W.L. Gore and Associates are best known for Gore Tex, breathable fabrics which are highly prized by the outdoor enthusiasts. However, the organization has developed a greater variety of other changed products including Ride on Bike cables, guitar strings among others. Hence, the companies are now one of the largest private organizations that is held in the United States with more than 9000 employees in different countries worldwide. The company has a unique culture which has played a bigger role in its success. The culture has enabled it to build a core technology where by more than 2000 worldwide patents are based on. The culture has played a bigger role in giving space to the multiple end market applications as well as enabling as fast growth from a niche business organization into a large diverse company.
Gore Company has given space to the innovative strategies to take place within the company. Through its culture it allows information and crucial data to flow and practice a network that connects each and every individual in the organization with each other. The team is encouraged to organize opportunities and is allowed to starts the innovations as well as crucial decision making. In the organization there are no notices, carts nor predetermined chains of communication but rather it is a one on one with each other hence leading to accountability to the multidiscipline teams (Thompson, 2018).
Corporate culture is a way of making a company operates in a way that is possible of conducting business which is defined as a belief system where behavioral attitudes which determines where a company employees as well as management interact , handle both internal and external business transactions. As a company the culture describes the way the company goes about their business and workplace behaviors which are held with a high esteem.
Gore corporate and Associates culture standout features which are adaptive based on traditional organizational chains of command which include incompatible subcultures. The culture takes into consideration the interest vested in the Gore Company. Managers are referred to as leaders who oversee the organization processes and not just sitting there and giving direction but rather participate in the organization going on. The company main focus is to grow by using some internal technology that enables it to communicate and move faster.
Gore has a culture of open communication where there is no hierarchy or boss employee structure. Both the manager and other subordinate employees work together to oversee the moving forward of the organization. Employees are hired and promoted based on their contributions to the company success as well as achievements in their fields (Thompson, 2018).
The company sponsors works as mentors to the new comers and makes sure that the new members are aware of their duties, gets due credits as well as getting fully paid. There is no formal hierarchy in Gore like other company where an individual works under the other, hence develop a healthier relationship among employees and they receive credit where worthy and contribution that they have made. Therefore, the company is simply the employee centered and they get benefits for work well done. The coaching culture has played a bigger role for the company development and fast growth.
Innovation and creativity
The company culture has led to numerous creativities and innovations that have helped the company in achieving its success. Due to the new training and coaching by mentors has led to employees inventing new products and developments. More so, the company culture allows the self-managed assistance in pursuing novel application of the Gore Technology. The company culture is usually employee centered and therefore, each and every employee has a hand in the innovation and implementation of any ideas and especially new innovative ideas. Additionally, it gives the opportunities to the credits to be given where due since employees are recognized for their work done and success (Thompson, 2018)..
The subcultures and decentralized decision which creates a conducive and innovative as well creativity. With the no hierarchy system and no formal means of communication or structure that one has to follow has led to easier ways of bringing solutions to problem employees may encounter in their fields. More so, the direct communications and contributions of each and every employee have created an environment of sharing ideas and giving out their views that may bring solution to any issue that may arise. In the Gore associate there are different kind of powers like influence charismatic among others. These kinds of powers allows space a positive relationship between the associates as well as their sponsors, hence making the relationship between the employees be influential and positive.
The Gore culture is in line with the company’s strategy. A culture can act as a block to the company’s set strategies from taking place. It makes the employees feel better and proud being participants of the culture and company Strategies that leads to its success. The availability of mentors and managers being referred to as leaders make the new individual adapt as well as being proud to be associated or working with the company that recognizes their efforts as well as rewarding them by paying and motivating the employees on time. The company by using of its internal technology has been able to implement the adaptive changes which mean leading, adapting as well as capitalizing the innovation and innovative ideas. Through the rewarding of good performing individuals creates a performance culture as well as motivating the right behaviors. Everyone is competing at being the best by the character and performance since everyone is boss and each one is being ranked by their peers (Thompson, Strickland & Gamble, 2007).
A good place to work
Through it rewards and incentive compensation motivates all the employees to work in the company. In Gore everybody is a boss and the company functions on the assist of employee centered. Therefore, no conflict that are there or stressful environment due to conflicts that may arise among the manager and the employee. In Gore the working environment is very friendly and the place that every employee enjoys to work in. The lack of managerial approach and supervisions has lead the company be named one of the best 100 companies to work for in the United States.
To those who cannot work or perform in any traditional environment company or business place Gore is the best place for them many employees perform better when there is minimal supervision or no supervision at all. Therefore, it allows them to express and implement their ideas without following a hierarchical and long procedural way. At Gore anybody can be a manger or CEO depending on their performance and loyalty. There is no special individual or neglect when it comes to sharing of responsibilities all the employees are equal and everybody is a boss (Thompson, Strickland & Gamble, 2007).
Through coaching which [lays a vital environment in making the new associates learn it creates a positive environment. The new members of the team do not feel neglected when performing their task since they got mentors and leaders who are willing to show them the way of performing their duties. Therefore, these will enable the new associates to put more power in contributing to the company as well as personal fulfillment. The freedom of communication and sharing ideas and information among each other enables the employees to actively give feedback wherever they are required to on performance and their personal feeling. Through this feedback whenever there seem to be a challenge or a problem it is solved and change it to culture.
References
Thompson, A. A. (2018). Crafting and executing strategy: the quest for competitive advantage: concepts and cases. New York, NY: McGraw-Hill Education.
Thompson, A. A., Strickland, A. J., & Gamble, J. E. (2007). Crafting and executing strategy. The quest for competitive advantage. Concepts and cases. 15th edition, New York, NY.
