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Module code: CRN 10082 (2020/2021) & 30082 (2019/2020)
Module name: Management, People and Organizations
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Coursework title: Component 1: Individual Written Report
Due Date:24th March, 2021
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Table of Contents
Executive Summary...............................................................................................................................3
Q1...............................................................................................................................................................4
Q2.............................................................................................................................................................12
Q3.............................................................................................................................................................20
References..............................................................................................................................................25

Table of Figures

Figure 1 Organizational structure………………………………………………………. …...10

Figure 2 Organizational function theory (Source: Carpenter & Sanders, 2009).............22

Executive Summary
This report is based on two cases, 'Working without a Boss: Lattice Organization with
Direct Person-to-Person Communication at W.L Gore & Associates, Inc.' and 'ALDI – A
Case of Rigorous Employee Control?', in which we had to critically examine the two
cases' emergent management, individuals, and organizational problems. We also
critically explored the concepts of organizational structure, organizational culture,
organizational leadership, and people management as they were presented in the case
studies. In addition, a critical argument and specific suggestion for W.L Gore and Aldi's
management, people, and organizational problems has been presented, which is
supported by academic literacy and good business practices. The possible strategic
alternatives are often linked based on the analysis performed. Furthermore, a roadmap
for how the concerned authorities can function on these findings is created, as well as
exploring the ways to accomplish it in light of organizational capabilities and available
resources, using the company's vision, mission, and goals. Also, taking into account the
new normal as a result of the COVID-19 Pandemic and the evolving global business
climate, the identification of management and leadership challenges faced by
companies, as well as a five-year outlook on how the next phase of modern
management will be and how managers will cope with the impending changes, has
been done. Suggestions for future events that could disrupt the timetable have also
been added in order to guide the company in the right direction.
Q1.Critically analyze the emergent management, people &organizational issues of
the two cases. In doing so, you need to critically discuss the concepts of
organizational structure, organizational culture, organizational leadership and
people management Issues around employee control and employee autonomy as
presented in the case studies. You need to outline the merits and limitations of
these concepts when applied to the W.L Gore and Aldi organizational contexts

Emerging Management Issues

[ CITATION Has07 \l 1033 ]Explains that the global economy is the product of three main
changes namely globalization, liberalization and technological innovation. There
certainly lies various new issues that directly relates with the modern management
concept. [ CITATION Bab08 \l 1033 ]Explains that the innovation of new knowledge to fulfill
the expectations of stakeholders is increasing day by day, it has become a fact of
everyday life for everyone in business operation. Both ALDI and Gore Company as
presented in the case has its due importance around, and they do have the attitude in
regard to best performance of the picture around. Following are the major emerging
management issues for both the companies.

 Corporate Social Responsibility: It has not been stated about both firm's social
responsibility related deeds. Each individual thereby would hold personal beliefs
regarding what would be right and what would be wrong. This is developed
through personal values. Modern management concept equally looks over the
direct contribution that one would hold for any such operations around - and here
as explained in the case ALDI and Gore Company seems to be lagging behind
for the both.
 Global Expansion: Although it has been explained in the case that ALDI has
more than 4000 stores across Germany and various other European nations like
Belgium, Denmark, France, Netherland and only few outside Europe; this has
turned out to be major issue for ALDI as it holds the opportunity for working
 abroad as well. It is important that they all work systematically for expansion
across Asia, Africa and America as well.
Comparatively, Gore Company has further global exposure than that of ALDI as
it operates from 30 different nations across the globe. However, they do hold the
challenge about operating from other unexplored regions as well.
 Knowledge Management: Although ALDI does not require huge knowledge
management, it should be able to tactfully manage the knowledge that it has
been around with. Similarly, for Gore Company, innovation and creativity seems
to be something utmost. Hence, they should focus rapidly over such issues
thereby. They need to cope up with all the moves that would ultimately deal in
their long term profitability.

There are other emerging issues of management like empowerment of employees,

technological management, workforce diversity, quality and productivity that has to be
dealt with in appropriate manner as well.

