...1. Discuss how a ROWE-type program would fit in organizations where you have worked. Explain why it would or would not work. I believe a ROWE-type program would work well in my organization, having a results-oriented work environment means there is no work schedule and there are no face-to-face meetings. A results-oriented work environment allows employees to work when and where they want, as long as the results are in place. The ROWE program has flared well among a lot of organizations, with many organizations implementing the same. It provides flexibility to work part-time and work from home, which is a critical issue for many working females particularly and also among the male members where they can manage their family and work life very well. It provides a heightened sense of loyalty to the employees because they know that their boss trusts them to do their job sincerely, which in turn increases their pride and responsibility towards their work. It has been witnessed that productivity improves when the focus on work improves. It allows people to develop a better understanding of their job and eliminate office space time-wasters like "fake meetings" etc. ROWE also eliminates the illusion of productivity created by the "come early, leave late" mentality many firms require for promotion. Thus the focus is primarily towards results instead of punching the time clock or logging desk time. 2. Identify factors in the ROWE program that might make using it for retail...
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...340 In my opinion, ROWE-type program has advantages and disadvantages, and it can be fit with some organizations or not. It depends on the structure, strategies, goals and plans of the organization. Putting ROWE-program in my organization, I think it will work and benefit in some departments or fields; however, ROWE program may disorganize the company and make employee frustrated. Firstly, I want to mention some points how ROWE fit my organization, and the reverse side I will discuss later. ROWE creates a new culture for my organization, and they change the transition from traditional business management to flexible work schedule. Here are some features of ROWE program: 1. No timetables. 2. No compulsory meetings. 3. No impression-management hustles. 4. Work no longer a place to go. Work is something to be done. 5. Performance would be based on output, not hours. References: http://www.casestudyinc.com/best-buy-rowe-initiative We can see in ROWE program, they judge the performance based on output, not on the number of hours spent at office. In many traditional companies, HR department check attendance at working as good productivity; however, ROWE allowed employees to make their own work-life decision. In my organization, they choose to implement the new structure to increase morale and motivate the employees. My organization is food organization with many retailing stores in my country, so there are some departments may fit with ROWE program such as marketing...
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...ROWE Program at Best Buy Abstract This paper answers the following questions about the ROWE Program at Best Buy story. 1. Describe the culture of Best Buy. 2. Discuss the approach to organizational change that the ROWE program illustrates. 3. Discuss the resistance, both organization and individual, that the ROWE program had to overcome. 4. Discuss the sources of stress that are apparent in the case. 5. Discuss whether or not the organizational culture has helped with the change. Best Buy implemented the Results Only Work Environment (ROWE) program to promote a work, home, and life balance with a dedication to diversity and personal responsibility. With this implementation they also encouraged creativity and innovation. Creating this type of culture allows people to develop strong, enduring and independent working relationships with both their clients and their colleagues. The main objective is to create team-oriented and collaborative places to work to improve productivity, profits, and provide better customer service. Best buy culture was that of a company that encouraged long hours and direct supervision. They often celebrated these occurrences with rewards and frowned on those who did not participate in “putting their time in” to help the company become more productive. This type of culture was one of the reasons that Best Buy decided to adopt the ROWE program. The implementation of ROWE requires a complete overhaul of people's attitudes...
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...ROWE Program at Best Buy Strayer University 5 September 2010 In this paper, I will explore the culture at Best Buy Co., Inc. Best Buy's workplace culture has changed over the years by devising a program called the Results Only Work Environment (ROWE). This company has a culture of embracing challenge and change. Best Buy took a chance in trying a new way of doing business. Due to this corporate change, I will discuss the resistance and the sources of stress that the ROWE program had to overcome at Best Buy which involved individuals and the organization as a whole. Finally, I will discuss whether or not the organizational culture has helped with the adjustment of using the new program. Best Buy is a consumer electronics retailer. This retail store’s Organizational Culture is the personality of the organization. Best Buy’s personality was known for their long hours, demanding bosses, and a high voluntary turnover. Best Buy did not give much time into the well-being of their employees. Employees and leaders in a company create, maintain and transform the culture of a business. To keep employees happy and motivated, Best Buy rethought the concept of work. Under the Results Only Work Environment program, or ROWE, employees can work when and where they like, as long as they get the job done (Hellriegel & Slocum, Jr, 2010 p. 553). For this company to maintain a healthy organizational culture, the values and ethics of all the stakeholders must interconnect. At Best...
