From looking at Table 2, it is evident that the organizational structure of Gateway has a substantially less people in all aspects in that compared to Dell. However, both companies seem to have a lot of specialization within the company either by tasks (Gateway) or by global divisions (Dell). The PC industry requires organizations to be innovative and quick to adapt to changes in technology in order to survive.
Currently Dell has created an organizational structure that allows it to do just that and it has begun to dominate the market. Gateway has not, and Inouye is now implementing strategies that hopefully will.Organizational Culture On Gateway’s website there is a page dedicated just to define what the culture at Gateway is like (http://www.
gateway. com/about/careers/our_culture. shtml). On this page it is stated that Gateway’s culture is comprised of an innovative atmosphere, being value-driven, having a business casual dress code, being a national brand leader, being a technology industry leader, rewarding pay/recognition/benefits, having technology discounts, pursuing company/career growth, having financial stability, having ethical business practices, and having community commitment.
Gateway also mentions on this page their dedication to ensure diversity. They strive for diversity of ideas, of customers, of products, and work force. Gateway also has a page dedicated to define their mission, vision, and values (http://www. gateway. com/about/careers/values. shtml). The mission and vision have been stated earlier in the paper, but the values are leadership, innovation, caring, honesty, discipline, and focus.
After viewing these it is clear to see a link between their culture and mission, vision, and values. They are basically comprised of the same things.To ensure that they achieve their desired culture at Gateway, management has placed several policies into action. There is their training program that was created to generate continuous leaders and help employees advance in their careers.
To do this Gateway helps keep their employees up on current industry and economic trends by offering many training programs and offers them Continuing Education Assistance. Also Gateway offers a very extensive and competitive range of benefits to their employees. Gateway is also involved in a number of community and environmental programs.They contribute to United Way, are Olympic sponsors, sponsors blood drives in partnership with the American Red Cross, and many more community activities. To help the environment Gateway has established a program called the “end-of-life management option” which is a way to provide customers with sound avenues to responsible dispose of Gateway and eMachines products that have reached the end of their useful life. All these programs help Gateway take the steps necessary to achieve their mission of becoming a lead integrator of personalized technology solutions (Gateway website).
Conclusion The purpose of management is to guarantee the long life and survival of the firm within its competitive environment. In the case of Gateway, the Board of Directors along with top management has not been accomplishing this task. For several years and currently Gateway has struggled to compete with competitors within its industry, and has been facing declining demand for their PC products and has lost market share and incurred net losses.
Perhaps with the merger with eMachines and a new CEO, Gateway will begin to fix their problems and start to flourish.