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Case study on organizational culture
Case study on organizational culture
Case study on organizational culture
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This paper takes a look into the organization of W.L. Gore & Associates by examining their unique corporate culture, their associates and teamwork, and their compensation program; as well as determining whether or not I would like to work at W. L. Gore & Associates (Module 5 Lecture Pages, n.d.). I will answer four questions that pertain to the areas above, as I discuss the interesting and unique organization of W.L. Gore & Associates.
“How is the corporate culture of Gore different than other firms” (Module 5 Lecture Pages, n.d.)? W.L. Gore & Associates differ from other organizations because they work as self-managed teams without a supervisor; each team member is responsible to each one of their team members and to the group as a whole
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The pay-for-performance type compensation may be another reason why W.L Gore & Associates continues to grow at a seven to nine percent rate for the past ten years (Reingold, 2007). Recently, an experiment involving college students concluded that the pay-for-performance concept increased their productivity more so than a fixed pay system did when accomplishing an objective (Kinicki & Kreitner).
W.L Gore & Associates compensation program is one that allows all employees the opportunity to succeed, as well as receive the proper compensation they deserve for their hard work (W.L. Gore & Associates, 2011). Gore & Associates compensation program allows for a positive environment that empowers individuals to perform at a high level, as well as bond with their fellow team members (W.L. Gore &
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Gore & Associates is a very interesting and unique organization for multiple reasons, and their style of a self-managed team concept may not be recognized as the best practice throughout the business world (Kinicki & Kreitner, 2009). However, their team work approach and the way they compensate their employees has worked for them in exceptional ways. In addition, I like the way they utilize each team throughout their organization and the team work mentality the organization has in general. Personally, I would like to work for an organization that encompasses some of the principles and concepts that W.L. Gore & Associates implements in their organization.
Works Cited
Kinicki, A., & Kreitner, R. (2009). Organizational Behavior: key concepts, skills & best practices (Fourth Edition ed.). New York: McGraw-Hill Irwin.
Module 5 Lecture Pages. (n.d.). Colorado State University-Global Campus. MGT301:
Perspective on Organizational Behavior
Reingold, J. (2007, October 8). A Job that lets you pick your own boss. Retrieved from money.cnn.com: http://money.cnn.com/2007/10/08/magazines/fortune/goretex.fortune/index.htm
W.L. Gore & Associates. (2011, n.d.). A Team Based, Flat Lattice Organization. Retrieved from www.gore.com:
Cohen, M. D., March, J. G., & Olsen, J. P. (1972). A garbage can model of organizational choice. Administrative Science Quarterly, 17(1), 1–25.
Teams were composed of a leader, two guides, the eight clients, a lead Sherpa, and seven climbing Sherpas. Corporations are increasingly trading in their typical hierarchical dynamic for a team-oriented one, as th...
11. Kathryn M. Bartol & David C. Martin, Management 3rd edition (Boston, Massachusetts Burr Ridge, Illinois Dubuque, Iowa Madison, Wisconsin New York, New York San Francisco, California St. Louis, Missouri 1998),
According to former American Businessman, Henry Ford, he describes working as a team as, “Coming together is a beginning; keeping together is progress; working together is success.” When working with a group there will always be struggles and roadblocks that could lead your group to any form of success. However, it takes a successful group leader who is able to keep the group working together to reach the common goal as working as one. This paper will demonstrate the integration and understanding of group dynamics and structure. I have selected the Delta Alpha Pi Honor Society to discuss the following five main principles in each group: the purpose of the group, the individuals and their roles of the group, the structure and the norms that
Boje, D. M. , Luhman, J. T. , and Cunliffe, A. L. “ A Dialectic Perspective on the Organization
In conclusion, the Gore organization design may help create various types of relationships with external companies. Those relationships will vary greatly depending on the resources needed, work specialties required, personalities of the personnel involved as well as the level of technology needed or used by Gore or their external companies.
Leading teams today is a unique opportunity. Interaction between managers and employees has changed so much over the last few decades (Robbins, Decenzo, & Coulter, 2013). Leaders of the past used an autocratic theory, meaning that employees did was their boss asked and did not question why. The employee did not participate in any decisions or give any input to new ideas. The leaders of today understand that if they want to maximize their employee’s performance they must be a leader that influences their employee. It is a different relationship of the past.
that today’s workforce needs to get away fro the CEO tradition and move towards more group oriented styles of leadership. This way the group comes together and decides on
In organizations aspiring for growth and continual improvement, relationships are more intricate and alternatives more numerous than the either/or imposition implied by the notion of leaders and followers. Practically no one leads all of the time. Leaders also work as followers; all in all, “everyone uses a portion of their day following and another portion leading” (Galie and Bopst, 2006, p. 11).
PRIMIS MNO 6202: Managing Organizations. 2007. The 'Secondary' of the ' Reprint of the book. McGraw-Hill Education, 2013.
Organizations must operate within structures that allow them to perform at their best within their given environments. According to theorists T. Burns and G.M Stalker (1961), organizations require structures that will allow them to adapt and react to changes in the environment (Mechanistic vs Organic Structures, 2009). Toyota Company’s corporate structure is spelt out as one where the management team and employees conduct operations and make decisions through a system of checks and balances.
5) “as a cooperative method that lets in regular people to achieve extraordinary effects”. Harris & Harris (1996) additionally give an explanation for that a team has a common purpose or cause where Team individuals can expand effective, mutual relationships to gain group desires. Teamwork replies upon people working collectively in cooperative surroundings to reap common team goals via sharing knowledge and talents. The literature consistently highlights that one of the essential factors of a team is its recognition toward a collective goal and a clean motive (Fisher, Hunter, & Macrosson, 1997; Johnson & Johnson, 1995, 1999; Parker, 1990; Harris & Harris, 1996). Teams are a fundamental part of many corporations and must be integrated as a part of the transport of tertiary
LaFasto, Frank M. J.; Larson, Carl (August, 2001). “When Teams Work Best.” Thousand Oaks, CA: Sage.
Peters, T. J. & Waterman, R. H. (1982). In Search of Excellence: Lessons from America’s Best-Run Companies. New York: Harper &
The first section describes the decision story, which narrate my choice and how I went about it. Next, the paper looks into the frames used and missed in my decision-making. Here, I also describe the influence of mental structures in making judgments. The third section reviews the intelligence gathering procedures, where I describe my approaches in information collection and minimizing uncertainties. This section also mentions the negative influence of availability bias, as mention by Schoemake and Russo (2002) and Kahneman (2011). The fourth section looks into the conclusion, where I explain how I concluded that Organization Leadership was the best choice. In ending the research, I will also reflect on my personal growth since I made the decision and its impact on my future, as