1) Read the case study materials for WL Gore and Associates. View the company website for additional insights. Answer all six questions in paragraph form

CASE W. L. Gore & Associates err Kelly is the president and CEO of W.L. Gore & been named among the "100 Best Companies to work To in a recent interview Ms. Kelly was asked what would be the Associates. For the past 16 years. Gore has content and Elor Songs for Gore is the best nown for its GoreTexans of performance For in the United States by Fortune magazine Gore is now turer of thousands of advanced technology products for the medical, electronics, industrial and tabrics marts we Best Companies to Work Forsts sincetinitation in 1984 revenues of $3.2 billion, the company employs more than 10.000 employees, called associates at more than 50 cities most distinctive elements of the Gore management model around the world. Gore is truly a modern disy Success story TO outsider She listed four factors. We dont operate in CEO Kelly attributes Gore's success to ts unique culture a hierarchy we try to resist titles: Our associates, who are al How work is conducted at Gore and how employees relate owners in the company, self-commit to what they want to to one another sets Gore apart. There are notities, notiones dos and our leaders have positions of authority because they and no formal hierarchy Compensation and promotion och have followers." According to CEO Kely, these four attributes sions are determined by peer rankings of each other's perfor enable Gore to maximize individual potential while cultivat- mance. To avoid dampering employee creativity, the company ing an environment that fosters creativity and also to operate has an organizational structure and culture that goes against with high integrity. She is quick to remind everyone that all of conventional wisdom. W.L. Gore & Associates has been Gore's practices and ways of doing business reflect the innova- described as not only unmanaged but also unstructured tre and entrepreneurial spint of its founders. Gore (the founder) referred to the company's structure as a "lattice organization" Those founders are Bill and Vieve Gore, who in 1958 set out to create a business where innovation was a way of life and Gore's lattice structure includes the following features: not a by-product. They founded W.L. Gore & Associates. There Direct lines of communication-person to person is no doubt that the Gores vision has been realized Gore is a with no intermediary uniquely managed privately owned, family business. Today Gore No foed or assigned authority PART 3 TEAM LEADERS cie tior Aedes the three of de by the witness of the and how they might work - Starting sponsor ponsor who helps tarted on his or her from Cowhow what make them or helps a present associate started on an and now and comme Come the chamad Advocate sponsor sponsor who sees to the cooltructure the locite being sponsored gets credit and me in for contribution and accomplishment The adored by the poor Gore din motion and courages bure Compensation sponsor sponsor who is to at the sociale being sponsored is fanyuls red wing those detto precincode contributions to the success of the enterprise song of armed of bend manager Gorfurt wucture. There are no cham Ancate can perform wy one or three kingset of conta predetermined of communica ponsorship Qute frequently tooring ocite is a good sonry much easemanaged to much Inendid not uncommon for two associates to sponsor Broatia such other as advocates Wys Gorrached when succes! WL Being in a ocite is a natural commitment to four bac Gore & Associate prefers to think of the various people principles towed by Gore and a key belief of the who play in the organito at being leader Botaspers We Gore did not believe in other Company taimess to each other and everyone we come ng the company in thick layers of forma management, he contact with freedom to encourage, help and allow others how that as the company we had to find way to make one's own commitments and keep them pociutes to grow in knowledge it and scope of responsity to people and to follow their progress. Thus W Gore Associates came with sponsor programos tat could affect the reputation of the company and consultation with other sociates before undertaking ac- The poor programa dyadic relationship between an bent, perenced employer and a newly hired, inex Over the years, W. Gore & Associates has faced a num. perienced employee Before a candidatered an asociate ber of unionisation drives. The company neither tries to dis hope to be his or her sponsor or what others refer sociates from attending organizational meeting or to retorThe scorsor's role to take a personat est associates who pass out union fyers. How in the new local contribution problems and goal to both coach and advocate. The sponsortid the resociate progress offers help and encouragement difesjona union when they own the company it seems 85 Gore believes there is no need for third-party resentation under the lattice structure. He asks "Why would rather burd" Doints out and gets ways to correct them Commitment is seen as a two-way street at WL Gore der on how the associate me better exit & Associates while stocates are expected to commit to herler Sorget a short-term commitment Aloes making a contribution to the company's success, the com pany is committed to providing a challenging opportunity od ove more than the When individ risteykely to have a sponsor other rich work environment and reasonable job security The Astes comment change or company tries to wo laying of associates. If a worldorce som for them to cure additional orders. For ruction becomes necessary, the company uses a system of they move to win another ves of the temporary traders within a plant or cluster of plants and wety na sponsor there Sponsors help requests voluntary Layoffs According to CEO Kelly Gore cartacuse the option that will offer structure systems, and culture have continued to yield in presive rests for the company in the more than 50 year that Gore has been in business, it has never made a los GO TO THE INTERNET. To learn more about WL Gore & Associates, vist ts Web site (http://www Bore.com) Dorthe mother contribution to the emergency by demons ledger en het beste 8 20005 fone ARU 2019 2020 REDAT STVU FABRIC COLOUR SEX 4 8241 18stler boer SMS FREESLOOP CHAPTER 7 LE Support your answers to the following questions with spe- cific information from the case and text or with other informa tion you get from the Web or other sources. 1. What theories from this chapter are revealed through the case? 2. How did Gore's "sponsors" program facilitate the cre- ation of high-quality relationships among leaders, spon- sors, and associates? 3. Evaluate followership at W. L Gore & Associates. What company actions and/or policies account for the quality of followership? CUMULATIVE CASE QUESTIONS 4. Would you characterize the leadership style at W.L Gore & Associates as job-centered or employee- centered (Chapter 3)? Support your answer. 5. Based on the types of power discussed in the text, what type(s) of power do sponsors have in their relationships with associates (Chapter 5)? 6 What role, if any, does coaching play in W. L. Gore's lattice structure (Chapter 6)