Direction: Read the article below and answer the questions below it.

ROWE in Best Buy

Empowering employees to make decisions that may affect sales or other performance
measures means that employees must be responsible and accountable for their actions. But Brad
Anderson, CEO of Best Buy, believes this is the best way for his firm to remain the frontrunner
in retail electronics sales. And when LI a group of employees took things one step further,
embarking on an experiment that would eventually change both the culture and structure of the
company, he applauded.

That experiment was called ROWE-result oriented work environment. Essentially, it

means that employees determine their own work hours as long as they get their jobs done. Of
course, people have to be in the stores to open, close and assist customers. But, the 4,000
employees who work at the corporate headquarters and in other staff locations are now officially
on a clock less schedule. The goal will be for Best Buy managers to evaluate their staff only on
performance, not the number of hours they spend at the office. Anderson fully supports the idea,
even though he didn't think of himself. "ROWE was an idea born and nurtured by a handful of
passionate employees," he says. "It wasn't created as the result of some edict."

Anderson is so enthusiastic about the organizational change that he and his executive
team have established a Best Buy subsidiary called CultureRx which is c:esigned to help other
,companies for a fee to go clock less as well At Best Buy, ROWE is helping- combat such
employee issues as burnout and high turnover. It also renders employees completely responsible
for their productivity-their results. And that, sav its supporters), is on the rise.

Questions:

1. How do you understand the idea of ROWE? Explain

2. What are the advantages and disadvantages of a clocks workforce? Enumerate
3. How does authority will fit in to the ROWE program? Discuss
4. Is delegation still possible with clock less workforce? Defend your stand.