3. 
Describe how the sponsor program
developed higher levels of employee satisfaction as well as maintained the
“unmanagement” culture.  Under the
W.L. Gore and Associates concept, seasoned Gore associates (employees), or
sponsors educate new associates on the company’s culture and distinctive
organizational structure, and provide guidance and information on available development/learning
opportunities.  Unlike managers, coaches
function as advocates to ensure associates are not only provided developmental
and training opportunities, but access to subject matter experts with experience
that correlates to their and the organizations needs and goals. (Gale, 2015)  From the traditional top-down hierarchy
perspective, the sponsor functioned as both the supervisor and mentor.

 

            2.  Explain why the diversity
leadership program developed by W.L. Gore and Associates is a positive way to
better understand and foster individual differences.   The
diversity leadership program focused on encouraging acceptance, understanding
and relationship building between employees by organizing gatherings where
employees discussed and learned about each other’s culture, ethnicity,
religions and belief systems, and their correlation to the organizations belief
system.  The Gore team believed that
making time for the employees to learn about each other outside of the work
place promoted a more inclusive environment, resulting in “a more cohesive,
diverse, and cross-disciplined system.” (Neck, Houghton & Murray, 2017 pg.
58) 

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relevant to personality
and individual differences? 
W.L. Gore preferred the lattice or flat organizational structure over traditional
top-down hierarchy structures, as he believed the latter stifled individual
creativity.  The lattice structure
consists of multiple work and career paths, and no formal top-down hierarchy structure.  Lattice organizations generally allow all
employees to contribute and participate in developing new projects, flexible
work schedules and telework opportunities. Employees are encouraged to change jobs,
and move laterally throughout an organization to learn about all aspects of the
operation.  It is believed that the lattice
structure provides an organization more flexibility, allowing them to adapt to
changing market conditions more quickly. Additionally, lattice organization
tend to make better use of their talent pool by giving workers more responsibility,
and opportunities to change their work schedules to balance their work and home
life, resulting in greater retention and productivity.  (Wiere, 2012)

1.      How did Bill Gore structure
management within his company, and why is this

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