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... one of the leading electronic retail stores in America, embraces long work hours, sacrifice, and dedication to duty. The culture was so obvious that the company was said to give a plaque to an employee “who turns on the lights in the morning and turns them off at night”. There was also a story of a former Best Buy employee who stayed up for three days in a row and ended up in a hospital. This culture overworked Best Buy employees and lacked a balanced approach to work live. Best this culture by implementing a work program it referred to as Results-Only Work Environment (ROWE). The basic construct of ROWE is that employees can work when and where they like provided they get the work done. The primary rules of the ROWE program and culture require that employees do whatever they want, whenever they want, as long as the work is done. Hence some basic work requirements such as schedules, meetings, and in person services were considered optional. It was all about results and getting the work done no matter what it takes. ROWE started in 2003 and had been introduced to its 150,000 employees in retail stores as of 2009. The ROWE process started quietly and spread like wild fire. It made total flexibility available to everyone that wants it, improved employee morale, and eliminated meetings that were rather unnecessary, Above all, participation was voluntary and no one was forced into it. The early results ROWE in the first six to nine months of its introduction included increase in...
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...Leadership and Organizational Behavior December 9, 2011 ROWE Program at Best Buy In 1966 Richard M Schulze and partner start up a business called Sound of Music, Inc. Sound of Music, Inc sold home and car stereos in St. Paul Minnesota. In 1971 Schultze bought out his partner and began to expand the retail chain, no longer selling just stereos. “His first step was to expand Sound of Music's offerings to include appliances and VCRs. Schulze saw sales quickly climb. In 1982 revenues reached $9.3 million; the following year the company renamed itself Best Buy Co., Inc. and firmly oriented itself toward an older, broader, and more affluent customer base.” (Dougins, 2003) This was the birth of Best Buy.Best Buy is not one of the leading consumer electronic dealers within the United States. The Culture of Best Buy The culture of Best Buy has changed quite a bit since the first store opened in 1982. The newer culture is much more laid back and is more oriented to the work home balance. “The nation's leading electronics retailer has embarked on a radical--if risky--experiment to transform a culture once known for killer hours and herd-riding bosses. The endeavor, called ROWE, for "results-only work environment," seeks to demolish decades-old business dogma that equates physical presence with productivity. The goal at Best Buy is to judge performance on output instead of hours.” (Conlin, 2006) Now, if Joe wants to leave at noon to go fishing or Sallie wants to sleep...
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...intelligence styles, intuition, imagination, innovation and inspiration (Rowe 2004). These four styles of thinking creatively influence our decisions each day. The affect individual decisions at work, at home, in the workplace, or in our socials encounters. In this paper the four styles will be compared and contrasted with each other. An attempt will be made to look at how these styles influences decisions making generally and finally I will attempt to identify my creative intelligence style after completing the profile tool and analyze how the mental models or mindset affects my decision making processes. Intuition The intuitive thinker is conscious of past experiences when they have to make a decision. This type of thinker also is results oriented and relies heavy on the experience they are able to draw on in order to make a decision (Rowe 2004). The intuitive thinker uses the successes from past experience as a basis for doing things the same way for an extended period. The mistakes of the past are avoided by ensuring activities that led to unsatisfactory results are not repeated. While the intuitive thinker will benefit from not making same mistake repeated and by drawing on the successes from past experiences they may limit their ability to try new ways of doing things. If a process or particular way of accomplishing a task works continuously and there is no attempt made to find other ways of achieving the same results inefficiencies may be masked. If there is a mindset of not wanting...
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...VIETNAM NATIONAL UNIVERSITY – HCMC INTERNATIONAL UNIVERSITY SCHOOL OF BUSINESS DECISION MAKING STYLES OF BUSINESS MANAGERS IN HO CHI MINH CITY In Partial Fulfillment of the Requirements of the Degree of BACHELOR OF Business Administration Advisor: PHAN TRIEU ANH, Ph.D. Student’s name: DO TIEN THINH (BAIU08113) Ho Chi Minh City, Vietnam, 2012 i DECISION MAKING STYLES OF BUSINESS MANAGERS IN HO CHI MINH CITY APPROVED BY: Advisor Committee APPROVED BY: Phan Trieu Anh, PhD., Chair ……………………………… ……………………………….. ………………………………. THESIS COMMITTEE (whichever applies) ii ACKNOWLEDGMENTS First and foremost, I wish to register my great thanks to (Almighty) Jehovah, the true God who strengthen my soul and spirit, and save me from being lost. I would like to show my sincere thanks to my supervisor, Dr. Phan Trieu Anh for his brilliant support, and precise advices. I would like to express my deepest gratitude to my family who has supported me a lot. My sincere appreciation also goes to my professors and lecturers at School of Business Administration, International University for teaching and training me during these four years. It would be a huge mistake if not mentioning my sincere appreciate to Miss Nu Hanh and all my friends who support me a lot during the semester that I had been doing my thesis. Last but not least, I would like to give my thanks to members of CIU, a small group bible study, who encourage me a lot. iii TABLE OF CONTENTS ACKNOWLEDGEMENTS...