Emerging Human Resource Management Issues

Human Resource managers have been facing several layers of challenges on day to
day basis. So, because of the increased globalization and latest production techniques,
the change that is to be noticed in customers’ demands and corporate restructuring
there arises wide range of Human Resource related issues every day. Human Resource
manager should tactfully manage them. Following are the major HR issues thereby:

 Retention: It has often been believed that Human Resource section is source to
empower just new talent, but the truth is that Human Resource Management is
also about retention of existing employees. ALDI has been widely engaging
various types of employees within the organization from permanent, temporary to
part time employees who can operate with efficiencies. Although Gore Company
has not mentioned about its strategies to retain the employees, they should work
with full efficiency from their level as well.
 Productivity: In both the organizations, the employees seems to be working with
their full efficiency. It is important that these personnel working around should
 look over productivity issues from deep within. HR should know if there are any
problems for regular operation or not as well. So, the determination is often made
by carrying out Time and Motion studies.
 Training: For Gore Organization, it has been stated in the case that that the new
associate starts working through the team, which is more likely within different
teams working around. So, for the first few months the sponsors is not at all
responsible for managing the associates around. They get to learn it on the job
itself. For ALDI, they rather cope up with the learning phase on the job itself.
 Health and Safety: Health and Safety has been something utmost of today’s HR
issues. It can be well traced that ALDI does actually hold its safety measures, as
there are no high risks associated with the workplace there. For, Gore Company
it is important that they retain their legacy over their working spaces around, and
cope up with all the minimum standards in their working place.
 Discipline: It has been stated that ALDI has maintained its regulatory standards
through reporting of associates. Employees in Gore Company should have ability
of self discipline for all the organizations. Those in the organization who were
previously managers will require to face powerless realities. For ALDI,
identification of misconducts of shop assistants can be reported to the middle
management, where the middle managers can systematically collect their
irregularities through both shop assistants and shop managers who will report to
their immediate superior.

Emerging Organizational Issues

Be it ADLI, or the W. L. Gore & Associates their profitability is highly dependent upon
their organizational functioning effectiveness. They are also placed on the space where
every employee and leaders would feel valued around. Following are the major
organizational issues that are faced by top companies across the globe include Gore
and ADLI.

 Awareness: When the top layer makes the plan, in absence of proper alignment
they do operate in silos but they don’t collaborate effectively around. This has
been clearly implied in case of ALDI and Gore as the case does not mention in
 depth detail about effective communication procedure. The communication
channel is ALDI seems to be straight enough but for Gore Company, there can
be direct communication channels which lacks presence of formal bosses or
exist throughout the company itself for operation of the business.
 Development Opportunities: As explained in the case for Gore Company, each
associate will have at least one sponsor but it can be that they can have more
than one. They offer encouragement, guidance on principles and practices,
feedback on performance, and guidance in personal development planning in the
phases thereby and the sponsor acts as role model for the sponsored associate
thereby. This is something really appreciable. There is peer to peer learning in
case of ALDI. These sort of opportunities ultimately help in uplifting employee’s
morale.
 Trust and Integrity: Trust and Integrity counts as next major element for the
entire procedure of operation tasks. ALDI and Gore Company, though it is
presented that they do have some legitimate policies, they can’t ensure trust and
integrity through it. it is therefore important that both of the companies rapidly
work out for the process in such a manner that they ensure trust in the working
pattern.
 Working Environment: A good working environment has been major
challenging scope for various radiant for today's issue. It has been explained that
Gore has got a good working environment which looks secured challenge of
accountability for dealing with controversies around. Similarly, it is explained that
the company has vigorous working environment for innovation which is need of
the time. ALDI seems to take concern over such issues thereby.

Organizational Leadership

Organizational Leadership has often been explained as the field in the workplace that
includes setting of goals for both the individuals along with group of people. It is field
that can include working over larger projects with business along with corporations
around. It gives emphasis over strong leadership for optimum effectiveness of the
leadership and it deals with both human psychology along with expert tactics around.
So, an ideal organizational leader works without domination of anyone and motivating
everyone to work with full efficiency in the work place.

[ CITATION Gol13 \l 1033 ]Stated the fact that leadership behavior along with self-efficacy
have curtain sphere between each other. The performance and satisfaction of the
employees direct relate to the positive behavior of the leadership. On the other hand
[ CITATION Dev14 \l 1033 ] suggested that a leader is considered as a role model among the
employees. So the development of the mutual understanding between leader and
employees is a good sign for the progress of the educational institution. He further
explained that every individual revolves around the pivot for making new decisions and
work is distributed equally among all the employees. Empowerment leads the
innovation, new ideas and development for the institution. [ CITATION Dev14 \l 1033 ]Also
stated that empowerment of the employees does not men to participate in
organizational planning and implementation directly but giving instructions for the
betterment of the organization.

