W.L. Gore and Associates: Who's in Charge Here?

W.L. Gore & Associates: Who’s in Charge Here?

W.L. Gore & Associates is a company that has a unique management system that is not a traditional method. W.L. Gore & Associates, listed as one of the best companies to work by Forbes, is known for their advanced products and promoting a healthy work environment (Maher, 2010). Gore offers a variety of products that can be contributed to the unique management style and how it works successfully for them. His unconventional management style not only allows this diverse innovation but encourages it.

Synopsis of the Case

W.L. Gore founded his company in 1958. The drive to form his own company came from wanting to produce a superior product that would withstand tough economic times. Gore’s success can be contributed to not having a hierarchy management system in place and open lines of communications amongst all employees. The company is consistently evolving and adapting to change.

Relevant Factual Information about the Problem or Decision the Organization Faced

In 1965 the company had grown to employ approximately 200 people. Gore noticed that “efficiency and productivity had started to decline” (Grant, 2010, p.412). Gore felt that trust was an important trait for each employee to possess and an organization too large could not encompass this important quality. Gore left his previous job at DuPont because he was frustrated with the “loss of innovation through archaic management processes” (Eckel, 2010). By opening his business the goal was to promote innovation instead of profits.

Explanation of Relevant Concepts, Theories and Applications Derived from Course

Gore was not a fan of the conventional approach of “pyramid structure” and wanted to implement his own (p.412). Gore implemented a strategy of diversification. The products developed are diverse in nature and vary over a wide spectrum. Along with being diverse Gore introduced the lattice organizational structure. This type of organization doesn’t provide the security of a hierarchy structure but offers “direct transactions, self-commitment, and natural leadership and lacks assigned or assumed authority” (Mayhew & Media). A lattice organization is developed with like minded employees “who choose to work collaboratively to achieve common objective” (Mayhew & Media). There are no titles or bosses;