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...6-7 References………………………………………………………………………………... 8 Executive Summary The purpose of this proposal is to promote flexible scheduling in the workplace. Flexible scheduling means that employees are allowed to work at times that are more convenient to them. The challenge of balancing many responsibilities can cause employees to have trouble focusing, they can feel tired, and distracted. This in turn affects profitability by reducing productivity and performance. Flexible scheduling can assist both men and women balance work and personal obligations. In today’s society, the need for more flexibility has never been greater. Employees who find their lives enjoyable and fulfilling because they’re able to balance all obligations will be hardworking, loyal, and productive. Described in this document are four options for flexible scheduling as well as the pros and cons of flexible scheduling. Conflicts between home and work can create work-related stress. There is a great need for employees to have more flexibility in their schedule which would allow balance between home and work. When the demands of work and home are incompatible and participation in one role is made more difficult by participation in the other role, conflicts occur. Work related stress affects the quality of life for the employee and increases...
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...The Impact of leadership Styles on Quality Management in Health care Effective and strong leadership is one of, if not the most important and critical component for any organization’s success, particularly in health care facilities. Leadership also plays a major role in enhancing an organization’s competitiveness as confirmed by various academics (Rowe, 2001; Riaz & Haider, 2010). Many argue and suggest that there is a connection between an organization’s leadership style and its ability to implement and manage quality initiatives. That being said, researchers still encounter difficulties when assessing the effect of leadership styles on healthcare quality management, as most of the available theories were developed outside of healthcare setting. This paper aims to present an evaluation and a review of published scholarly articles discussing three styles of leadership and their association with quality management initiatives. The three leadership styles chosen for this evaluation are: Transformational leadership, servant leadership, and situational leadership. The paper will also describe my current leadership style, then compare it to the transformational model, and finally outline the changes I need to implement in order to incorporate its key characteristics into my own style. Research Summaries In the first article titled “Knowledge Management as a Mediator for the Efficacy of Transformational Leadership and Quality Management Initiatives in U.S. Health Care”...
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...done as an effective management technique, but more importantly, as a means to develop employees. Providing challenge and opportunity builds skill, experience, and confidence. As a result, effective leaders surround themselves with talented + and patiently listen to concerns.Managing change Effective leaders are skilled at facilitating organizational change and overcoming resistance. They do this in 4 important ways:1: By “being a role model”. Leading change by example sets the tone and pace for others. Effective leaders approach change in a positive and realistic way. Effective leaders are skilled at facilitating organizational change and overcoming resistance. They do this in 4 important ways: * 2: By “adapting”. * Leaders are flexible, adapting plans as necessary. This includes adjusting management or leadership style to changing situations. * 3: By “including others”. * Leaders involve key people in the design and implementation of change. Aware of the impact change can have, they take into account people’s concerns. * 4: By “being direct”. * Leaders are straightforward about the changes and consequences of an expected action or decision. * Building and mending relationships.Effective leaders are skilled at interpersonal relationships. They are able to negotiate and handle work problems without alienating people. They show they understand other’s perspectives and are able to gain cooperation, trust and...
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...designated goals” (Northouse, 2010).Since leadership is about growing group performance through motivation, the leader must be more worried with job satisfaction and the creation of a comprehensible picture of how subordinates can gain rewards based on performance. The leader must distinguish the results on which he/she own positive power, increase personal payoffs to employees on behalf of objective achievement, give direction and coaching, clarify subordinates’ expectancies, and increase opportunities for personal satisfactions dependent on work performances (Rowe and Guerrero, 2010, 205-210). Path-goal theory indentifies four style of leadership known as Directive leadership, Supportive Leadership, Participative Leadership and Achievement-Oriented Leadership (Griffin, 2010, 559- 564). Directive Leadership: Directive behaviour is basically the same as initiating structure. It should not be applied when the formal authority relationships are clear and structured. When the task is not easy as well as unstructured, then it’s the best condition for the directive leadership style. This style increases subordinate morale when there is task ambiguity (Dubrin, 2007) and is similar to the task-oriented or initiating structure style (Daft, 2005). Supportive Leadership: Supportive behaviour is basically the same as consideration. Supportive style leadership should be applied when the formal authority relationships are clear and bureaucratic. This style is most appropriate for improving...
