Lessons from management are indeed lessons of life that come from almost any event professional or beyond the profession. The case of the Gore-Tex is indeed one of its kind. The paper will critically analyse and assess the distinctive features of W.L. Gore’s ideals and philosophy of organizational management and how they differ from the established means and tools for traditional management studies (5). The paper will assess various facets and implications from Gore’s study that is different from the concept of the orthodox principles of management with proper comparison. In strategic management, there are a lot of tools and theories that profess organizational growth and the establishment of resilience in many forms and means. However, there is marked flexibility in this aspect and the immense capacity of the tool of management has opened doors that did not exist earlier on. Gore has added more feathers to the chaplet and the game of management and evaluation of business has changed hugely on the formative side (7). For detailed demarcation of the concepts given by W.L. Gore and his philosophies of management, a case study of Gore-Tex will be analyzed and criticised for developing a proper comparison of traditional themes of management and the ones that Gore has cultivated (9).
The study of Gore-Tex is one of the most landmark lessons that one could learn from management’s perspectives for developing their professional path and enlarging their careers. Lessons that are learnt from the case study are very touchy and have profound meaning concerning the themes and outlines of what the story seeks to implicate (11). The case study will define how Gore’s ideas have shaped his vision to build a venerable legacy of synthetic vascular grafts at the benediction of pioneering synthetic materials and adding diversity and value to chemicals and applied textiles. Glide dental gloss and Elixir Guitar Strings are the materials that culminated in form of Gore’s years of penance and research (12). He proposed a new way of doing business in chemicals and synthetics and textiles. W.L. Gore & Associates, Inc. is a manufacturing company based in America that manufactures and deliver fluoropolymers with the private cooperation of the Delaware foundation of Newark. The company is widely lauded for their breathable yet waterproof Gore-Tex fabrics. The story of the legacy of the company starts with the very initiative of Wilbert Lee Bill Gore and wife Vieve and their harmonious journey to make a miracle called ‘Gore-Tex’. They worked at DuPont for 16 years and gathered experiences in holding quality with coordination to enhance technical inputs and develop new ways of processing insulating electrical wires and using polytetrafluoroethylene (PTFE) which was invented by Roy Plunkett in 1938 in one of the laboratories with DuPont. The first patent of the company was the application and usage of encapsulating wires that came out of successful research and years of dedication (16). These multi-conductor elements prepared ribbon cables that are extensively used in computers, electronics and their manufacturing, fine materials, superconductors, and equipment of microprocessors and supercomputers. During the initial days of the new company set by Gore duo was based on their residence. Gradually, things started to get better down the line and made a path worth noting that transformed the way of management. The company that is the Multi-Tet cable company started making big leaps in this direction of growth and progress which was based on modules of expansion and creating values of their products (13). By the early 1970s, the company started to house a lot of other subsidiaries for extensive manufacturing of cable and wire in Japan, Germany, Scotland, and Arizona. The journey is in itself a transformation of chemical engineers to the list of Fortune magazine’s best 100 companies to work for. They have created a value system that was far ahead of the 1970s and hence they bear an undefeatable legacy of values and ideals (4).
Cultural analysis of the company tells about a new form of business culture which paved new ways of management studies and this is how they somehow managed dimensional expansions down the line. Gore created a factor of his views and lessons learnt from his experiences in DuPont (10). He applied these concepts and improvised them further to enhance the path of his new company. As far as the growth of W.L. Gore & Associates are concerned, Gore is committed to installing new forms of culture and values in his new venture that is aided by the evolution of small teams into big ones. In addition to that, the company has unfurled flags of success due to the very reasons of composite teams that are also called “task force teams” which was an invention of Gore which can be called his acumen in human engineering. These teams were called to act on an ad hoc basis for coping with adverse situations and problems that emerged without prior notice (15). The time that has elapsed out of the company has also called out the role of formal management and hierarchic practices of management. Bill Gore coined the concept of lattice principles of management and organizational proceedings. Gore and his associates used these practices in the later 1960s to build an empire that showed the world how to manage a business without an MBA degree or certificates from Wharton or Harvard. ‘Lattice principles’ are also known as ‘cultural principles’ which was taken from Gore’s famous research paper, “The Lattice Organization- A Philosophy of Enterprise”. He also proposed the application of lattice-like structures of organizations that are flat and very flexible to operate (14). There are also no predefined channels of communication and has only situational responses. He coined the idea that people shall go with the flow and act accordingly as predictive measures often fail to respond to the right tune and degree of the very onset of a certain kind of disaster. In addition to that, he proposed the concept of idea of bosses shall be disbanded and replaced with leaders. Leaders shall be the form of ‘bosses’ that have no right of bossing on others. In doing so, employees or followers of leaders shall enjoy their work truly and they shall be able to perform duties and exercise their rights with dignity (11). This is how a major challenge of bossiness of the so-called global MNCs was discarded and discouraged from getting further support in the future. Interviews and research papers on surveys that how followers or employees responded to leaders when they do not act likes bosses are very common to find. This concept of Gore has brought into wide acclamation and fame as people around the world started to realize the new normal mooted by him and how business dynamics and organizational management have reformed themselves largely (5).
