project For my business, I decided to open up an up-scale designer clothing store. In the cityRead MoreHomework 3 Introduction to Project Management938 Words   |  4 Pages92 (2) Let be the number of grade 9 oranges O.J. uses for bags, be the number of grade 9 oranges O.J. uses for juice, be the number of grade 6 oranges O.J. uses for bags, and be the number of grade 6 oranges O.J. uses for juice. The objective is to maximize the profit. For juice, the profit will be ($1.50$1.05)*( + ), and for bags, the profit will be ($0.50-$0.20)*( + ). Thus, the total profit will be . The objective function is: Maximize The constraints are: Constraint 1: The total number of gradeRead MoreIntroduction. In Project Management Several Models Exist1587 Words   |  7 PagesIntroduction In project management several models exist which suggest the measurement of success of the project but still an accurate completed model has yet to be created for a successful project from start to finish. Until a perfect model is developed then Agile model is more favorable to use because it delivers a more accurate timeline of deliverables and customer satisfaction. Agile is most commonly used by information technology gurus to assist in developing software today, but before AgileRead Moreâ€Å"Agile† Introduction. Agile movement gives alternatives to the normal way of project management.700 Words   |  3 Pagesâ€Å"Agile† Introduction. Agile movement gives alternatives to the normal way of project management. The Agile way is usually used in software development to assist businesses to react to the unpredictability. Project directions are assessed by the agile methodology throughout the creating and the lifecycle. In an Agile paradigm requirements is checked in the lifecycle regularly. The project can then be inspected and adapt every few weeks when needed. This inspect and adapt movement reduces the developmentRead MoreSample Resume : Mavericks Scheduling Service Essay1038 Words   |  5 PagesDate: 09/12/2016 Inception Report For CSE - 4322 - 002 Project: Mavericks Scheduling Service UT-Arlington Project Manager: Narayan Rimal Table of Content I. INTRODUCTION A. Background and Context B. Project Summary C. Management D. Competitors and features E. Risk Management II. OVERVIEW A. Organization of work B. Introduction- general description and milestones C. Work planning and timetable D. Deliverables III. CONSORTIUM AND RESOURCES A. Consortium B. Financial resources

Cross-Cultural Determinants of Employee Motivation in Starbucks Company Free Essays

Research Question The observation and analysis of Cross-Cultural Determinants of Employee Motivational System Effectiveness of Starbucks Coffee Company Practices in UK, Poland, and Germany. Introduction Starbucks has served as a milestone in the coffee industry and is a massive organization in terms of people employed and stores owned. At the current time it has revenue of $10. We will write a custom essay sample on Cross-Cultural Determinants of Employee Motivation in Starbucks Company or any similar topic only for you Order Now 7 billion and owns 16,850 shops in 40 countries. Starbucks is clearly the world’s top coffee retailer, it employs 137,000 employees or â€Å"partners† as it likes to call them. Howard Schultz, the CEO of Starbucks, considers that ‘the tip of success in Starbucks is not coffee but employees’. He constantly builds upon the working experience of employees, providing chances of promotion, and treating workers as working partners is their way to operate sustainability. He firmly believes that the spirit of Starbucks is employees and feels honored about the value of Starbucks employees. Many theorists believe that â€Å"it is necessary to have a perfect education and training policy for better performance in a company† (Michelli, 2006). Despite serving in many countries, Starbucks has a similar organizational structure; as a result, it does not take into account the cross cultural determinants. It has been criticized for its approach; also because, employe es of some countries like UK are not as satisfied as employees from Poland and Germany, thus Starbucks must make use of cross-cultural determinants in order to improve its management methords. One of the most proficient theory, the Hofstede theory states that the motivational factors of every country are different and thus must be looked into before a company, such as Starbucks sets its motivational methods. Along with Hoftsede it talks about Management and Motivation in reference to the Grid/Group Theory by Douglas, which strives to classify different cultures in relation to being hierarchist, individualist, egalitarian and fatalist. It also talks about the ‘Cultural Theory’ and ‘Organizational Theory’ in relation to Starbucks. This research attempts to access these theories in reference to Starbucks, and its motivational methods across nations. It looks at a comparison between the way Starbucks company treats or must treat its employees across UK, Poland