Instructions: In this task, you are given a text of many news articles seperated by special token "|||||". Your task is to summarize them.
Input: Best Buy Co. said Monday it has ended its program that allowed corporate employees to control their schedules and how often they showed up at the company’s Richfield headquarters. 
  
 Known as Results Only Work Environment (ROWE), the company evaluated employees solely on performance versus time worked and office attendance. Employees worked when they wanted and wherever they wanted just as long as they got the job done. 
  
 Now most corporate employees will work the traditional 40-hour week, though managers still have discretion to accommodate some workers. ROWE, which the company launched in 2005, did not apply to Best Buy’s store employees, who make up the lion’s share of the retailer’s 168,000-person global workforce. 
  
 American workplaces have been buzzing with debate over telecommuting since Yahoo CEO Marissa Mayer recently ended the company’s policy of allowing staff to work from home. Critics say the move hurts working women, but proponents of working in the office say employees need to be at work to collaborate and drive innovation. 
  
 “It makes sense to consider not just what the results are but how the work gets done,” said Best Buy spokesman Matt Furman. “Bottom line, it’s ‘all hands on deck’ at Best Buy and that means having employees in the office as much as possible to collaborate and connect on ways to improve our business.” 
  
 The move comes amid CEO Hubert Joly’s efforts to remake the struggling consumer electronics retailer and sustain a fragile financial recovery. Last week, Best Buy laid off 400 corporate employees, a decision that will help save the company about $150 million. Best Buy also reported stronger-than-expected sales, a performance that impressed Wall Street. 
  
 Last year, 63 percent of companies allowed employees to work some hours from home, compared with 34 percent in 2005, according to a study by the National Study of Employers, which was produced by the Society for Human Resource Management and the Families and Work Institute. 
  
 In 2010, 54 percent of women 16 years and older participated in the labor force, with 71 percent of those women raising children, the study said. 
  
 Erin Kelly, an associate professor at the University of Minnesota who has authored studies on ROWE, said companies are unfairly scapegoating flexible work programs for their subpar performances. 
  
 “I’m concerned that these flexibility initiatives and telework initiatives are getting blamed for what may be other problems those organizations are facing in the broader market,” Kelly said. 
  
 In her research, Kelly said ROWE “reduced work-family conflicts. In the period we were studying employees in the ROWE departments, they were less likely to leave the company and less likely to be thinking about leaving the company.” 
  
 But industry experts say Best Buy and Yahoo, each led by a new CEO who inherited companies hobbled by dysfunctional cultures, are trying to send a broader message to employees, male or female, that they mean business. 
  
 “They truly want people to be available and present at this particular time to hasten a turnaround,” said Carol Spieckerman, president of retail consulting firm newmarketbuilders. “In a lot of ways, it’s a symbolic way for Best Buy and Yahoo to remind their employees that the old ways are not going to guide the company.” 
  
 After an investor presentation last November, Joly told the Star Tribune that he intended to restore accountability to the company’s culture. 
  
 “In a turnaround transformation, direction needs to come from the top. I make sure it gets to a conclusion based on fact," Joly said. "You need to feel disposable as opposed to indispensable.” 
  
 ROWE is the brainchild of Cali Ressler and Jody Thompson, two former Best Buy employees, who later founded CultureRx, a Minneapolis-based human resources consulting firm. In addition to Best Buy, CultureRx’s clients include Gap, Banana Republic and H.B. Fuller. 
  
 According to their website, CultureRx claimed that ROWE helped Best Buy teams save $2.2 million over three years by reducing turnover by 90 percent and boosting productivity by an average of 41 percent. 
  
 Ressler and Thompson did not return a call seeking comment. But in a recent open letter to Mayer of Yahoo, the duo blasted her decision to end remote workplaces. ||||| Best Buy just announced that it was getting rid of its famously flexible work environment. Instead of being able to work whenever and wherever they choose, most corporate staff will have to work traditional 40 hour weeks in an office. 
  
 Best Buy's "Results Only Work Environment" program (ROWE) was designed to eliminate a culture that focused on facetime, rewarding employees for what they produced alone. Effectively, it didn't matter where or when you worked, as long as the results were good. 
  
 The program was the brainchild of two Best Buy HR employees, Jody Thompson and Cali Ressler, who pioneered the program in 2003 and saw it adopted for the wider corporate workforce in 2005. 
  
 They now run an HR consultancy which promotes the idea, and wrote a blog post highly critical of CEO Hubert Joly's decision to end ROWE, accusing Best Buy of returning to "last century management practices." 
  