The lattice organization is the one where direct transactions, natural leadership is
promoted. There anyone can be the leader. However, for both ALDI and Gore Company
both the top level executives determine the entire set of policy framework and decide
their working pattern for leadership movement around.

People Management

People management can be explained as the practice for recruiting, engaging, training
and retaining the employees in order to optimize their talent for maximization of their
productivity. It is a sub category of Human Resource Management where activities
related to training and development, compensation and benefits, organization,
performance management, engagement and retention, recruitment and safety and
wellness are assured. People management has also been taken as part of human
resources that looks all the process from acquisition, optimization to retention of talent
in the organization aiming at professional growth of people thereby.
Here, in the case it can be stated that both ALDI and Gore Company has been
efficiently working for better and smooth people management. While ALDI has hired
several types of staffs, Gore Company is also working for smooth hiring process
around. ADLI has strong policy that regulates the smooth procedures in one way or the
next, as it employs several classified employees from temporary, part time to permanent
and full time and ensure that there lies consistency over the working pattern in one way
or the next.

Organizational structure

Organizational structure can be explained as the system which outlines how certain
activities are directed within the organization for achievement of the goals within the
organization. These set of activities can include various rules, roles and responsibilities
in the long run. This structure determines the information flow that takes place within the
company at any situation around. It can also be termed as hierarchy of work flow that
takes place within the organization.

It has been explained that ALDI Germany is divided into ALDI South and ALDI North,
originally owned and managed by the brothers, Karl Albrecht (ALDI South) and Theo
Albrecht (ALDI North). ALDI North and ALDI South are further differentiated into various
regional subsidiaries

Figure 1 Organizational structure

Gore on the other hand has equivalent CEO for whom there exists direct report. The
practices of this flat lattice organization structure, such as direct communication
channels and absence of formal bosses, exist throughout the company when it comes
to running the business.In the case of Gore, we can also relate Tuckman's Five-Stage
Model of Group Formation, which involves stages such as creating, storming, norming,
performing, and adjourning, since they use this approach for generating new ideas and
creativity within the company.

Organizational Culture

Organizational culture can be termed as the system of share assumptions, beliefs and
values that governs people's behavior in the organization.These values would have
strong influence over people within the organization regarding their behavior over dress,
performance and acts around.

[ CITATION Ant03 \l 1033 ]Defines organizational culture as a sort of genetic code of the
community, which is in the social awareness and which causes repeatability of both
individual and collective behaviors, images, emotions and attitudes. According to Weis
and [ CITATION Wes00 \l 1033 ], corporate culture is a system of values, norms and symbols
typical for a company, which develop over a long time, and its result is the
establishment of best practices for the entire social group and the specific hierarchy of
values

It can be traced out that Gore Company has rules, regulations for legal issues around
and they are located at the same time with core principles. On the other hand, ALDI has
simple culture of operation where the uniform practice is being followed - being retail
network there are gossips around when customers are not there, and on other cases
they operate with their fullest.They adhere to a culture of support in which the individual
is the focal point and control is exercised by mutual consent. When employees have a
positive picture of themselves, they work at their best. ALDI, on the other hand, has
both a role culture in which performance is linked to job responsibilities and a task
culture in which the focus is on getting the job done.Employees are free to get on with
their work as long as they finish it. This is evident in the case of part-time workers who
do not receive sick leave but are expected to recover in their spare time. A simple
service culture in which the uniform process is followed - as a retail network, there are
gossips when customers are not present, and they run to their full potential.
Q2. Provide a critical argument and specific recommendations for management,
people &organizational issues of W.L Gore and Aldi and identify the rationale
behind your chosen intervention underpinned by academic literate and good
business practices.

ALDI’s Case

Arguments

ALDI has made its position as low priced products that turns out to be available at
reasonable quality. Meanwhile, it has been stated that it has been paying salaries to be
above the average salary among German food retail sector. It has been effectively
managing its employee and productivity balance through hiring part time and temporary
staffs. ALDI has strong mechanism to identify the misconducts for shop assistants,
which would be reported to middle level management as stated. Middle managers also
get involved in collecting irregularities form shop assistants and managers along with
store managers as stated and the mistake would be overseen gradually. There is timely
meeting that is being conducted, which is described would smoothen communication
process as well. This has introduced the practice of all level for regular activities in the
task. There is management issues well discussed from one point, and there also exists
people management and organizational issues around. ALDI has been using up or out
principles for employee's productivity calculation, so the effective and relevant
employees are either given level up with increased standard, or they are kicked out of
the organization. An employee working the can catch the ladder and get promotion into
sales manager or regional manager quickly; or they are sent out of the organization
around. This principle creates strong competition within the employee for increased
level of productivity as stated in the case.

