The case of W. L. Gore & Associates is an example of employee-centered leadership, which is associated with multiple theories of leadership that are discussed in the chapter. In this case, there are two theories relating to this method of leadership - the contingency theory and the behavioral theory. The leadership style and strategy of Bill Gore is similar to the Contingency theory in the sense that the leadership of W. L. Gore & Associates is relative and entirely dependent on each individual situation (Lussier, 2014). However, regarding Behavioral Theory, it is applied that leadership can indeed be taught, and under different circumstances a leader is expected to be able to adapt to the follower and circumstances. In this case, we have
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The form of commitment with the leaders and sponsors associated with the organization is essential to maintaining a welcoming and constructive enviroment. Committing and supporting associates to have them feel connected with the organization creates a long-lasting relationship with the newly hired employees, sponsors, and leaders . As a result of the high LMX relationship, the organizaton has achieved mutual confidence, organizational commitment, job satisfaction, long-term relationship bonds, and effective communication. The unique structure at Gore & Associates created a feeling of justice and fairness with every individual in the association.
The sponsor program facilitates the creation of high-quality relationships among each employee of the company by using the lattice structure stated in the case study. The sponsors have multiple roles that mold a high-quality relationship with his or hers assigned associate. Sponsors can provide a jumpstart with a new employees’ job, give credit and recognition for his or her contributions and accomplishments, and ensure that the associate is being fairly paid for his or her contributions to the success of the …show more content…
Gore and associates, the lack of formal hierarchy has created a team of self-managed individuals. The behavior of the followers is shown by the sponsors program success and the continued annual profit for the organization since its opening. Looking at the five follower types, the sponsors goal is to create effective followers with high levels of involvement and high levels of critical thinking. Ensuring that employees receive their full credit and compensation for each contribution and accomplishment is one of the many influences that builds trust, job satisfaction, and essentially leading to fellowship growth.
The leadership at W.L. Gore and associates is entirely employee-centered. The focus of the organization included supportive leadership and interaction facilitation. The human needs of employees and relationship building are the top two priorities for its success. This unique culture of no hierarchy strives to develop trust, support, and respect with its employees. there is no hierarchy and line of communication is open for all with no intermediary. Thus, this company is very much employee
The form of commitment with the leaders and sponsors associated with the organization is essential to maintaining a welcoming and constructive enviroment. Committing and supporting associates to have them feel connected with the organization creates a long-lasting relationship with the newly hired employees, sponsors, and leaders . As a result of the high LMX relationship, the organizaton has achieved mutual confidence, organizational commitment, job satisfaction, long-term relationship bonds, and effective communication. The unique structure at Gore & Associates created a feeling of justice and fairness with every individual in the association.
The sponsor program facilitates the creation of high-quality relationships among each employee of the company by using the lattice structure stated in the case study. The sponsors have multiple roles that mold a high-quality relationship with his or hers assigned associate. Sponsors can provide a jumpstart with a new employees’ job, give credit and recognition for his or her contributions and accomplishments, and ensure that the associate is being fairly paid for his or her contributions to the success of the …show more content…
Gore and associates, the lack of formal hierarchy has created a team of self-managed individuals. The behavior of the followers is shown by the sponsors program success and the continued annual profit for the organization since its opening. Looking at the five follower types, the sponsors goal is to create effective followers with high levels of involvement and high levels of critical thinking. Ensuring that employees receive their full credit and compensation for each contribution and accomplishment is one of the many influences that builds trust, job satisfaction, and essentially leading to fellowship growth.
The leadership at W.L. Gore and associates is entirely employee-centered. The focus of the organization included supportive leadership and interaction facilitation. The human needs of employees and relationship building are the top two priorities for its success. This unique culture of no hierarchy strives to develop trust, support, and respect with its employees. there is no hierarchy and line of communication is open for all with no intermediary. Thus, this company is very much employee