Gore case study

<p>7,000 (D)</p> Signup and view all the answers

<p>Brazil (C)</p> Signup and view all the answers

<p>It exceeds $1 billion (D)</p> Signup and view all the answers

<p>It is a privately held corporation (C)</p> Signup and view all the answers

<p>It is in the top 200 (B)</p> Signup and view all the answers

<p>1958 (A)</p> Signup and view all the answers

<p>Automotive products (B)</p> Signup and view all the answers

<p>650 (B)</p> Signup and view all the answers

<p>Breathable fabric (D)</p> Signup and view all the answers

<p>1996 (B)</p> Signup and view all the answers

<p>France (C)</p> Signup and view all the answers

<p>Inability to secure investment (D)</p> Signup and view all the answers

<p>The lunar landing (B)</p> Signup and view all the answers

<p>Fairness to each other and all whom we contact (D)</p> Signup and view all the answers

<p>Non-hierarchical corporate culture with no bosses (A)</p> Signup and view all the answers

<p>Through knowledge rather than rank (A)</p> Signup and view all the answers

<p>Hands-on innovation and collective decision-making (C)</p> Signup and view all the answers

<p>It promotes creativity and opportunity (B)</p> Signup and view all the answers

<p>A predictable career ladder (B)</p> Signup and view all the answers

<p>It is fostered through an environment of freedom and creativity. (D)</p> Signup and view all the answers

<p>They are involved in decisions affecting the company reputation. (C)</p> Signup and view all the answers

<p>To help the associate acclimate to the company (C)</p> Signup and view all the answers

<p>Five years (D)</p> Signup and view all the answers

<p>It is privately held and not publicly traded (A)</p> Signup and view all the answers

<p>Evaluations by other associates and committee decisions (A)</p> Signup and view all the answers

<p>To buy flexible benefits such as medical plans (D)</p> Signup and view all the answers

<p>Twice a year on average (B)</p> Signup and view all the answers

<p>Medical and dental plans (B)</p> Signup and view all the answers

<p>Highly flexible and competitive benefits (B)</p> Signup and view all the answers

<p>It allows moisture to escape while keeping the fabric dry. (D)</p> Signup and view all the answers

<p>It promotes a flat lattice structure with direct communication. (D)</p> Signup and view all the answers

<p>They guide associates in understanding project objectives. (A)</p> Signup and view all the answers

<p>Providing associates with a high level of autonomy. (A)</p> Signup and view all the answers

<p>A flat structure where leaders emerge based on project needs. (C)</p> Signup and view all the answers

<p>It occurs at a rate of 23 times faster than dry heat loss. (C)</p> Signup and view all the answers

<p>All members are encouraged to be hands-on and innovative. (D)</p> Signup and view all the answers

<p>By establishing multi-disciplinary teams where accountability is mutual. (B)</p> Signup and view all the answers

<p>To offer equity ownership and financial security for retirement. (B)</p> Signup and view all the answers

<p>By keeping each operating division smaller than 200 people. (C)</p> Signup and view all the answers

<p>Associates can use their own judgement to select projects. (B)</p> Signup and view all the answers

<p>Restricting the growth of individual work groups. (A)</p> Signup and view all the answers

<p>15% (C)</p> Signup and view all the answers

<p>Insistence that no division exceed 200 people. (C)</p> Signup and view all the answers

<p>Equity ownership and a say in company direction. (C)</p> Signup and view all the answers

<p>Individual judgment and small work groups. (D)</p> Signup and view all the answers

A privately held company known for its innovative products like Gore-Tex fabric.

A type of fabric developed by W.L. Gore & Associates, known for its waterproof and breathable properties.

W.L. Gore & Associates' management style emphasizes employee ownership and minimal hierarchy, focusing on action and creativity.

W.L. Gore & Associates operates similar to a co-operative, where employees are also owners of the company.

W.L. Gore & Associates ranks in the top 200 of Forbes' list of the top 500 privately held companies, indicating its size and success.

A company owned by a small group of individuals or a family rather than the public, with limited financial information publicly available.

The total income generated by a company over a year.

W.L. Gore & Associates has manufacturing plants and sales locations across the globe, including the United States, Germany, Scotland, Japan and China.

Polytetrafluoroethylene, a versatile polymer used in various products, including Gore-Tex fabric and medical implants.

A breathable and waterproof fabric, made with PTFE, commonly used in outdoor clothing, footwear, and medical devices.

Employees of W.L. Gore & Associates, who are also part owners of the company.

A legal document granting exclusive rights to an invention, like a new process or product, for a specific period.

A collaborative agreement between two or more companies, where they share resources and expertise to achieve a common goal.

A separate unit or department within a larger company, often operating in a specific location or industry.

Spaceflights to the Moon, like the Apollo missions.

The rate of heat loss from a wet surface is significantly higher than from a dry surface. It is 23 times faster.

Four core values that shape W.L.Gore & Associates' culture: fairness, growth, commitment, and consultation.

Treating everyone with respect and ensuring opportunities for all.

Encouraging employees to develop their skills and take on more responsibility.

A organizational structure where there is no hierarchical chain of command. Teams are formed around specific projects and individuals communicate directly with each other.

Teams are formed around specific projects or opportunities, rather than based on traditional departmental structures.

Holding oneself accountable for promises made and actions taken.

Collaborating with colleagues before taking actions that could impact the company's reputation.

Instead of direct bosses, associates have sponsors who guide them, but without formal authority.

The company avoids rigid hierarchies and traditional management structures to promote creativity and initiative.

Teams composed of individuals with diverse skills and expertise, working together on a project.

Leaders in this structure are defined by their ability to win the trust and support of their team members.

Decisions are made based on knowledge and expertise rather than seniority.

The belief that given the proper conditions, people can achieve extraordinary things.

Protecting the company from excessive risk by encouraging calculated entrepreneurial ventures.

At W.L. Gore, teams can initiate projects involving significant financial commitments without a lengthy review process.

New W.L. Gore associates are assigned three sponsors: a starting sponsor, an advocate sponsor, and a compensation sponsor.

W.L. Gore stock is privately held and valued quarterly.

Associates earn cash profit-sharing distributions when corporate profit goals are met, typically twice a year.

Associates receive pre-tax flex dollars to spend on medical, dental, and other benefits.

Compensation at W.L. Gore is determined by committees, with significant input from associate evaluations.

W.L. Gore provides essential benefits to all eligible associates, including medical plans, dental plans, and long-term disability insurance.

A management structure at W.L. Gore that encourages autonomy, self-directed work, and collaboration.

A program where associates own W.L. Gore stock, fostering a sense of ownership and long-term commitment.

A strategy used by W.L. Gore to ensure that work groups remain small enough for effective communication and collaboration.

W.L. Gore's approach to management emphasizes employee ownership, minimal hierarchy, and a focus on action and creativity.

W.L. Gore prioritizes a close-knit work environment where communication flows freely and ideas are easily shared.

W.L. Gore maintains its culture through processes like right-sizing as the company grows, ensuring that work groups remain small and collaborative.

The lattice system and a focus on smaller, intimate work groups encourage autonomy, collaboration, and a sense of ownership, leading to innovation.

Maintaining a balance between growth and intimacy, ensuring that work groups remain small enough for effective communication and collaboration.