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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:
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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),
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Boje, D. M. , Luhman, J. T. , and Cunliffe, A. L. “ A Dialectic Perspective on the Organization
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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 &
In today’s ever changing and ever-quickening business environment, there is constant debate about what type of organizational structure is “best,” and how choice of structure impacts productivity. Companies in the same industry that receive different results may employ contrasting organizational structures. Founded in 1958, W.L. Gore and Associates trademarked Gore-Tex, a breathable, waterproof fabric (Gore, n.d., para. 1). Columbia Sportswear Company, founded in 1938 is a leading innovator in the global outdoor apparel, footwear, accessories and equipment market (Columbia, n.d., para. 2). In this paper we will analyze the connection between organizational structure and productivity by comparing W.L. Gore & Associates’ Gore-Tex, and Columbia.
PRIMIS MNO 6202: Managing Organizations. 2007. The 'Secondary' of the ' Reprint of the book. McGraw-Hill Education, 2013.