Question;

TRAINING Q:
Would you use lecture, case study, behavior modeling, or a combination of these methods, to
train Starbucks employees at a new Starbucks? Why? If you had to choose between adventure
learning and action learning for developing an effective Starbucks team, which would you
choose? Explain.
LABOR RELATIONS Q:
Explain the three values that one should decide before negotiating an economic issue such as
wage rates. Which do you think is the most important and why? Which do you think is the least
important and why?

Answer;

Training, and Labor Relations

  1. Would you use lecture, case study, behavior modeling, or a combination of these methods, to train Starbucks employees at a new Starbucks? Why? If you had to choose between adventure learning and action learning for developing an effective Starbucks team, which would you choose? Explain.

In training employees at a new Starbucks, a combination of all the three methods would be required for the best outcome. Through a lecture, I would be able to communicate to a large group of trainees  and pass a considerably huge amount of information. However, the information would be much of theoretical work. To enhance it, I would use a case study to equip the trainees with information regarding the challenges and successes other Starbucks have faced. Finally, behavior modeling will enhance their social skills and capability to learn from others (Noe, 2008o).

To have the most effective Starbucks team, I would choose Adventure learning. This strategy makes all round individuals who would be ready to react to any challenges and solve them (Noe, 2008). It is also very important for innovations as it encourages risk taking. Action learning would limit the team to some pre-determined problems.

  1. Explain the three values that one should decide before negotiating an economic issue such as wage rates. Which do you think is the most important and why? Which do you think is the least important and why?

When negotiating, the three values that must always be considered are the desired outcome or target outcome, the bottom line or resistance point, and the initial offer or operating offer. The the target outcome is basically the best outcome that an employee is set to get given the best chances that the negotiation goes in the best way (Concina, 2014). It is decided before the negotiations are initialized. The second consideration is the resistnce point, which acts as a mark of no acceptance. It is set as an absolute mark set below or above which one would walk away. The last value is the value that the other part of negotiation is willing to offer. I think the most important is the bottom line since it decides a lot on the life of an individual working for another or an organization. Then least important on the other hand is the initial offer, since it does not explain the essence of a negotiation, it is only the reinstatement of an initial deal

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