Recommendations

Following major recommendations can be made for ALDI on the basis of their working
pattern.

Dealing with Management Issues

  Globalization: Although ALDI has more than 4000 stores across Europe,
Australia and United States, it is important that it retain its outlet across the
globe. Continents like Africa, Asia seems to be out of ALDI's access. It is
important that they all work together for ensuring the effectiveness of the pictorial
framework thereby. ALDI has come up with amazing marketing practice offering
the reasonable quality at best price across the market, and hence Asian and
African market would certainly seek for it.
 Effective Promotion: Promotion has been key element that would lead to the
success in long run. The majority of past studies on the effectiveness of
consumer sales promotion have focused on monetary sales promotions [ CITATION
Dic90 \l 1033 ]. It is important for ALDI to promote it's Unique Selling Proposition
(USP) stating that they are the most affordable retail outlet across the nation who
has been offering goods at such a reasonable price. Mass level of awareness
can ultimately help them to stand out in the market and then.
 Stronger Planning: ALDI should work out for stronger planning ideas as well,
because if they are unaware about what the market is expecting out from them
and where the market is moving around, they cannot take a lead position in the
market for sure. This planning procedure ultimately benefits the consumer in the
long run and also helps ALDI to sustain in competitive market situation. They
need to look over diversification strategy as well and that would require an
effective mode of planning too. They need to get stronger with the pace of time.

Dealing with People Management Issues

 Effective Controlling Mechanism:For minor mistakes, be in intentional or

unintentional; ALDI has been using same dealing. It is important that ALDI
regularly check over the behavior of its staff and ensure effective controlling
mechanism. CCTVs should not just be for customers but for watching the moves
of employees too. They should install biometric attendance system in the
organization in the same time and then for portraying effective working procedure
around and make immediate correction if found any.
  Productivity Calculation: Employees today don’t feel like being into the job if
they are not satisfied. There should be various employee satisfaction schemes -
like promotion, increment in salary, other intrinsic and extrinsic motivation among
them. They should be treated in such a way that in the long run they will all cope
up with something best. For this productivity calculation should be effectively
implied in the pictures around. ALDI should be able to identify different elements
for measurement of productivity.
 Training Opportunities: Training is the only way to uplift employee's
productivity. Identifying the need of the training, the training should be given to
the needed ones. For those employees who are feeling low, they should be given
motivational training; for those who require good communication skill,
communication training should be given; for those in accounting section of ALDI -
account based training should be given. Only then the organization can operate
with full efficiency and the reduction of friction can be realized in the picture
around.

Dealing with Organizational Issues

 Organizational Structure:Today's organizational structure that has turned out to

be effective is - Matrix organizational structure. This has to be implied in ALDI's
case as well. There should be accounting section that would not report to store in
charge but directly to their accounts head on day to day basis. This can help
ALDI operate more efficiently. Meanwhile, the reporting pattern should be direct
from both the end, and organizational structure can be retained with similar
motive in the picture around.
 Delegation of Authority: The store in charge should be given full phase
authority about all the tasks related to that particular store. There should not be
any obstruction from seniors beyond them in the regular operation thereby. If this
is implemented in ALDI, store in charge would work as per the need of the
locality and as per the customs and practices around. He can compete in the
local market with local other stores accordingly and then and contribute to society
by giving space to the local production as well.
  Clear Instructions or Effective Communication: It is important that ALDI now
develop intranet for better communication practice. It seems that the instructions
has been provided only through telephonic channel till date - once this module of
instruction task is brought into practice the information flow would be clear
enough. Second, ALDI should also practice bottom to top approach of
communication practice to understand how top level's decisions are being
perceived around by the market because the one in store would only know what
the customers had been feeling.

Gore Company

Arguments

Established in 1958, W. L. and Associates has been popular company for introducing
innovative products like waterproof while breathing textile material. This company is
also known for lattice organizational concept, which is focused over artichecture and
crafts. The company has its management practice where the company operates as a
system without any boss. Leadership of the company is determined by their abilities to
influence followers. This company has more than 10,000 employees and has CEO who
will be contacted by partners and others outside of the company. Every staff in the
organization is selected among the company's associates and there are direct
communication channels with no any formal boss in the organization.

