W.L. Gore & Associates
W.L. Gore & Associates
W.L. Gore & Associates has a distinct organizational structure from other organizations. It has a lattice organizational structure and many people have referred to the organization as unmanaged and unstructured. The organization encourages direct communication as it has no intermediaries. In addition, the organization has no authority assigned or fixed. The organization has sponsors instead of bosses. It also has natural leadership described by followership. Only people who make objectives happen develop them and hence the organization has no formal vision and mission. Tasks and functions grouped via commitment (Daft, 2009). W.L Gore & Associates devolved decision making to the lowest levels of the organization. The top management or authority do not make decisions as the organization does not have fixed authority (Daft, 2009). The organization promotes devolved leadership and associates are considered leaders. Decisions are made at all levels of the organizational chart, but not at the topic. Critics have criticized the lattice structure used by W.L Gore & Associates and devolvement of decision making. Devolving decision making affects developing solutions for urgent problems or making urgent decisions. However, W.L Gore & Associates managed to make urgent decisions when required. The organization managed to develop a solution after Dr. Campbell highlighted the problem. Additionally, the organization has encouraged independence among the employees. The employees work in teams and do their duties independently (Daft, 2009).
The lattice structure cannot be used by established firms. Using the lattice structure would affect the organization’s structure. Organizations using lattice structure do not have a hierarchical structure, but a flat structure. The organizations do not have any hierarchy as employees have no job titles and positions. The employees work together to attain the organizational goals (Daft, 2009). Implementing a lattice structure will destroy the hierarchical structure. Organizations having hierarchical structures have titles and positions. Employees follow the appropriate channel when communicating. The organizations do not have a direct communication line. A lattice structure removes the positions and titles and affects the flow of communication. Employees do not follow the hierarchy, but they follow any other person, but not those who are in charge according to Bill Gore (Daft, 2009).
The lattice structure has not been effective in W.L Gore & Associates. Bill Gore claims that the lattice structure might not work in organizations with structured organizational environment. Some of the associates have not functioned well in the unstructured work environment. This is because the associates are conversant with a structured work environment. The associates have found it hard to adjust to the unstructured environment. Employees working in structured organizations rely on leaders to provide directions. The employees are used to being informed what to do. Organizations with structured work environment have formed policies that employees should follow and also outlined the responsibilities of the employees. Employees who are used to working in a structured work environment find it hard to make independent decisions. The employees do not know how to work independently. New associates find out tasks they can complete to improve the operation of the organization and growth. New Associates should be ready to adapt to the new unstructured work environment in order to fit in the organization (Daft, 2009). Some of the new associates at W.L Gore & Associates were unable to adapt to the unstructured environment as they needed structured working conditions. The New associates found the flexible working environment in Gore unsuitable for them and had to leave. Therefore, implementing a lattice structure in a structured organization can have a negative effect on the organization. It can increase the employee turnover as the workers find it difficult to work without structured working conditions. The employees are used to top managers making decisions and giving directions. Hence, they do not know how to work independently (Daft, 2009).
From Gore case study, the lattice structure is suitable for startup companies or companies not established. The organizations can implement the lattice structure from the beginning and devolve decision making to the lowest level of the organizational chart. Implementing a lattice structure at the start ensures the employees get used to working independently. The employees learn how to make independent decisions. Also, the employees learn how to work without being given directions (Daft, 2009). The lattice structure did not have a negative effect in W.L Gore & Associates as the company implemented the structure from the beginning. Associates were trained how to work alone and participate in decision making. They also understood the organizational leadership and organizational structure. The employees learned that the organization does not have any fixed authority and has a direct communication channel. Thus, organizations should be careful when implementing a lattice structure after establishing as it might cause more harm than benefits. It can result to low productivity among employees as they do not perform as expected without instructions. This in turn, affects the entire organization (Daft, 2009).
Reference
Daft, R.L. (2009). Organizational theory and design. Cengage learning
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