The new manager of Yin Guang Company has just been in office for a few days, and he has a great influence on middle-level cadres and the working environment.

Great dissatisfaction, so there is a new education for middle-level cadres. Improve working environment, etc.

Now Because of dissatisfaction with the work attitude of subordinates, there will be motivation to re-educate subordinates, which is also

Managers should "reshape middle-level cadres", in short, they should mold people who managers can do.

Middle-level cadres.

As a result, these middle-level cadres are often completely out of touch with the talents needed by the business community, but only

Simply rely on the manager's meaning to create a "middle-level cadre who is obedient and willing to do anything." this

If this idea is extended to the personnel management of the whole enterprise group, it will make every member of the organization only

Is to stick to the rules and complete the boss's orders to the letter. Although leadership efficiency will improve, it lacks.

Lack of judgment and thinking ability will also become a stumbling block to the company's development.

The cultivation of talents is due to the needs of the company. However, how to cultivate, but not only by the wishes of managers,

Do whatever you want. We must let middle-level cadres display their talents and improve their working ability.

In order to achieve the work goals set by the company. More importantly, it is necessary to cultivate talents needed by the business community.

Therefore, cultivating talents in a more efficient way is the key point for managers to recruit talents.

In the training concept of foreign accent and foreign tune, the purpose of training middle-level cadres is threefold:

(1) To train middle-level cadres to become people with strong ability to handle affairs, it is necessary to give them practical experience.

The opportunity to learn is also to train middle-level cadres to become cautious people.

Hard work does not mean that middle-level cadres are very familiar with the whole work situation. However, some managers

I often think that being serious means understanding my work, so I devote myself to cultivating hard-working middle-level cadres.

A serious attitude is only a superficial phenomenon. In fact, he knows nothing about the whole job.

Therefore, if you want to know how much middle-level cadres know about their work, you must always ask them.

What is the purpose of work? Is there any basic knowledge? Because even with long working experience,

No one can fully understand the real job content. Besides, everyone is lazy and seldom proposes jobs.

Doubt.

(2) forming the culture of the work unit, that is, the activation of small groups. Promote middle-level cadres.

We realize the education of being a man in the spirit of unity and mutual trust.

However, many of these educational methods are difficult to implement. So many managers have been

Often using other units for collective education will lead to the loss of managers' ability and poor performance.

Because this kind of education mostly depends on the strength of the personnel department, managers should give full play to it.

Its own strength makes the unit it leads form a unit culture. For a new job or this kind of

For managers who don't know much about educational methods, if they want to carry out unit education, they must enrich their inner self-cultivation.

This is the condition of a successful manager.

(3) training middle-level cadres to become the mainstay of the business community. Although the business community has been clamoring for education

The slogan of talents, however, is truly responsible and willing to make long-term plans for training middle-level cadres.

But very few.

Cultivating middle-level cadres to become outstanding talents has always been an important policy of enterprises, but many managers have not done it.

There is real implementation. As for the training of outstanding talents, it started from the first day of taking office. It should be implemented.

Discussion:

① How to evaluate the idea of cultivating middle-level cadres with a wild accent first?

(2) Some people think that training middle-level cadres to make them have the quality of senior managers will affect

What do you think of the power of top managers?

If you are a new senior manager, what attitude will you take towards middle-level cadres?

Department?

In addition to training, Motorola has many secrets of success, such as marketing strategy.

Motorola regards increasing market share as its basic development policy. They think:

Market share is the key to a company's sustainable development, because it can be judged that it is in competition.

In the fierce competitive market, is the satisfaction of customer demand improved and the production efficiency within the enterprise improved?

Is it rising?

Motorola is also on the offensive in marketing strategy. Motorola's principle is to treat anything possible.

Don't give up the potential market, take precautions actively.

As early as in the marketing plan of 1988, Motorola identified several markets that may grow rapidly in the future-India and Brazil, and then launched the plan to enter the eastern and central European markets. 1986 month

Torola has sold mobile phones to China and entered the China market on a large scale.

1986, after Motorola Chairman robert galvin's trip to China, the company conducted 4.

The China market survey in 2000 established Motorola's China development strategy. Motorola,1June, 992

China production plant officially broke ground. Although the productivity created by the production base in the past year has been higher than that of motorcycles.

Pull other factories, but the company admitted that in recent years, the economic development of China has made Motorola's original China plan fall through.

Row is conservative.

The world's largest mobile and handheld handset manufacturer received the communication of 1993.