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...In Hospitality Management | Hospitality Management 2012 | 64 Susanna Saari Veera Korjala CULTURAL DIVERSITY IN HOSPITALITY MANAGEMENT The bachelor´s thesis investigates cultural diversity in the hospitality management. It aims at presenting effective ways to improve cultural diversity in a workplace. This study was commissioned by JW Marriott San Antonio Hill Country Resort & Spa in Texas, USA and three hotels in Stillwater, Oklahoma, USA: Atherton Hotel, Hampton Inn & Suites and Residence Inn. The bachelor´s thesis incorporates culture theories and their applications to the workplace. Additionally, it focuses on cultural diversity dimensions in hospitality workplace, such as its benefits and challenges, its reflection in the work environment which have been related to the organization’s cultural diversity management. Eventually it provides solutions, such as a corporate strategic plan which focuses on the improvement of cultural diversity in the workplace by means of cultural diversity training. These best practices of cultural diversity are discussed in detail both in the literature review and in the study. The bachelor’s thesis has used two research methods, both qualitative and quantitative research approach. Qualitative research method was implemented by seven in-depth interviews with a target group of managers in the JW Marriott resort hotel whereas the quantitative research component executed captive questionnaire survey and included target group of entire workforce...
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...[pic] BJMP 5023 Operations and Technology Management [pic] PREPARED TO: DR MARTINO LUIS PREPARED BY: SUHASINI PRAHAKARAN (810986) Title Company: Caterpillar Inc Background Caterpillar Inc. Overview The Caterpillar Tractor Co. was formed in 1925 as a result of the merger of the C.L. Best Gas Tractor Company and the Holt Caterpillar Company. Restructure as Caterpillar Inc. in 1986, and it is currently one of the world’s largest manufacturers of construction and mining equipment, diesel and natural gas engines and industrial gas turbines. Caterpillar has over 3 million machines in usage and it runs in three primary lines of business such as Machinery, Engines, and Financial Products. . Strategic Overview In order to remain to excellently grow the business and success against the competition, Caterpillar has implemented Vision 2020, an enterprise strategy that emphases on the Company’s customers, employees, and stockholders. Vision 2020 is built on Caterpillar’s strategic goals, operating principals, and core values. The three primary strategic goals of Vision 2020 are to produce superior financial results, be a global industry leader and have the greatest team. Involved in Vision 2020 are Caterpillar’s “Big 8” requirements for 2011 through 2015 which is focus on how Caterpillar will success and preserve and improve its leadership position. Over Vision 2020, Caterpillar expects to win by delivering valued, quality products, services...
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...BEST BUY [pic] [pic] Making Life Fun & Easy! [pic] Tiago Alves Andrew Bornstein Mae Brana Grace Tan Meredith Walters Table of Contents Business Summary 2 Vision Statement & Corporate Values 2 Rankings 2 Market Share 3 Stock Chart – 5 Year Performance 3 Financial Highlights 4 History 5 Key Executives 6 Strategy 7 Customer Centricity 7 Value-added Services Business 9 Supply Chain and IT Systems 9 New Store Openings 10 Mergers & Acquisitions 10 Employees 11 Key Competitors 12 5-Year Performance vs Key Competitors 13 Appendix 14 Business Summary Best Buy is a specialty retailer of consumer electronics, home-office products, entertainment software, appliances and related services in a superstore format. It operates retail stores and commercial Web sites in the U.S., Canada and China, under the brand names Best Buy (BestBuy.com and BestBuyCanada.ca), Future Shop (FutureShop.ca), Magnolia Audio Video (MagnoliaAV.com) and Geek Squad (GeekSquad.com and GeekSquad.ca). As of Feb 25 2006, Best Buy operated 742 Best Buy stores, 20 Magnolia Audio Video stores and 12 Geek Squad stores in the U.S.; and 118 Future Shop stores, 44 Best Buy stores and five Geek Squad stores in Canada. Best Buy operates two reportable segments: Domestic and International. The Domestic segment is comprised of all U.S. store and online operations, including Best Buy, Magnolia Audio Video and Geek Squad....
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