and Germany. Brief Overview The Starbucks Company is a vast and well constructed multi-national, which serves in 40 countries. It has to keep in mind various cross-cultural determinant while bringing in its motivational schemes. However, it has been criticized for not taking into account, cross-cultural determinants when building its management cultural across countries. It is often assessed, that the employees of countries like UK, seem to be less motivated than employees from Poland and Germany. This paper talks about all possible schemes in relation to motivational theories, that can be adopted by Starbucks,chiefly the Hofstede theory. The factors of this theory are highly relevant and can be implemented in various ways to improve performance. The first factor, Power distance can be defined as â€Å"the extent to which the less powerful members of institutions and organizations within a country expect and accept that power is distributed unequally† (Hofstede 1991, p. 28). UK and Germany, are ranked as a low power distance society, where the relationship between bosses and subordinated is of interdependence, treating each worker equally and calling them ‘partners’. There, the managers of Starbucks are likely to place a greater importance on labors’ rights as compared to managers in Poland, which ranks as a high power distance country. However, in Poland there is a hierarchical social system, thus, it is said that their ‘ideal boss is a benevolent autocrat’. Another factor of the Hofstede theory is Masculinity, the dominant values in society being material success versus femininity, caring for others and the quality of life. UK, Poland and Germany, are Masculine societies, driven by competition, achievement and financial success. In these countries, people’s performance is highly valued and people ‘live in order to work’. Starbucks too, beliefs in monetary based appraisals, it spends $300 million, on their employees’ welfare, much more than ‘they do on coffee beans’. Starbucks even gave its UK staff shares worth around ?4 million in their employee share scheme ‘Bean Stock’, followed by a Christmas cash bonus to staff worth ?1.5 million. Uncertainty Avoidance, is another of Hofstede’s theories, it classifies countries into being high in Uncertainty Avoidance; having strict rules and resistance to changes like Germany and Poland and low in Uncertainty Avoidance; having fewer rules and being welcome to changes like UK. This is an important factor to look into a country when bringing in new innovations, and the planning of how the change has to be implemented. Managers of UK can bring in new ideas easily and with more enthusiasm while managers in Germany and Poland have to bring in changes subtely because people resist from breaking orthodox norms uneasy. Starbucks went through many changes when it merged with Giornale, it was welcoming to his employees’ involvement and included them in every change, by 1987, and employees at Starbucks had begun buying into the changes. The theory includes a comparison between countries which have more, individualism everyone is expected to look after themselves and their immediate family against collectivism, and cultures in which people are bound into strong and cohesive groups. UK, Germany and Poland, are individualistic societies, where the route to happiness is through individual accomplishment. Here the company, in order to motivate its employees has to come up with schemes to provide them and their families’ advantages. The culture in Starbucks is of mutual advantage, thus workers usually do a fruitful job but all these factors must be kept in mind. Understanding all the cross-cultural determinants including these is crucial for a company which serves such a wide range of cultures; their observation along with development on these lines, must all be looked into, in order to bring out the best results. Another theory is the Cultural Theory’ which talks about the importance of culture, stating that is is too ‘important to be left undefined and unrefined, and analysts need a deeper awareness of the anthropological and sociological frameworks’ when refining their management attitudes. It outlines the effect on culture in relation to common objectives, employee motivation and loyalty. Setting of roles, leadership, innovation, setting incentives, tolerance and accountability. The setting of the corporate cultural is extremely subjective of the countries cultural as a whole. The Grid/Group theory is another theory based on cultural determinants, created by Mary Douglas, in 1996. It strives to study cultural relativism, which can be increased through a classification system taking into account ‘moral system, worldviews and ideologies’. This classification is built into two axes, based on individualism versus collectivism, including isolate/fatalist, hierarchist, individualist and sectarian groups. Each type is based on different classifications, power paradigms, moral values and individuality. In