Motorola Case Study

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In 1928, the two Galvin brothers, Paul and joseph, set up the Galvin Manufacturing Corporation, in Chicago U.S.A, Motorola was found. The company begun its manufacturing with the product “Battery Eliminator,” through which the radio could be operated directly by using the household current in place of batteries. Later in 1930s, the brand name Motorola was given to it, which suggests sound in motion by combining “Motor” with “Victrola”. And launched new product like car radios, police cruiser.
In 1941 Motorola Communication and Electronics was developed under subsidiary sale cooperation. And in 1947 the company’s name was changed to Corporation of Motorola Inc. Then it entered television market, and began to manufacture integrated circuits and
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But by 1980, Motorola begun to emerge its area in training and development and has become one of the model organisation in the world of training, development and employee education.
Motorola has been recognized as the “Top Training Company” for its training and development by the America Society for Training and Development (ASTD). The CEO of Motorola has invested in educating the employees and has found out that training and development pay off in quality, effectiveness & efficiency in performance and productivity.
Motorola has started training its employees’ from 1920s. Till 1980s, it had its own training and development activities in which training was the key element. Initially the looked for four qualities in an employee- ability to do quality word no matter how much time it takes, problem solving skills, the communication and computation skills, a team player and a self-motivated person.
Quality has always been the main concern of the company and the employees were expected to achieve that quality. The employees learned about their job by analysing the seniors. The training program included improving their communication and calculation
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Here education was seen as an investment. The main objective of this university was to provide education to each set of employees, which is relevant to their job. Therefore, they designed their own study course to maintain autonomy. It was a link between the company’s strategy and the employee education, that helped in reducing the cost of operation and improve the product quality or accelerating new product

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