There are many variables that can be used to describe the nature of a business organization. In the case of Best Buy, the culture of the firms is one of the viable that can be used to define the organization given that it forms the core of its success. At Best Buy, the culture of the employees was centered working for long hours as well as making sacrifice for the benefit of the organization (Hellriegel & Slocum, 2009). This culture was seen by many of the employees as necessary for the organization to achieve its business goals in the presence of its competitor, who were employing other means to promote their competitiveness. In the case study provided, there are numerous indications that culture of Best Buy called for working for long hours. As exemplified in the case, one Best Buys employees sacrificed his time and worked for three days without a break.  With a report that was supposed to be handed soon, of the Best Buy employee went out of his way and worked for three days without taking rest. To this employee, there was nothing comparable to working towards making Best Buy a success. This was the case even when lack of sleep could affect the health of an individually negatively.  Nonetheless, the employee was able to hand over the report within time though he had to be hospitalized because of burnout (Hellriegel & Slocum, 2009). His In addition, one of the managers at Best Buy gave an employee a plaque that described him as a person who came first in the dawn and left in the dusk. By the manager giving this plaque, it can be seen that the management was reinforcing the culture of working for long hours, as well as taking sacrifice for the benefit of Best Buy.  Through sacrifice and working for long hours at work, the employees named in the case point out at the culture that has been deeply entrenched in the fabric of Best Buy. With such a culture at hand, the management of Best Buy was confident that productivity was going to increase. Discuss the approach to organizational change that the ROWE program illustrates. The application of ROWE program at Best Buy illustrates a new approach towards carrying out change within an organization. ROWE is an acronym that stands for Result Oriented Work environment (Daft, 2009). As the term indicates, the approach that underlies the concept of Rowe is very different from the tradition approaches used in work. Through the use of ROWE, business organizations like Best Buy are able to motivate workers into carrying out work with the aim of posting results rather than counting the number of hours spent in the workplace.  With ROWE, results are more important than time spent in doing work.  For this reason, the workers at Best Buy are keen in making sure that results are posted. Strict supervision of workers forms part of the old approaches of making people work. With supervision, managers are often tasked with working around the business firm to check on the progress of workers. However, this is not the case with ROWE. Through the use of ROWE, employees are able to switch from control of behavior to the control of outcome, which has more weight in shaping the success of the organization (Hellriegel & Slocum, 2003). In areas where behavior are controlled, workers may be instructed not to do specific tasks or remain at work for given hours. Despite the usefulness of this approach, the application of ROWE underscore that behavior is not a strong indicator of success. Instead, focusing on outcome is the most important thing. The managers of Best Buy who advocate for ROWE understand that employees are not comfortable with elements that are related to the behavior control. For this reason, using outcome of work as an indicator of employee efficiency has been welcomed at Best Buy. The ROWE program calls for autonomy and commitment towards goal with an aim of becoming efficient in work and meeting the necessary goal. ROWE illustrates changing success time when organizations allowed their employees to have autonomy and at the same time expect them to product results. Discuss the resistance, both organization and individual, that the ROWE program had to overcome Despite the novelty of the ROWE program that was been implemented at Best Buy, the successful implementation of the program was faced with resistance at different perspectives. According to one of the employees, the design of ROWE gives workers a lot of flexibility as they can undertake both work and leisure at different times (Hellriegel & Slocum, 2009). Nonetheless, this is seen as negative tendency that confuses workers who are used to having order. As a form of resistance, ROWE has to streamline the feeling of such works in order for them to embrace the program bearing in mind that the program has many benefits to workers. The ROWE program at Best Buy was also met with challenges from manager who felt that the company still overworks its employees given that some were still using the government regulation of overtime (Hellriegel & Slocum, 2003). Whereas some of the employees were happy that quality forms were required from them, they still had to use the punched card to keep track of the overtime hours. This is an example of organization resistance that the ROWE program had to resolve for meaningful benefits to be realized. Another resistance was caused by manager who felt that some positions in the organizations were to remain the same. By leaving some of the employees not to join the ROWE program, the manager displayed resistance to the ROWE program that could have otherwise eliminated the role of employees like supervisors, within the Best Buy organization. Discuss the sources of stress that are apparent in the case. The transition of Best Buy to ROWE is one a source of stress by itself. Employees had to be trained on how to use be part of the program. This made many of them spend less time with their families causing stress to them (Hellriegel & Slocum, 2009). In addition, workers who embraced ROWE but still compelled to use old approaches such as punching time card went through a lot of stress. With such difficulties, the managers were also affected by stress as they were forced to bear the challenges that their employees went through. Discuss whether or not the organizational culture has helped with the change. The changes at Best Buy brought about by ROWE have been as a result of new approach to work and reinforced by the culture of the organization. At Best Buy, the culture was or the employees made them sacrifice and spend more time at their work. However, this culture has been of great help during the transition to the new system. The success to the new culture was possible because of the help of sacrifice and spending of more time. During the introduction of the program, employees were made to stay for long during the training season. The time spend in training meant that each employer had to fore gore their time to rest or spend with the family. Moreover, the sacrifice of the employees has been an enabling factor to the success of the ROWE program. More than before, the employees were able to sacrifice their time and strength to work in the implementation of the program. Through sacrifice, employees could step in for other workers who were not around. With the flexibility that is offered by the ROWE program, a culture of sacrifice has motivated employees carry out their roles with quality in mind. This has therefore increased the success of Best Buy, which is geared towards giving the firm a competitive advantage.