this paper, it is used to analyze, the classification of different cultures, such as UK, Germany and Poland into these categories, observing where their general workers fall, taking into account their employee, culture, market and forms of hierarchy. The paper also talks about Organizational Culture Theory which is based on performance, ‘organization effectiveness, employee commitment, employee satisfaction, culture type, culture strength and culture congruence’. This theory is talked about in relation to Poland, Germany and UK; assessing them based on all these assesses their management and motivational factors. Even though Starbucks operates in different countries, its organization culture is often the same. This can be a harmful strategy, as due to differing cultural determinants, the company must change its strategies relatively. If this is not done, the motivation of employees can be lowered and the management can fail to do its job. Thus, this paper talks about all these theories and the possibilities that they provide to Starbucks, in modifying its strategies based on varying cross-cultural determinants. Objective This paper is set to analyze and evaluate the cross cultural determinants of Poland, UK and Germany, in order to find out the best ways to motivate the employees of those countries. It attempts to Find out the cross cultural determinants of these societies and the way the employees of these countries are treated. Methodology The Prime methodology used will be questionnaires that will be filled out by Starbucks employees across these countries. The questionnaire will be based on the Organizational Energy Questionnaire from ‘fully charged’ written by Heike Bruch, which is an instrument to measure a company’s energy state. The questions will include if the employees like what they do, do not have much drive feel relaxed in their job, feel angry in their job, feel enthusiastic in their jobs, have no desire to make something happen, speculate about the real intentions of management, have real care about company’s fate, are efficient in conducting work, behave in destructive manner, go out of their way to make company succeed and if they feel discouraged in their jobs. All these questions will convey about the general state of employees and their will be a separate questionnaire to observe the importance of cross-cultural determinants. References Heike Bruch and Bernd Vogel (2011). Fully Charged. United States of America: Harvard Business School Publishing. HOFSTEDE THEORY- Poland, (2011) [online]. [Accessed 2012]. Available from: . Penny Bassett (2004). CHINESE AND AUSTRALIAN STUDENTS’ CULTURAL PERCEPTIONS: A COMPARATIVE STUDY, Victoria University. Jim Boyer (2009). Understanding Hofstede’s Theory to Motivate Cross Cultural Employees. Business Insider [online]. (2011) [Accessed 6 May 2012]. Available from: Nicholson, N (1998) Encyclopedic Dictionary of Organizational Behavior Blackwell, pp 215 Hoovers [online]. [Accessed 2012]. Available from: . Starbucks Coffee [online]. [Accessed 2012]. Available from: . V S RAMA RAO (2009). The Hofstede Studies [online]. [Accessed 2012]. Available from: . Cultural Dimensions Theory [online]. (2010) [Accessed 2012]. Available from: . Zoe Wood (2010). Starbucks’ staff set to get free shares in incentive scheme. 19 December 2010. Starbucks [online]. [Accessed 2012]. Available from: . Employee Benefits [online]. (2011) [Accessed 2012]. Available from: . Projects [online]. (2011) [Accessed 2012]. Available from: http://projects.chass.utoronto.ca/semiotics/cyber/douglas3.pdf . York Universit y [online]. (2011) [Accessed 2012]. Available from: http://www.fsc.yorku.ca/york/istheory/wiki/index.php/Organizational_culture_theory . How to cite Cross-Cultural Determinants of Employee Motivation in Starbucks Company, Essay examples Cross-Cultural Determinants of Employee Motivation in Starbucks Company Free Essays Introduction Starbucks has served as a milestone in the coffee industry and is a massive organization in terms of people employed and stores owned. At the current time it has revenue of $10.7 billion and owns 16,850 shops in 40 countries. We will write a custom essay sample on Cross-Cultural Determinants of Employee Motivation in Starbucks Company or any similar topic only for you Order Now Starbucks is clearly the world’s top coffee retailer, it employs 137,000 employees or â€Å"partners† as it likes to call them. Howard Schultz, the CEO of Starbucks, considers that ‘the tip of success in Starbucks is not coffee but employees’. He constantly builds upon the working experience of employees, providing chances of promotion, and treating workers as working partners is their way to operate sustainability. He firmly believes that the spirit of Starbucks is employees and feels honored about the value of Starbucks employees. Many theorists believe that â€Å"it is necessary to have a perfect education and training policy for better performance in a company† (Michelli, 2006). Despite serving