October 21, 2013

ROWE = commitment

Thinking on what we have discussed with respect to models recognising each one of them has its own pros and cons to some of us or just positive points, I believe those argues are based on running them considering the commonalties either one inside of the other, part of it or none; because that is when problems turn up. A model is: better, according to Oxford Dictionary "a thing used as an example to follow or imitate" Lets call it a guide thus having these guide and acknowledging the benefits are not enough; the mixture of models or implementation of single one as a group is not more than that without strategies to put on practice, one of them is called ROWE which fits perfectly into the EFQM.


ROWE (Results-Only Work Environment) is an strategy which allows employees to shows results through time management or self-management. This is founded in the premise of every employee is commitment to the job lead this to work in his/her own time reaching individuals and common goals gaining both worker and employee.

Benefits: (I want to be reiterative pointing in commitment from every part involve into it) can be seen as the employees dispose autonomy to execute the job which release the stress given space to creativity developing skills as solving problems by their own, free will deciding when is the time to work and which is the one to spend with family or on hobbies which make them happy and willingly to work generating quality. Communications is improved becoming fluent, meetings are reduced to the necessary therefore the time is used wisely and the costs decrease.

As they feel comfortable and important it creates loyal employees; an efficient workforce committed from heart, because enjoying the process encourage to visit the famous extra mile turn in passion.


- One comment Not publicly viewable

  1. Benjamin Roberts

    I think this is a good example of some of the benefits of ROWE. However, I think there are some issues with ROWE that an organisation needs to be aware of before implementing such a scheme. The very nature of some employees may not be suited to ROWE, as some will want detailed guidelines on what to do, how to do it and when to do it. Of course this may stifle creativity, but some employees who may not be hugely creative may not want autonomy and the freedom to work how they want. It can also be interpreted that some employees may feel that the boundaries between their work life and personal life is blurred by ROWE, as they could be expected to work on projects right outside the conventional or expected times of work.

    Obviously these problems can be solved. The correct culture would need to be in place within the organisation before utilising ROWE, and employees would have to understand exactly what is expected of them, and how ROWE could benefit them (not just their work life but overall life, like as you said, to encourage them to run the extra mile with passion) and why ROWE is a useful way of increasing creativity and productivity in an organisation!

    22 Oct 2013, 20:43


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