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Best Buy Smashes the Time Clock, Essay Example

Pages: 2

Words: 434

Essay
  1. Since ROWE is based on giving freedom to employees, goal setting becomes crucial: in the absence of a highly structured work environment, goals have to be clearly defined. Any ambiguity in other words can lead to disastrous results, since extensive autonomy is the key to the program. The motivational mechanism here is also crucial: the reward of more autonomy, freedom where to work, etc., means that to the extent that workers prize these rewards, they will be motivated to complete their tasks.
  2. ROWE should not be widely adopted as an employee engagement and retention tool because its success is context-dependent. Some types of job require heavy amounts of teamwork, and in this case ROWE’s autonomy is simply too radical and chaotic to create an environment needed to satisfy these tasks. It is occupations where autonomy and a loose structured work environment are not potentially problematic that ROWE is relevant.
  3. Participatory management seems to be the opposite of ROWE, to the extent that the former emphasizes community and the latter represents autonomy. Decision making in relation to the whole company is replaced by results only that emphasizes individual freedom. Certainly, which approach is best is relative: Sometimes more participative approaches are needed, whereas in other cases more autonomy is needed. In this regard, the biggest threat to the success of ROWE type programs is its mass implementation without consideration of the context of where it can work and where it can fail. Sometimes more participative approaches are needed, whereas in other cases more autonomy is needed.
  4. Open-book management at Best Buy would be an effective balance to ROWE. This is because since ROWE emphasizes autonomy, open-book management would balance this by emphasizing community: namely, workers are notified that, even though they are autonomous, their labor still has effects on the greater structure of the company. It places the results they achieve autonomously in a bigger picture.
  5. ROWE seems to be relevant to successful employee participation programs by radicalizing the autonomy of the latter. Employee participation programs give the worker a freedom in the business structure, by allowing participation: ROWE furthermore takes this freedom to be fundamental alongside results.
  6. I would like to work at a company with a ROWE program only to the extent that the program is applicable to the company. In jobs where a close community is needed and constant interaction with co-workers, a clear-cut work schedule means that I know where my co-workers will be and they know where I will be. In cases where the work is more autonomous by nature, I would like to work in a ROWE program because of the freedom it affords.
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