in many countries, Starbucks has a similar organizational structure; as a result, it does not take into account the cross cultural determinants. It has been criticized for its approach; also because, employees of some countries like UK are not as satisfie d as employees from Poland and Germany, thus Starbucks must make use of cross-cultural determinants in order to improve its management methords. One of the most proficient theory, the Hofstede theory states that the motivational factors of every country are different and thus must be looked into before a company, such as Starbucks sets its motivational methods. Along with Hoftsede it talks about Management and Motivation in reference to the Grid/Group Theory by Douglas, which strives to classify different cultures in relation to being hierarchist, individualist, egalitarian and fatalist. It also talks about the ‘Cultural Theory’ and ‘Organizational Theory’ in relation to Starbucks. This research attempts to access these theories in reference to Starbucks, and its motivational methods across nations. It looks at a comparison between the way Starbucks company treats or must treat its employees across UK, Poland and Germany. Brief Overview The Starbucks Company is a vast and well constructed multi-national, which serves in 40 countries. It has to keep in mind various cross-cultural determinant while bringing in its motivational schemes. However, it has been criticized for not taking into account, cross-cultural determinants when building its management cultural across countries. It is often assessed, that the employees of countries like UK, seem to be less motivated than employees from Poland and Germany. This paper talks about all possible schemes in relation to motivational theories, that can be adopted by Starbucks,chiefly the Hofstede theory. The factors of this theory are highly relevant and can be implemented in various ways to improve performance. The first factor, Power distance can be defined as â€Å"the extent to which the less powerful members of institutions and organizations within a country expect and accept that power is distributed unequally† (Hofstede 1991, p. 28). UK and Germany, are ranked as a low power distance society, where the relationship between bosses and subordinated is of interdependence, treating each worker equally and calling them ‘partners’. There, the managers of Starbucks are likely to place a greater importance on labors’ rights as compared to managers in Poland, which ranks as a high power distance country. However, in Poland there is a hierarchical social system, thus, it is said that their ‘ideal boss is a benevolent autocrat’. Another factor of the Hofstede theory is Masculinity, the dominant values in society being material success versus femininity, caring for others and the quality of life. UK, Poland and Germany, are Masculine societies, driven by competition, achievement and financial success. In these countries, people’s performance is highly valued and people ‘live in order to work’. Starbucks too, beliefs in monetary based appraisals, it spends $300 million, on their employees’ welfare, much more than ‘they do on coffee beans’. Starbucks even gave its UK staff shares worth around ?4 million in their employee share scheme ‘Bean Stock’, followed by a Christmas cash bonus to staff worth ?1.5 million. Uncertainty Avoidance, is another of Hofstede’s theories, it classifies countries into being high in Uncertainty Avoidance; having strict rules and resistance to changes like Germany and Poland and low in Uncertainty Avoidance; having fewer rules and being welcome to changes like UK. This is an important factor to look into a country when bringing in new innovations, and the planning of how the change has to be implemented. Managers of UK can bring in new ideas easily and with more enthusiasm while managers in Germany and Poland have to bring in changes subtely because people resist from breaking orthodox norms uneasy. Starbucks went through many changes when it merged with Giornale, it was welcoming to his employees’ involvement and included them in every change, by 1987, and employees at Starbucks had begun buying into the changes. The theory includes a comparison between countries which have more, individualism everyone is expected to look after themselves and their immediate family against collectivism, and cultures in which people are bound into strong and cohesive groups. UK, Germany and Poland, are individualistic societies, where the route to happiness is through individual accomplishment. Here the company, in order to motivate its employees has to come up with schemes to provide them and their families’ advantages. The culture in Starbucks is of mutual advantage, thus workers usually do a fruitful job but all these factors must be kept in mind. Understanding all the cross-cultural determinants including these is crucial for a company which serves such a wide range of cultures; their observation along with development on these