The organizational culture that is present at Gore can be identified as an egalitarian whereby there are no clearly defined titles or roles. The objective of the organization was to make money and have fun. Roberts (2015) explains that the founder wanted to combat the conservative way of management and thus made the organization a matrix instead of a hierarchy. Through this matrix, the workers can consult anyone in the organization and obtain useful information. Therefore, the “latticework” has been put in place of the traditional corporate structure which comprises of talents that have been brought together to work as one unit. The managers are called leaders and are in charge of teams and divisions of employees who are known as associates. The elimination of titles frees the associates to work the their best as well as humbles them in such a way that one cannot assume the authority to command the others.
Gore also ingrains the culture of loyalty and commitment. The associates are viewed as owners of the company and have a sense of self-commitment on what they want to work on. The associates get the opportunity to choose what they want to work on which works better than having one person choose what the associates should do or where they can contribute. However, there is an expectation which every associate has to meet once they have made the commitment (Dimpoulos, 2016). Therefore, the associates get the freedom to choose as well as a commitment to deliver on their commitment.
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Leaders with various positions on authority also help in promoting the culture of innovation because they have followers. According to Dimpoulos (2016), the appointment process of who is supposed to be a leader in an organization should be done in a way that the voice of the institution determines who is qualified to be a leader. This is opposed to the top-down appointment process whereby one is chosen to be a leader because of one’s personal relations with the senior executives.
References
Dimpoulos, S. (2016, June 18). W.L. Gore: Lessons from a Management Revolutionary. Retrieved from https://www.linkedin.com/pulse/wl-gore-lessons-from-management-revolutionary-spiros-dimopoulos
Roberts, D. (2015, March 5). At W.L. Gore, 57 years of authentic culture. Retrieved from http://fortune.com/2015/03/05/w-l-gore-culture/
