Call Number
658.8 MAR
Publication Date
2016 2015
Summary
Starbucks is the essential success story of the American capitalist dream. From humble beginnings in 1971 as a Seattle coffee store, it's become a multinational with over 21,000 outlets in 63 countries. Its brand is universally known. How did they do it? Starbucks' success owes a lot to the vision of its guiding light, CEO Howard Schultz, who preaches an almost evangelical brand of caring capitalism, at the same time focusing relentlessly on the customer experience. Acquisition, brand-stretching, social media, and new channel development have all played a part. They put a lot of stress on caring for their staff and the in-store atmosphere. They want customers to feel it's their Starbucks. Good Citizen? CEO Howard Schultz talks about creating a philosophically different business but is it really? Critics point to low pay and scheduling pressures for staff, tax avoidance and, above all, the pittance developing world farmers receive for the coffee beans.
Format:
Video recording
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by
Kanopy (Firm)
Call Number
XX(295752.1)
Publication Date
2015 2006
Summary
Getting a job is one of life's big challenges. But how does it look from the employers' point of view? This documentary looks at how a small business, a hospital, and a supermarket recruit their staff. SMALL BUSINESS: Small business SNS supplies computer networks to schools and has to work out their job specification for a new position from scratch. They advertise the job by means of word of mouth and look at how well presented the applicants' letters and CVs are. HOSPITAL: East Kent and Canterbury hospital is looking to fill a vacancy for an office job with important responsibilities - ensuring cancer patients get their treatment on time. Unlike the small business, the hospital advertises the job both in the local newspaper and internally - and the wording of the ad is a crucial consideration. SUPERMARKET: Giant supermarket Asda asks its candidates to fill in an application form - except it's more like a questionnaire designed to weed out people with the wrong personality. Asda also asks candidates to come to a group assessment which involves a form of psychometric testing. THE INTERVIEW: All three organisations make their final decisions at the interview stage. The small business interviewers mark their candidates under particular headings, such as enthusiasm and leadership. The hospital puts a lot of store by supporting statements. In the supermarket, body language and appearance turn out to be important factors.
Format:
Video recording
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0.0938
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