Analyzing the Impact of Cultural, Motivational, and HR Factors on Organizational Productivity: A Case Study of Starbucks

Abstract

This paper aims to establish the relationship between cultural, motivational, and human resource factors and organizational productivity using the Starbucks organization as the subject of study. Hypothesized that workplace culture, motivational interventions, and organizations’ HR practices influence organizational productivity in a complex way; however, research that connects these variables within a coherent theoretical model is lacking. To establish the determinants of productivity, the current study employs survey-based data and a linear regression model. It reveals that career mobility factors and conflict handling mechanisms have positive impacts in increasing productivity thus increasing organizational performance, while recruitment integration and perceived HR support for well-being moderates both positively and negatively. Even though a close correlation between cultural aspects such as collaboration, diversity, and values with organizational success can be considered low statistically, they play significant roles in encouraging creativity and group unity. Therefore, the research inspires ideas for enhancing the organizational culture at Starbucks, motivating employees as well as improving HR strategies. These insights help to enhance the theoretical knowledge of culture, motivation, and Human Resources’ impact on continued organizational success.