Send the link below via email or IMCopy
Present to your audienceStart remote presentation
- Invited audience members will follow you as you navigate and present
- People invited to a presentation do not need a Prezi account
- This link expires 10 minutes after you close the presentation
- A maximum of 30 users can follow your presentation
- Learn more about this feature in our knowledge base article
Transcript of Management
List of Theories:
*Maslow's Hierarchy of Needs Theory
*Hezberg's Two-Factor Theory
*Expectancy Theory Challenges to Motivation *Hard economy makes new motivational practices difficult to install
*Not all workers will accept a new motivational implementation, causing a manager to know how to handle unique groups within their business
*Designing a motivational rewards program that is equally beneficial to all employees Best Buy *2002 Best Buy CEO Brad Anderson implemented a new program call Results-Only Work Environment, simply known as ROWE
*ROWE was devised by two HRM mangers, Cali Ressler and Jody Thompson. Thompson and Ressler said, "we realized that the flexible work program was successful as employee engagement was up, productivity was higher, but the problem was the participants were being viewed as "not working" *The goal of ROWE was to create a work environment that promoted efficiency in the work place versus dull standard hours of normal work day.
*To counter some manager's arguments about the abnormal hours, participants of this new system would be graded on their overall results not on how long they work.
Question 1 Describe the elements of ROWE. What do you think might be the advantages and drawbacks of this program? Implementing ROWE -Initiating a culture audit at Best Buy's headquarters. The goal was to understand how the employees viewed their work environment. During the four month span of the audit, the executives were being educated about ROWE. 2nd Phase -Explaining how ROWE functions and its purpose to all corporate employees. Along with explaining to corporate employees, managers were trained on how to manage and control this new ROWE workplace. 3rd Phase -3rd phase: Allowing work unit teams to decide how to implement this new scheduling strategy. Units such as public relations and financial department developed drastically different tactics to maintain the ROWE workplace. Units created new policies such as all employees having pagers in case of emergency and converting voice mails into emails. 1st phase Question 2 What might be the challenges for mangers in motivating employees in a program like this? Results -Productivity increased 41% while voluntary turnover fell to 8% from 12%.
-Annual sales increased 2% because employee's engagement in their jobs increased.
-"They don't know if they work few hours- they've stopped counting-but they are more productive," says Ressler and Thompson, "Work isn't a place you go-it's something you do. " Question 3 Using one or more motivation theories from the chapter, explain why you think ROWE works. Question 4 Does this sound like something you would be comfortable with? Why or why not? The End Thanks for your attention!