lines, must all be looked into, in order to bring out the best results. Another theory is the Cultural Theory’ which talks about the importance of culture, stating that is is too ‘important to be left undefined and unrefined, and analysts need a deeper awareness of the anthropological and sociological frameworks’ when refining their management attitudes. It outlines the effect on culture in relation to common objectives, employee motivation and loyalty. Setting of roles, leadership, innovation, setting incentives, tolerance and accountability. The setting of the corporate cultural is extremely subjective of the countries cultural as a whole. The Grid/Group theory is another theory based on cultural determinants, created by Mary Douglas, in 1996. It strives to study cultural relativism, which can be increased through a classification system taking into account ‘moral system, worldviews and ideologies’. This classification is built into two axes, based on individualism versus collectivism, including isolate/fatalist, hierarchist, individualist and sectarian groups. Each type is based on different classifications, power paradigms, moral values and individuality. In this paper, it is used to analyze, the classification of different cultures, such as UK, Germany and Poland into these categories, observing where their general workers fall, taking into account their employee, culture, market and forms of hierarchy. The paper also talks about Organizational Culture Theory which is based on performance, ‘organization effectiveness, employee commitment, employee satisfaction, culture type, culture strength and culture congruence’. This theory is talked about in relation to Poland, Germany and UK; assessing them based on all these assesses their management and motivational factors. Even though Starbucks operates in different countries, its organization culture is often the same. This can be a harmful strategy, as due to differing cultural determinants, the company must change its strategies relatively. If this is not done, the motivation of employees can be lowered and the management can fail to do its job. Thus, this paper talks about all these theories and the possibilities that they provide to Starbucks, in modifying its strategies based on varying cross-cultural determinants. Objective This paper is set to analyze and evaluate the cross cultural determinants of Poland, UK and Germany, in order to find out the best ways to motivate the employees of those countries. It attempts to Find out the cross cultural determinants of these societies and the way the employees of these countries are treated. Methodology The Prime methodology used will be questionnaires that will be filled out by Starbucks employees across these countries. The questionnaire will be based on the Organizational Energy Questionnaire from ‘fully charged’ written by Heike Bruch, which is an instrument to measure a company’s energy state. The questions will include if the employees like what they do, do not have much drive feel relaxed in their job, feel angry in their job, feel enthusiastic in their jobs, have no desire to make something happen, speculate about the real intentions of management, have real care about company’s fate, are efficient in conducting work, behave in destructive manner, go out of their way to make company succeed and if they feel discouraged in their jobs. All these questions will convey about the general state of employees and their will be a separate questionnaire to observe the importance of cross-cultural determinants. References Heike Bruch and Bernd Vogel (2011). Fully Charged. United States of America: Harvard Business School Publishing. HOFSTEDE THEORY- Poland, (2011) [online]. [Accessed 2012]. Available from: . Penny Bassett (2004). CHINESE AND AUSTRALIAN STUDENTS’ CULTURAL PERCEPTIONS: A COMPARATIVE STUDY, Victoria University. Jim Boyer (2009). Understanding Hofstede’s Theory to Motivate Cross Cultural Employees. Business Insider [online]. (2011) [Accessed 6 May 2012]. Available from: Nicholson, N (1998) Encyclopedic Dictionary of Organizational Behavior Blackwell, pp 215 Hoovers [online]. [Accessed 2012]. Available from: . Starbucks Coffee [online]. [Accessed 2012]. Available from: . V S RAMA RAO (2009). The Hofstede Studies [online]. [Accessed 2012]. Available from: . Cultural Dimensions Theory [online]. (2010) [Accessed 2012]. Available from: . Zoe Wood (2010). Starbucks’ staff set to get free shares in incentive scheme. 19 December 2010. Starbucks [online]. [Accessed 2012]. Available from: . Employee Benefits [online]. (2011) [Accessed 2012]. Available from: . Projects [online]. (2011) [Accessed 2012]. Available from: http://projects.chass.utoronto.ca/semiotics/cyber/douglas3.pdf . York Universit y [online]. (2011) [Accessed 2012]. Available from: http://www.fsc.yorku.ca/york/istheory/wiki/index.php/Organizational_culture_theory . How to cite Cross-Cultural Determinants of Employee Motivation in Starbucks Company, Essay examples