There are many types of
organizational interventions. Recently, these interventions which had previously
gone unnoticed by society has been making national and even international news.
These two types of interventions are investing in employees and focusing on
groups. While these two interventions are the sole focus of the following
articles, both companies are also utilizing the building trust intervention in order
to bring about organizational change and even change on a macro scale, to
entire industries. The two companies for analyzation are Google and Starbucks,
both very large and very influential companies in regards to society and to
their respective industries.

            Recently, there has been a sweeping overhaul in corporate
tax code in the United States. While both Starbucks and Google both reap the
benefits of these changes, Starbucks is passing along their good fortune to
their employees. “In a letter to company employees, CEO Kevin Johnson said,
“Starbucks remains committed in continuing to offer industry-leading
comprehensive health care benefits and marketplace, disability and life
insurance benefits, a 401K savings plan benefit, and the Starbucks College
Achievement Plan.”” (Holden, 2018). This is an example of investing in
employees. By giving employees fair pay, a 401K, health benefits, life
insurance and access to funds for college they are investing in their employees.
By showing their employees that the company sees them as more than just
employees, but as people, it guarantees that employees will work harder for the
organization.

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            “Five years ago, Google — one of the most public
proselytizers of how studying workers can transform productivity — became
focused on building the perfect team” (Duhigg, 2016). This is an example of focusing
on groups. Google saw that when employees worked together problems were solved
faster and innovation flourished. “One of the main management strategies of the
organizations is to invest in employees” (Gungor, 2011). Promoting team work is
an investment in employees. It provides an atmosphere of implied confidence in
not only the ability of the employees but in their ability to make decisions
and act on those decisions accordingly.

            While both Starbucks and Google are using different
organizational interventions, both approaches are centered in trust
intervention. Starbucks is investing in their employees, which is a form of
trust, trust that employees will stay with the company and will not increase
turnover rates. Google is focusing on groups which is a form of trust, trust
that the members of that group will work together for the betterment of the organization.
Trust is an essential part of feeling needed, which employees need to feel.

            Starbucks is focused on the individual employee while
Google chooses to focus on groups of employees. It is easier to manage each
person as an individual than it is to manage groups of people, where there is
shared responsibility. The differences, however, do not take away from the benefits
each hold if implemented correctly. Each style of intervention utilized by both
Starbucks and Google pass along some of the power to the individual employee.
Giving power to employees could be a disaster, but Starbucks and Google are
both revered by their respective industries and society as they have
implemented changes and interventions in such a manner that they have both
become the standard to which other companies are held to.

            Organizational interventions are often needed to ensure
that the organization changes as society changes. The younger generation does
not work the same way the older generation does/did. It is because of this that
changes must be made in order to entice new employees to organizations. The
organizational interventions implemented by both Starbucks and Google provide
what the younger generations are seeking, individuality and an understanding of
modern life coupled with what is necessary for survival, such as fair pay. As
long as these interventions are thought out and implemented correctly, they
will continue to benefit companies.

References

Duhigg,
C. (2016). What Google Learned from its Quest to Build the Perfect Team. The New York Times Magazine. Retrieved
from https://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html

Gungor,
D. (2011). The Relationship between Reward Management System and Employee
Performance with the Mediating Role of Motivation: A Quantitative Study on
Global Banks. Procedia Social and
Behavioral Sciences, 24: 1510-1520.

Holden,
R. (2018). Starbucks is spending its Tax Cut on its Employees. Forbes. Retrieved from https://www.forbes.com/sites/ronaldholden/2018/01/24/starbucks-is-spending-its-tax-cut-on-its-employees/#17e5b28b697b