Shure Incorporated is a consumer and professional audio electronics corporation. Shure Incorporated mainly produces microphones and other audio electronics, but also produces in-ear monitors (earphones) for a variety of audio applications including on-stage use and MP3 players.

CEO

Efraim Rozenhaus
Vice Chairman of the Board

Ron Hadasi

Vice Chairman of the Board

Haim Gavrieli

Director

Zvi Livnat
Director

Sevina Biran
Director

Ido Bergman
Director

Omrie Tov
Director

Almog Geva

Director

Amiram Erel

Director

Nochi Dankner

Director

Alon Bachar

Director

Isaac Manor
Director

Avihu Olshanski
Co-Chairman of the Board

Jakov Fisher
Co-Chairman of the Board

Rafael Bisker

CFO

Shlomo Zohar
Control

IO
Sales & Marketing

EG
Human Resources & Administra...

TS
Real Estate

AD
Legal & SEC

EM

Machiavelli mentioned throughout his book that the kingdom built on the goodwill and support of people have more chances of surviving for a length of time than one built on magnanimity or benevolence of the nobles. Similarly if the employees, majority shareholders and customers believes in the vision of the leader and don't betray him then the leader will have far higher chances of survival. As it happened in the recent case of General Motors the CEO able to convince the Board that the company has an ability to turn the business itself rather than making a deal with Nissan.

The main backer of the prospective deal - Major shareholder Kerkorian had to eat the humble pie and ended up selling 14 million shares in the open market. If the company had gone Kerkorian way it may have ended up in loosing its freedom and as most experts believe Kerkorian would have been one of the key members in post deal management formation. In such a dire situation the end should justify the means and GM exactly did what Machiavelli suggested listening to the core stake holders rather than nobles who are looking for their own personal benefits and chance to overthrow the Prince.
Gareth Morgan, the author of Images of organizations suggested that organizational culture is the beliefs, values, and norms, together with symbols, events and personalities unique to a group’s behaviors. Morgan described norms as traditions, structure of authority, or routines. He stated that the organization instills their beliefs into the group before the group can truly be successful.

Charles Handy’s explanation went further than the other authors. His text, Gods of Management offered four typologies of culture for recognizing organizational practices.

Four Typologies
Handy defined the four cultural typologies as, Power, Role, Task, and Person. He postulated that the typologies reflect the organization’s needs and constraints for its operations.

The Power culture typology depicts that power radiates from the center like a web and engulfs the organization’s as a whole instead of multiple single pieces. Handy indicated that the Power culture represents a family business or other businesses where power is concentrated within a small circle of individuals.
 
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