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Hello, I am looking for someone to write an article on W. L. Gore & Associates. It needs to be at least 250 words.

Hello, I am looking for someone to write an article on W. L. Gore & Associates. It needs to be at least 250 words. W. L. Gore & Associates School Affiliation: Theories from the case Lattice structure is the first theory that is clear in this case. CEO Kelly expounds on the mode operation at W.L. Gore & Associates. This kind of approach tends to empower employees by circumventing bureaucratic systems. In a bureaucratic system, employees are subjected to a series of chain of command, and strict monitoring. Conversely, Lattice structure tends to emphasize self-commitment, direct transactions, natural leadership and a lack of assigned authority. Evidently, the case has showed that employees at W.L. Gore & Associates have sponsors but not bosses. That is to say, their work is not under scrutiny, consistent monitoring and evaluation. Rather it is done in more of assisting than supervisory manner (Lussier & Achua, 2013).


In the case, the crucial information entails the use of sponsorship programs. New associates are assigned a sponsor, who has the mandate of mentoring a new staff with an aim of ensuring they are successful in their respective roles. The same applies for employees undertaking new roles in the organization. As a result of employing this approach, many of the executives demonstrate their natural leadership skills, knowledge and attain the necessary expertise (Lussier & Achua, 2013). Consequently, there is creation and maintenance of high quality relationships at W.L. Gore & Associates.

Quality of followership

The quality of followership at W.L. Gore & Associates could be attributed to the structure and policies embraced by the company. For instance, new associates are not bombarded with outrageous expectations. Rather, they have a sponsor to help them achieve the targets they themselves set meaning they can concentrate on their tasks with minimal pressure. Secondly, the atmosphere created by the company makes the employees feel as part and parcel of the organization, hence a sense of ownership (Lussier & Achua, 2013). By relaxing the structures of chain of commands, the executives have a space of working leading to an escalation in productivity.


Lussier, R.N. & Achua, C.F. (2013). Leadership: Theory, Appliction & Skill development (5th

ed). South-Western: Cengage Learning.

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