Rowe Program at Best Buy Essay

1045 Words Sep 23rd, 2012 5 Pages
“ROWE Program at Best Buy” Assignment #5
Theresa Williams
Strayer University
August 31, 2011

“ROWE Program at Best Buy” Assignment #5 The culture of Best Buy is one that, I believe, many people would love to be a part of. This “Results-Only Work Environment” program, or ROWE as it is better known, is simply just that – folks are able to work when they please, as long as the work is getting done and results are made. Their main organizational cultural value is to make sure the work is done. It doesn’t matter how long or how short of a time one is physically at work, nor does it matter if an employee is working from home, or from cell phones - the work just needs to be done. Before ROWE was in place, Best Buy was a company that,
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That department tried and succeeded. The turnover rate, because of this, went to zero, and moreover, the satisfaction and team performance of the employees rose! Consequently, upper management was encouraged to join in this movement and total flexibility was, therefore, offered for everyone. This was the start of ROWE for the entire company. However, ROWE wasn’t forced on any one department. All departments and sectors joined in the movement when the time was right for them. Making ROWE optional gave departments and employees time to figure out if that program was something their particular department could thrive from or, conversely, weaken (Hellriegel & Slocum, 2011). Of course when there is change, there is some sort of resistance. Organizationally, the new change had to battle with “old attitudes” that had been cultivated and nurtured throughout the years. Many managers felt as if “there were certain people that need to be managed differently than others,” especially people who are in Administrative Assistant positions, which needs to be able to “serve their bosses.” As an organization going through change, “sludge sessions” were developed as well for “employees to dig out the cultural barriers to change.” For a while through the transition, employees would make sly comments and remarks to their peers, often saying words that could make someone get on the defensive, creating a negative environment while all

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