Gore & Associates In the mid 1940s, Bill Gore was working at Dupont on a product known colloquially as Teflon, but chemically as polytetraflurothylene (PTFE). Gore believed that PTFE had good insulating capabilities and wanted to use it to insulate cables and ribbon cables in computers. With his son acting as muse, Gore was able to get PTFE to stick as insulation on a cable. When Dupont would not agree to

Weakness of Egalitarian & Latice Structures W.L. Gore & Associates uses the egalitarian and latice organizational structure, which have weaknesses in team management, compensation and rewards, evaluation and motivation, and policy enforcement (Mayhew, 2013) and has shown they do not always perform better than hierarchical teams (Edge, 1984). These weaknesses can cause problems in decision making, the qualifications of employees, how compensation structures are formed, performance standards, and implementing and enforcing

Culture & Diversity The organization profiled here will be W.L. Gore. The company basically has one product, and it creates its business by applying this product to a number of different consumer items, everything from guitar strings to outerwear to medical equipment and more. The company is able to generate revenue by leveraging its core technology in a lot of different applications by emphasizing the important of innovation in the company culture

Tidd Bessant (2009) process model knowledge management innovation, figure 11.3, describe WL Gore & Associates link innovation knowledge management. Justify answer examples. Knowledge management: WL Gore & Associates Knowledge management is often described as using research and knowledge to secure a competitive advantage for an organization. Merely accumulating data is not enough for the information to be construed as knowledge. For the knowledge to be helpful, it must be placed in

Managerial Economics Organizational structure contributes to the determination of organizational culture in the way that reporting requirements and hierarchy are defined. For example, companies with a flatter structure will have decentralized decision-making. Such a culture would encourage greater levels of creativity and innovation, as well as risk-taking, among the employees. At a company like WL Gore, where the organizational structure is gossamer at best, the organizational culture ends up being highly

Social Business Owyang (2010) proposes five ways that companies organize for social business. These are organic, centralized, coordinated, dandelion and honeycomb. Each has its strengths and weaknesses, so the best one will be different across different organizations, depending on the strategic needs of that organization. The organic model has a network of connections of different sizes and directions. This system arises organically, and there is no central focal point. It can