Questions on Gore's Organizational Structure
Estiala, Jessa Catherine S.
MGT142
1. How would you characterize Gore’s organizational structure using terms that you have learned? For example, is it mechanistic or organic? How might this influence Gore’s strategy?
Gore’s organizational structure is more likely a flat organization where almost everyone is equal and there’s a low power distance. Gore wants a decentralized organization where everyone can make decisions by themselves. The formalization used by Gore is the organic model. This influences Gore’s strategy by promoting the creativity that an individual can bring. Having the freedom will let them think unexpected things that may have happen and turn it into reality.
2. Considering what you know about individual differences such as personality, what types of employees might respond more and less favorably to Gore’s lack of hierarchy?
An employee that can work well in teams, wants to have a control to himself, willing to interact with everyone, and have high self-monitor are the personalities more favorable to Gore’s lack of hierarchy. While on the other hand, the personalities that are less favorable were employees that want a definite instructions, aims for power, wants to work with his specialized skill, and wants a standardize company.
3. What are some advantages and disadvantages of Gore’s structure from a company perspective? What about from an employee perspective?
For a company’s perspective, the advantage is their money won’t go to waste because they can base the salary with performance instead of giving high pay because of position even if they did not work properly. The disadvantage is when their employees made a wrong decision. One mistake of an employee may lose a lot of money. In employees’ perspective, the advantage is that they don’t have a boss so they can do whatever they want. You can also have a power to decide, which can make you feel that you’re credible. The disadvantage is you can’t enhance your specialized skill because they will
MGT142
1. How would you characterize Gore’s organizational structure using terms that you have learned? For example, is it mechanistic or organic? How might this influence Gore’s strategy?
Gore’s organizational structure is more likely a flat organization where almost everyone is equal and there’s a low power distance. Gore wants a decentralized organization where everyone can make decisions by themselves. The formalization used by Gore is the organic model. This influences Gore’s strategy by promoting the creativity that an individual can bring. Having the freedom will let them think unexpected things that may have happen and turn it into reality.
2. Considering what you know about individual differences such as personality, what types of employees might respond more and less favorably to Gore’s lack of hierarchy?
An employee that can work well in teams, wants to have a control to himself, willing to interact with everyone, and have high self-monitor are the personalities more favorable to Gore’s lack of hierarchy. While on the other hand, the personalities that are less favorable were employees that want a definite instructions, aims for power, wants to work with his specialized skill, and wants a standardize company.
3. What are some advantages and disadvantages of Gore’s structure from a company perspective? What about from an employee perspective?
For a company’s perspective, the advantage is their money won’t go to waste because they can base the salary with performance instead of giving high pay because of position even if they did not work properly. The disadvantage is when their employees made a wrong decision. One mistake of an employee may lose a lot of money. In employees’ perspective, the advantage is that they don’t have a boss so they can do whatever they want. You can also have a power to decide, which can make you feel that you’re credible. The disadvantage is you can’t enhance your specialized skill because they will