Gore also emphasized the additional four pillars such as waterline, commitment, fairness, and freedom. He propounded that in case of a waterline situation, consultation with other associates are welcomed that can have a very positive impact on the reputation or profitability of a chosen company or else the ship will sink sooner or later. Associates of a company shall work also on catering to their oaths regarding their commitments and are expected to keep them. Associations with others shall incur a pledge on incorruptibility and demonstration of fairness with each other so that the equilibrium is maintained (7). Scope of responsibility, skill, knowledge, growth in association for allowing others and helping other associates to encourage freedom and helping others. However, in lattice organizations, Gore proposed communication between different layers of organizations and communities for enhancing accountability and mutual trust among associates (8). Additionally, the impetus is also given in generating hands-on product innovation and the generation of product prototypes. Teams are typically organized around various kinds of opportunities for business and new product concepts. This very concept has been used in retention and associated satisfaction for contribution, coordination, and impact generation of products and businesses at large. In addition to that, Gore emphasized the very area of unusual organizational structure which has come as an alternative to the excessively superfluous bureaucratic or hierarchical foundation (13). Association of various forms of retention factors such as cultural vibrancy, inclusiveness, sanity and sanctity, the abundance of workplace flexibility, and harmony among all these factors are placed accordingly. This is how they have managed to unfurl their flags in heights where only eagles and hawks fly together. This height requires years of penance and industry to attain and accomplish which indeed are emblematic of the success and landmark presence of the new culture employed by Gore and his associates (15).
Deloitte has provided ground-breaking research in this direction that organizational culture and approach of organizational behaviour can collectively elevate the very process of a business and organization (3). The research also finds out the traditional principles of management has somehow failed to answer why despite all structured and centralized statue of administration and corporate management, things do not create rhythm. However, this is not the case for Gore and his theory. Gore’s philosophy has responded to this area with flexibility and coordination among all such factors (1). There is a remarkable factor that has been found from research based on 75 alike organizations by ‘Deloitte LLP Centre Edge Report on Work and Environment Redesign’. Innovation, passion, employee productivity, and critical impact on business dynamics and organizational management are instrumental in deciding its success. Hence, managers shall choose flexibility and compactness among a lot of other vital tools (2). Gore’s theory can also be compared and contrasted with the traditional principles of management in many areas. The first area is that when employees are allowed and encouraged to choose their work, they choose their roles wisely. Moreover, rapid investment in development and infrastructural experimentation can positively impact the very outcome of an organizational outcome. Another comparison that can be drawn in this direction is the scope of development systems that help workers and employees sail their companies by aiding with avenues for mentorship and sponsorship, performance improvement, and manufacturing facilities (16).
Conclusion
The paper discussed and assessed various facets and implications from Gore’s study that are different from the concept of the orthodox principles of management with proper comparison. The paper has also critically analysed and assessed the distinctive features of W.L. Gore’s ideals and philosophy of organizational management and how they differ from the established means and tools for traditional management studies. It was found that how lessons from management are indeed lessons of life that comes from almost any event professional or beyond the profession. This was illustrated with the case of the Gore-Tex is indeed one of its kind. Gore also emphasized the additional four pillars such as waterline, commitment, fairness, and freedom. From the cultural analysis of the company, it can be inferred that they paved a new form of business culture which paved new ways of management studies and this is how they somehow managed dimensional expansions down the line. Gore created a factor of his views and lessons learnt from his experiences in DuPont. Hence, he applied these concepts and improvised them further to enhance the path of his new company. Additionally, the company has unfurled flags of success due to the very reasons of composite teams that are also called “task force teams” which was an invention of Gore which can be called his acumen in human engineering. In addition to that, Deloitte has provided research in this direction that organizational culture and approach of organizational behaviour can collectively elevate the very process of a business and organization and how lattice structures of organizational management are the new future and how it can levitate businesses to great heights.
References
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