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Organizational Behavior in Best Buy - Essay Example

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It is a global family of global brands with more than 40 years of history. Their primary product lines include televisions and related products; personal computers and related products;…
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Organizational Behavior in Best Buy
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Download file to see previous pages they operate the Geek Sqaud which is a customer service business where they assist their customers both bin the Best Buy stores and in customers’ homes. Future Shop and Best Buy are two brands of large, broad-based customer electronics stores they operate in Canada. They also serve their customers through four websites -,, and
Their corporate vision is to make life fun and easy. The company is strongly associated with technology as they think technology should serve people. Since its inception in 1966 the company has grown steadily through innovation. They have overcome numerous challenges on the way and grown stronger. With a customer centric approach the employees have been trained to respond to their unique needs and aspirations.
Changes in organizational behavior have become essential to sustain the market forces and competition. Employees at Best Buy are stressed out and find it difficult to maintain work-life balance. Organizations are constantly being challenged to develop new dynamic, adaptable structures. This is what Best Buy (BB) was experiencing till they decided to bring about a drastic change in their corporate culture. Attrition rate had increased at Best Buy when the company decided to introduce the ROWE (results-only work environment) program (ICMR, 2007). The vision of the program was that productivity should be measured by output and not by the number of hours spent at work. Turnover has reduced following the implementation of the program (Business Week, 2006).
Change management is difficult and BB too faced problems. Implementing ROWE required a complete overhaul of people’s attitude towards work. There was a lot of confusion in the beginning. To manage change motivation is the key to empower the staff and get the front line managers to take collectively responsibility (Landale, 2004). When BB implemented this, they gradually found that employee engagement, a measure of employee ...Download file to see next pagesRead More
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