Topic > Gore Case Analysis - 919

Gore Case AnalysisBill Gore is a great example of a unique, yet successful, approach to structuring your business using a lattice system. Network systems are organized to promote ingenuity and performance without hierarchy of authority (Grant, 2010, p. 412). Gore's intent was to create an environment in which self-directed members pursued personal commitments and worked together to achieve diverse innovations (p. 412). WL Gore & Associates' success in using a lattice structure has been admirable, but this system has negative effects, including confusion about how an associate is paid for his or her contributions. In addition to maintaining Gore's core vision of promoting ingenuity and performance without hierarchy of authority, a compensation plan related to qualifications, skills and performance should be implemented. Case Synopsis The beginning of WL Gore & Associates was the creation of a Teflon insulated cable manufactured at Bill Gore's home (Grant, 2010, p.411). Teflon was the fabric responsible for Gore's subsequent innovations and patents. The company quickly grew to a staff of 200 when Gore noticed that productivity and efficiency began to decline (p. 412). Gore recognized the need for a management structure and created his own by adopting ideas from the reticular system (p. 412). Grant (2010) explained that Gore's idea was to incorporate a structure that generated creativity and innovation by abstaining from authority by allowing his employees "to make a decision as long as it was right, encouraging others and making a commitment to the 'company' (p. 412). This style was also combined with the way Gore handled compensation. Since management was non-existent, annual reviews were based on peers and co… halfway through the document… References Compensation Plan. (2012). BLR. Retrieved from http://www.blr.com/compensationtips/compensation-planGrant, R. M. (2010). WL Gore & Associates: Who's in charge here? In Cases accompanying contemporary strategic analysis (pp. 249-263). United Kingdom: John Wiley & Sons Ltd. Mayhem, R. (2012). Cons of the reticular organizational structure. Small businesses.Chron. Retrieved from http://smallbusiness.chron.com/cons-lattice-organizational-structure-3836.htmlSmith, E. (2012). Examples of performance-based bonuses. Small businesses.Chron. Retrieved from http://smallbusiness.chron.com/examples-performancebased-bonuses-24389.htmlVinson, M. (1996). The pros and cons of 360-degree feedback: making it work. The American Society for Training and Development. Retrieved from http://www.star360feedback.com/the-pros-and-cons-of-360-degree-feedback-making-it-work