Paper写作范文-在充满挑战的环境中进行管理。本文是一篇留学生paper写作格式范文，主要内容是讲述戈尔公司在结构和控制方面是一个独特的组织。这种做法已经实施了近50年。该组织的创始人对结构有一个愿景，即包含更少的规则，这鼓励了同事的力量和专业知识。该组织是跨国组织，经常出现在顶级组织名单中。随着组织的发展，文化得到了维护和培育。领导者表现得很自然，很少有正式的管理者。以下就是这篇Paper写作范文的全部内容，供参考。
Gore is a unique organisation in terms of structure and control. This has been in place for nearly 50 years. The founders of the organisation had a vision for the structure that would contain fewer rules, which encouraged the strength and expertise from colleagues.
The organisation is multi national and regularly appears in the top list of organisations. With the growth of the organisation the culture has been maintained and nurtured. Leaders appear naturally, with very few formal managers.
The beliefs of Gore are well studied and documented but few organisations have attempted to introduce their philosophies. Organisations are reducing their hierarchical structures, but they are also reducing employee numbers.
戈尔公司的信仰得到了充分的研究和记录，但很少有组织试图介绍他们的哲学。组织正在减少其层级结构，但也在减少员工数量。
For the purpose of this paper the name W.L. Gore & associates has been abbreviated to Gore.
在本文中，W.L.Gore及其同事的名字缩写为Gore。
2.0 Contents 内容
1.0 Introduction Page 1
2.0 Contents Page 2
3.0 Case Study Page 3
3.1 Foundations Page 3
3.2 Organisational Structure Page 4
3.3 Business Strategy Page 5
3.4 Culture Page 6
3.5 Management Style Page 7
3.6 Organisational Learning Page 8
3.7 H.R. Practice Page 10
3.8 Corporate entrepreneurship Page 11
4.0 Conclusion Page 13
5.0 Bibliography Page 14
5.1 Books Page 14
5.2 Journals Page 15
3.0 Case Study 案例研究
This section will discus the case study and compares this to the traditional model of organisational practices.本节将讨论案例研究，并将其与传统的组织实践模式进行比较。
3.1 Foundations 基础
Most organisations (even the very large) have their foundations in one or two individuals who had the determination to turn a vision into reality. These founders are said to possess entrepreneurship. These leaders are embedded in the culture of organisations. These organisations have primarily developed around the ideas of entrepreneurial individuals, for example the development of Virgin around Richard Branson, Dyson around James Dyson Microsoft around Bill Gates. The growth of successful small enterprises into medium-sized firms and beyond presents a multitude of managerial and organisational challenges for these entrepreneurs (Cunningham, I. 2002).
大多数组织（即使是非常大的组织）的基础都是一两个有决心将愿景变成现实的人。据说这些创始人拥有企业家精神。这些领导者植根于组织文化之中。这些组织主要是围绕创业者的想法发展起来的，例如围绕理查德·布兰森发展的维珍，围绕詹姆斯·戴森发展的戴森，围绕比尔·盖茨发展的微软。成功的小企业成长为中型企业及其他企业，给这些企业家带来了大量的管理和组织挑战。
The founders of Gore are both entrepreneurial and transformational in their vision; this is reflected in the structure and culture of the organisation. Although a relatively new concept of charismatic leadership this is an accurate model of their style. This is based on the belief that the leader can broaden the awareness and interest of his/her followers. Consequently, the aims of the leader are of greater importance and are placed prior to the personal goals (Mullins, L. 2005).
戈尔的创始人在他们的愿景中既是企业家又是变革者；这反映在组织的结构和文化上。尽管这是一个相对较新的魅力领导力概念，但这是他们风格的准确模型。这是基于这样一种信念，即领导者可以扩大其追随者的意识和兴趣。因此，领导者的目标更为重要，并被置于个人目标之前。
Steers (1996) defines charismatic leadership as “a special quality that enables the leader to mobilise and sustain activity within an organisation through specific personal actions combined with perceived characteristics”. Employees are motivated by charisma beyond their original expectations. This is done in three ways, awareness about certain key issues and processes are raised, organisational goals are placed above the own interests and adjusting the needs level, so they have a stronger drive for responsibility, challenge and personal growth (Steers, R, 1996:693).
Steers将魅力领导力定义为“一种特殊的品质，使领导者能够通过特定的个人行动和感知特征来动员和维持组织内的活动”。员工的魅力超出了他们最初的期望。这有三种方式：提高对某些关键问题和流程的认识，将组织目标置于自身利益之上，并调整需求水平，使他们更有责任感、挑战感和个人成长感。
From their belief that organisations did not require formal structures and hard and fast rules of control, W.L. Gore & Associates has grown into a succes
