I Situation
Mabel’s Label is a Canadian company which was founded by four mothers in 2001. In 2013 the company decided to adopt the ROWE (Results-only Work Environmental). In 2015 the co-founder Julie Cole was responsible to present the real results of this implementation on the Mabel’s Label financial results. However, after two years Cole realized that the company didn’t have any perceptible or visible progress to evaluate the implementation of ROWE.
II. Evolution
After my analyses I realized that the ROWE implementation in Mabel’s Label in my opinion was a success. In order to evaluate ROWE is primordial decided which criteria I would used to support my opinion. According to my prospective the most important criteria to evaluate are human resources and productivity.
Human resource has always …show more content…
Under the ROWE policy according to the case the employees have a right to create and manage their schedule, so they don’t want to be unfocused in hours that they set for finish something up, they are more communicative, the cooperation between departments increase therefore the whole company and costumers won. More interaction means less issue to be solved, that means more projects and more products. Even though it is hard to prove, but all these factors together lead to a more sales and profit for the company. However, the productivity is great because employees are more focus and working with objective clearly define, the company is concern also about the employees that are working harder to achieve goals that they might set so high. As we can see on the case Cole is concern that some employees could burn out.
To sum up the success of implementation of ROWE in Mabel’s Label company in my point of view is clear. On this case, I could find some evidence such as increase of motivation and dedication through employees, increase of productivity and that lead in final steep to increase of sales and
Mabel’s Label is a Canadian company which was founded by four mothers in 2001. In 2013 the company decided to adopt the ROWE (Results-only Work Environmental). In 2015 the co-founder Julie Cole was responsible to present the real results of this implementation on the Mabel’s Label financial results. However, after two years Cole realized that the company didn’t have any perceptible or visible progress to evaluate the implementation of ROWE.
II. Evolution
After my analyses I realized that the ROWE implementation in Mabel’s Label in my opinion was a success. In order to evaluate ROWE is primordial decided which criteria I would used to support my opinion. According to my prospective the most important criteria to evaluate are human resources and productivity.
Human resource has always …show more content…
Under the ROWE policy according to the case the employees have a right to create and manage their schedule, so they don’t want to be unfocused in hours that they set for finish something up, they are more communicative, the cooperation between departments increase therefore the whole company and costumers won. More interaction means less issue to be solved, that means more projects and more products. Even though it is hard to prove, but all these factors together lead to a more sales and profit for the company. However, the productivity is great because employees are more focus and working with objective clearly define, the company is concern also about the employees that are working harder to achieve goals that they might set so high. As we can see on the case Cole is concern that some employees could burn out.
To sum up the success of implementation of ROWE in Mabel’s Label company in my point of view is clear. On this case, I could find some evidence such as increase of motivation and dedication through employees, increase of productivity and that lead in final steep to increase of sales and