Chapter 9: Paint Your Environment Part 11
It really isn’t the same everywhere.
For example, some company cultures tend to drive people towards unethical decisions[i] (More here). In an analogous way, some company cultures drive people more towards corporate idolatry. Employees are expected to “do what it takes” to meet deadlines, and to sacrifice their personal time if the boss asks. I believe that a company with a Results Oriented Work Environment (ROWE) has a lower risk for corporate idolatry.
The philosophy behind ROWE is simple. Employees are responsible for results. How they get there is up to them, completely. Employees are given the freedom to decide when to come into the office, and how best to meet their objectives. Daniel Pink argues that ROWE is effective because it provides employees autonomy, i.e. control over their environment, which is intrinsically motivating.[ii] This testimonial from an employee at the GAP, a ROWE company, seems to support that notion.
ROWE has been such a huge support and peace of mind. It allows me to not feel guilty when I need to take care of personal issues. I always meet my deadlines and find alternate time to complete my work.”[iii]
ROWE was developed by Cali Ressler and Jody Thompson when they were in the HR department at Best Buy. Now, they are consultants and speakers, helping to bring change to hundreds of companies. I am skeptical about an individual’s ability to change a company culture. But Ressler and Thompson present a way to make it possible, with a website filled with business cases and slide decks to help you justify a radical change to the way your company operates.
In one example, Suntell, a company that sells loan risk management software adopted a ROWE strategy. They implemented a VOIP system that allows employees to work from anywhere, which saved the company 7% in phone expenses. Many employees decided to work from home, which allowed the company to save 30% on rent by moving a smaller office .[iv]
[i] Bad Apples, Bad Cases, and Bad Barrels: Meta-Analytic Evidence About Sources of Unethical Decisions at Work. Kish-Gephart JJ, Harrison DA, Treviño LK. . J Appl Psychol. 2010 Jan;95(1):21
[ii] Drive by Daniel Pink. Riverhead Book (2009) P 84-85.
[iii] Results Only Work Environment Case Study: GAP
[iv] Results Only Work Environment Case Study: Suntell