It has been stated that Gore Company developed and marketed PTFE in the form of
products that would use electrical cables. It then created ePTFE, expanded form of
PTFE in its process of innovation. The pores developed there had been waterproof
thereby. Bill Gore also worked for lattice organization which would continue to turn out
to be company's foundation. Lattice organization has been explained as the company
that would involve direct transactions, natural leadership, self commitment and absence
of assigned or assumed authority of the picture. There would remain successful
organization in the picture that would have lattice organization in the picture underlining
the facade of authoritarian hierarchy. It is therefore believed that this lattice
organizationwould get things done through most delight manner. It is stated that lattice
organization would hold following features.

 No fixed or assigned authority;

 Sponsors (mentors), not bosses;
 Natural leadership defined by followership;
 Person-to-person communication;
 Objectives set by those who must make things happen;
 Tasks and functions organized through commitments.

Commitment is careful prioritized here and there exists multi level hierarchy in the
picture based framework as well. The waterline principle would be affecting the
associates thereby. It has been stated that people working at Gore Company are all
associates, not employees or managers anyway. When it comes to continuous
innovation and the development of surprising new opportunities of varying scales,
however, the company's approach to innovation is to rely on the ingenuity of its
associates, any of whom may come up with a valuable discovery. Gore Company
operates with a concept called “dabble time,” which is a half-day per week reserved for
associates to explore their own ideas for improving existing new products or developing
entirely new products

Recommendations

Following major recommendations can be made for W. L. Gore and Associates on the
basis of their working pattern.

Dealing with Management Issues

 Globalization: In this age of globalization it is important that W. L and

Associates get into the global market as well. It is important to understand what
the global market has been doing at present around. The innovative products
launched by them actually would require a global reach and they do have scope
in various other nations as well. Understanding that they can create demand
 thereby, they should tactfully operate in similar manner to ensure the global
reach in one way or the next and should operate for global market framing.
 Innovation: Innovation is key feature that Gore Company has been focusing
over. It is therefore important that they operate with their full level of Excellency
around in such a manner that they convert themselves into market leader
around. Market leadership can be defined by innovation around as well, and
hence it is important that they operate well. Innovation has been primary focus
thereby, as they operate with greater excellence. Innovative production can
clearly hit the market sooner.
 Corporate Social Responsibility: CSR has been the need of the time. Business
operations should not only focus over profit but show their accountability towards
the society as well. It is important that this company should make necessary
effort to prove itself as social well being in the society showing concerns towards
the society as well. Only then they will be loved and appreciated by the society.
This company should therefore focus on basic elements across corporate social
responsibility activities contributing towards the society at the same time and
then.

Dealing with People Management Issues

 Rooms for innovation: It can be clearly seen that Gore Company requires
room for innovativeness. Higher the level of innovativeness, increased
opportunity this company will obtain. It can be stated that this company's
existence and success is highly dependent upon the innovativeness that it
has to offer to the global market in one way or the next. Hence, it is advisable
that the company work out in such a manner that it will work out for
innovativeness promotion within the company and this can be done through
offering enough rooms for it.
 Rewards and Punishment practice: The success of any company is highly
dependent upon the practice over employee's effort thereby. Higher the level
of innovativeness, or higher the level of effort that employees put over their
effort - it will ultimately matter in the long run. It is therefore important that
 there be fair evaluation of organizational practices around and the employees
be treated accordingly. Fair treatment will ultimately ensure better
consequences around. Increased productivity can be yield accordingly
through it.
 Employee Retention Practice: Today's global world does not just look over
employee's level of satisfaction, but it carefully observes how employees are
retained as well. Good employees’ retention should be of equal priority than
letting them go. This has been major challenge for organizations these days
as the corporate culture does not prioritize the effort and sincerity of one
single employee. There should be better grade system, and reason why
employee should be retained in the organization in order to retain them.

Dealing with Organizational Issues

Reshaping Organizational Structure: The case presents the picture where Gore
organization operates with lattice organizational structure. That seems okay, but
there still are spaces for better improvement of the structure. Innovation should not
be blinded, and hence the employees working in the organization should be set free
for their regular dealing activities. If innovation is to be widely practiced, there might
be need of matrix structure as well in the organization to foster further innovation
and creativity within the workplace.

Building better working environment: As explained this company requires huge

effort for innovation practices. It is important that the company be built in such a
manner that the working environment be shaped and practiced with all the majority
and efficiency. Only then better productivity can be assured. It is therefore important
that they all operate with full level of efficiency for better activity through better, smart
and creative working environment around. There should be systematic approach
and good working culture too.

