ASSIGNMENT #5: ROWE PROGRAM AT BEST BUY
Jody Thompson initiated the Result-Only Work Environment (ROWE) in the Best Buy Corporation. This action was instrumental in introducing the concept of culture Rx. Culture Rx offered a customized consultancy services as per the needs of the clients with ROWE as its core philosophy. Organizational culture depends upon the sharing of core values among the maximum numbers of employees in any organization. In Best Buy organizational culture, there was a minimum sharing of values among the employee members. A negative environment prevailing in the organizational premises inhibited the bonding among the employees. This document analyses the culture at Best Buy. The approaches to organizational change that ROWE program illustrates and resistance to ROWE program, both organizational and individual are discussed. The sources of stress in this case and whether the organizational culture has helped with the change are also discussed. Culture of Best Buy
Organizational culture reflects the values, beliefs, and attitudes of its members. Culture plays a large part in determining the quality of organizational life. Best Buy’s culture explained on the basis of the various layers of organizational culture is: •
Shared assumptions and philosophy: Represents basic belief about reality, human nature and the way things should be done (Hellriegel & Slocum, 2011). At Best Buy, employees work in a fast-paced, high-energy, team-oriented work environment striving to understand the needs of the customers. The work philosophy is to challenge, engage and develop every employee's unique talents against the unwavering pursuit of customer satisfaction. •
Cultural values: Represents collective beliefs, assumptions, and feelings about what things are good, normal, rational and valuable (Hellriegel & Slocum, 2011). Best Buy’s cultural values include-having fun while being best at work and learning from challenges. Employees are encouraged to show respect, humility and integrity to their colleagues and customers. •
Shared Behaviors: Includes norms, which are more visible and somewhat easier to change than values (Hellriegel & Slocum, 2011). Best Buy promotes and rewards business performance and results, successful engagement of employees, and behavior consistent with their cultural values. Best Buy acts responsibly to the community and enrich the personal lives of its employees. •
Cultural symbols: are words, gestures, and pictures or other physical objects that carry a particular meaning within a culture (Hellriegel & Slocum, 2011). The PR teams carry pagers to make sure emergencies are taken care of. The finance team has software that turns voice mail into e-mails accessible from anywhere. White boards hang outside employees’ cubicles where they can write down where they are on any given day. These symbolize flexibility and trust. Approach to Organizational Change that the ROWE Program Illustrates Planned organizational change represents a deliberate attempt by managers and employees to improve the functioning of teams, departments, divisions, or an entire organization in some important way. The two different approaches are (a) economic approach and (b) organizational development approach. While the economic approach refers to creating change for purpose of creating shareholder value, the organizational development approach is to develop employees’ competencies to solve problems by improving the performance of the firm (Hellriegel & Slocum, 2011). At Best Buy, the organizational development approach is used to implement ROWE program. The first phase is to move departments into this program. Once a team had been identified, the first step was to use an online calendar where employees entered exactly where they were at any given time. After a few weeks, the employees used a combination of out-of-office messages and trust. Meetings are optional with a few key exceptions. ROWE does not focus on...
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