 They write: 
  
 "... we think it's unfortunate, if not downright silly, that Best Buy has made the decision to discontinue operating as a Results-Only Work Environment (ROWE) for corporate employees. They are sending a clear message that they are more concerned with having leadership excel at monitoring the hallways, rather than building a leadership team that excels at defining clear, measurable results, and holding peopl e accountable for achieving those results. While we agree that Best Buy must take drastic measures to turn their business around, moving back to a 20th century, paternalistic 'command and control' environment is most certainly not the answer 
  
 In fact, any so-called leadership team can effectively get 'all hands on deck', dictate hours and delegate tasks, while their people brag about how many hours they put in 'at the office'. That's easy. But only true leadership has the ability to get 'everyone on point' with a workforce vs. a workplace that's fluid, nimble and focused on what matters: measurable results. 
  
 They chalk up any problems at corporate to poor management and leadership, rather than any inherent problems with remote work, and say that ROWE is being used as a scapegoat for other problems with the company. The two regard getting rid of it is an easy, cosmetic move that won't do any good for the company. 
  
 In an email, Best Buy spokesman Jonathan Sandler told us that "we certainly believe in workplace flexibility and are just looking for it to come in the context of a conversation between the employee and their manager." 
  
 So flexibility will still be an option, but it will be at the discretion of managers, rather than solely the employee's decision. 
  
 When the news about Yahoo's decision to recall its remote workers broke, the two posted an open letter with some particularly harsh criticism for Marissa Mayer: 
  
 "We don’t think you deliberately meant to send a message to Yahoo! employees that you are an Industrial Age dictator that prefers to be a babysitter vs. a 21st century CEO that can lead a company into the future. Or did you? 
  
 When you took the reins at Yahoo!, cries of joy could be heard across the country… across the world. “Finally – someone who understands the high level of control people (not just working parents, but everyone) need to perform at their best in life.” There were high hopes for you and, we admit, lots of pressure to deliver on that. And last week, you didn’t just mess up. You dug yourself a hole that no one can see to the bottom of. You made a move that has effectively painted you as 2013’s CEO Who Doesn’t Get It. And we might as well just give that award to you right now for the next 7 years… because what you’ve done has sealed your place at the top of that list for a very long time. 
  
 The counterargument would be that the results at the two companies tell a different story . Both companies are seriously struggling, and clearly there's more that could be done by the teams at both organizations. 
  
 That argument makes a bit more sense in Yahoo's case, where it appears that remote workers were slacking off. 
  
 At Best Buy, on the other hand, no such evidence has come to light, and if Ressler and Thompson are right, the program's saved the company money by reducing turnover and boosting productivity. ||||| The electronics retailer nixes its flex-work policy, a week after Yahoo ended its program, as it struggles to turn business around. 
  
 (Credit: Spencer Platt/Getty Images) 
  
 Best Buy, seen as a trailblazer for its progressive telecommuting policy, is now putting limits on the ability of its non-store staff to work from home. 
  
 Just a week after Yahoo told its workers that they could no longer work from home, Best Buy ended its Results Only Work Environment (ROWE) program, which allowed employees to set their own hours and work from anywhere as long as they got the job done. Telecommuting is not completely ruled out as an option for the company's 4,000 non-store employees, but workers will need to seek managerial approval first. 
  
 The change comes as Best Buy has been trying to cut costs while dealing with sluggish sales. Company executives decided the telecommuting policy was out of step with the challenges it faces. 
  
 "When you're in a turnaround situation, it truly is all hands on deck," said Best Buy spokesman Matt Furman. "It is critical to have employees in the office to collaborate and communicate." 
  
 The Star Tribune in Minneapolis first reported on the policy change. 
  
 Like Best Buy, Yahoo has been struggling financially. Its telecommuting shift sparked much discussion about the merits of working from home. 
  
 Furman said that Best Buy's decision was not at all related to Yahoo's move. He said Best Buy first broached the subject with employees a month ago. |||||
Output:
First Yahoo sparked a backlash by telling workers they had to come into the office; now Best Buy—which has had one of the most progressive telecommuting policies going—is doing much the same thing. Ever since 2005, Best Buy has had a "Results Only Work Environment," meaning non-store employees could work wherever and whenever they wanted, as long as they produced results. On Monday the company ended the policy, the Minneapolis Star-Tribune reports; workers now have traditional 40-hour weeks, with telecommuting subject to managerial approval. "When you're in a turnaround situation, it truly is all hands on deck," a Best Buy spokesman told CNET. But the two former Best Buy HR employees who invented ROWE called the decision "downright silly" in a blog post spotted by Business Insider. "They are sending a clear message that they are more concerned with having leadership excel at monitoring the hallways" rather than getting results. Meanwhile, the New York Times today digs inside the Yahoo move, echoing past reports that some telecommuters were barely working, or even taking side jobs. "Morale was terrible," an ex-manager says, "because the company was thought to be dying."