Communication Channels: Democratic leadership is the need of the time, so

communication should flow both upward and downward. If the communication is
unilateral, the desired level of outcome might not be possible to obtain. Hence, it is
important that they all operate with full efficiency in such a manner that the
instructions can be flowed from top level to bottom level and the complains and
issues that bottom level face can be informed to the top level at the same time.
There will then be communication balance helping in easy achievement of the
organizational goal.
Q3. In the light of the developing global business environment, identify the
organizational challenges facing the management and leadership of W. L Gore &
Associates, Inc. and ALDIover the next 5 years. Draw upon a range of theoretical
concepts covered in the MPO module and present and justify your strategic
recommendations for the next phase ofW.L Gore & Associates, Inc.` and `ALDI’s
development. The report should incorporate the basis of your analysis and be
supported by a critical engagement with theory

Although, an organization may seem that it is operating at its best in today's tenure; it is
yet unknown about how it will be operating in time nearby. We have been living in
rapidly changing time and the scene one year later cannot be predicted at any point of
time. Considering this, within a single generation business should have adopted entirely
new marketing channel and cope up with the same [ CITATION Dev14 \l 1033 ]. COVID19's
picture was not even imagined. Here are the major organizational challenges that
should faced by the management of both the companies within next five years of time.

 Uncertainty: The major challenge of the company today is about making

prediction of the future. They are not at all able to make any sort of prediction in
regard to customer trends, market trends that has been into existence till date. It
is unknown about how the market will react in upcoming future based days and
being able to work out for important trends should count at something must.
 Financial Management: Leadership do have major issue in regard to ensure
smooth financial management around. It is unknown about how market will react
in the long run and how the economy will be around. This has created the issue
where ability to make sustained financial picture would be something really
challenging around. Proper fund management, wise investment has been acting
as major challenge for organizational activities.
 Regulation and Compliance: Meeting the new regulatory norms in globalized
economy counts as next major challenge for the companies around. The pictorial
framework stating how the organizations should operate and how they should be
captured meeting all the compliance based norms should matter in long run. This
 will be a major challenge for both Gore and ALDI as a forward future looking
company.
 Technological Advancement: There will be new technologies emerged that will
changed today's marketing culture which can act as major challenge. For ALDI, if
online shopping culture gains hype that itself could be the major threat. Similarly
for Gore Company, there can be need of new innovative technologies that might
be demanding as per the time. Coping up with recent and latest technologies can
act as next crucial issue around.
 Customer Satisfaction: Today's customers are sensitive. A business can
continue only if they keep on being satisfied. For ALDI, they should rapidly focus
over tangibility, reliability, assurance, responsiveness and empathy for retaining
the customer. For Gore Company, they need to bring more innovativeness in
their product line for sustaining which acts as major challenge for both the
companies’ regular operation.
 Goodwill Maintenance: A slight fall over goodwill, or slight dissatisfaction over
media's behavior can lead to huge reputation loss of the firm. This has been
major challenge for organizations today to keep retaining its regular operation -
keeping balanced relationship with every stakeholders associated. Stakeholders
from media, customers, Investors should all be kept in balanced manner for
consistent reputation obtaining.

Strategic Recommendations

There can be range of strategies that the companies can adopt for being able to the
leader. Following are the major strategic recommendation that can be made to ALDI
and Gore Company.

 Determine Core Values: It is important that both the companies make proper
study of their current status, understand or realize what the market has been
expecting and their reality over the picture and ultimately determine their core
 values. Once core values are figured out they should shape framework about
what to do and what not to do in the next major phases around.
 Proper Resource Allocation: ALDI and Gore Company should both have a
proper business strategy plan which will include about how the resources will be
utilized. It should explain how the resources will be obtained and how will they be
allocated for tasks. ALDI does have strong supply chain network, but Gore
Company might need new form of resources which should be planned
strategically beforehand itself.
 Diversification strategy: In order to meet the competition the companies might
have to think over diversification strategy like acquisition, merger etc. Because, if
there are competitors getting stronger it would be appropriate if the companies
think over it before hand and always keep it in backup as alternative option for
business operation.
 Managing People: It is important that the people involved within the organization
do matter and count at equal space. So, management of these people is
important. This can be done through various ways, from timely talent recruitment
to training of them. Further, those talent within the organization should be
retained so that competitors can’t keep eye over them.
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