The largest international order in the history of the Ministry 1 100 million US dollars came from China, and its huge market attraction made.

Motorola's employee plan in China has been expanded by 10 times. They hope that the company will be in China by the end of this century.

The total number of employees has increased from the current 2500 to 20000.

At present, Motorola has invested US$ 280 million in China, and will soon invest another US$ 300 million.

In 2000, Motorola plans to invest 654.38 billion US dollars in China.

Six, the famous G9 organization design strategy

Motorola not only attaches importance to R&D investment, but also surpasses its peers in the world in the speed of new product development.

What's more, for research projects that Intel actually spends 2-3 years, Motorola often only needs 1.5 years.

It's done.

This effect is mainly because the organizational structure created by the company itself is basically adopted.

"Matrix organization" includes four "regional" commercial organizations. They are Europe and the Middle East.

Japan, Asia Pacific and America.

In addition, there are four "product categories" business group organizations, namely semiconductor, communication equipment and one.

General system and government system technology, etc. The matrix group consists of the intersection of "regional category" and "product category"

Woven structure

This model has also been used in the promotion of R&D projects, which has played a very good role.

For example, there is a famous G9 organization in the semiconductor business group, which is composed of executives from four regions, and

Senior directors of four business divisions affiliated to the business group, plus a senior director in charge of research and development,

* * * Jointly set up a "9-person special group" for cross-regional business, products and R&D, which will be held regularly.

Meeting and tracking the production, sales and research and development of various products, the group is directly directed by a vice president.

Seven, always walk in front of the market

1992 Motorola challenges Intel, which has 74% CPU market share.

After a long negotiation, we have formed a strategic alliance with two major computer companies, IBM, Apple and Motorola.

Supply CPU to two computer companies. This product is named POWERPC603 because the company has half of it.

Conductor technology and low cost advantages, this product has been well-known in the market at present, and the well has 8%.

Market share.

In addition, Motorola is currently implementing an ambitious satellite communication plan, which will promote

A communication system with 66 satellite orbits has been developed so that mobile phones can be used anywhere in the world.

People can talk directly across borders. In order to realize this plan, a company was established, including Japan.

The total capital of multinational joint ventures including Japan and Germany is US$ 6,543.8+US$ 500 million, of which Motorola contributes.

20.3% of the total capital.

The system is expected to officially open 1998, and it is said that the basic fee and communication fee will be unexpected.

Cheap. According to this idea, by that time, people can hold their mobile phones lightly because of technological breakthroughs.

It is easy to make a phone call anywhere in the world.

Eight, talent orientation

How does Motorola manage so many locations around the world? What is its management philosophy? Green Toker, the company's vice president, brilliantly summed up: "Our principle is to make good use of outstanding talents from all countries.

Maintain respect for outstanding talents and give them authority. Only with respect and authorization can people take responsibility.

Sense of mission, and then we can talk about creating good results. Motorola has insisted on this for many years.

Only this principle can make its cause develop continuously.

Motorola has also established a world-class technical training center for its employees, stipulating each position.

The technical training of workers is not less than 40 hours a year, and some promising backbones are sent abroad for in-depth training.

Build. And every employee should regard himself as a member of a big family, treat each other sincerely and trust each other.

Ren. This atmosphere permeates all aspects of work.

For example, employees do not implement the punch card system when they go to work, which is rare in foreign-funded enterprises because

I believe everyone's awareness of the company. In violation of the system, the trade union resigned automatically. For example,

An employee violated the medical reimbursement system, so he resigned and left the enterprise. This is for everyone.

Every employee was touched.

Motorola has set up a "free speech box" and a "suggestion box", and employees can take out forms at any time.

, sign and fill in relevant suggestions and opinions, and the competent leader of the company must give a timely reply. Once,

An employee complained that the food in the canteen was too salty, and he got feedback quickly and made improvements. Various rationalization proposals,

Everyone has a reply, even if it can't be implemented at present, there must be an explanation to protect everyone's enthusiasm.

At the same time, every employee should actively participate in TCS group activities organized by the company. TCS is "let"

Customers are completely satisfied. " The connotation of this "customer" is broad, except for the use of products.

In addition to the family, it also includes the next working procedure within the company, with the goal of winning with the most perfect quality of work.

Satisfaction of the next process. Workers use their spare time to solve difficult problems in their work by collecting.

Think extensively, decide the problem, choose the scheme, take action, evaluate the result and find out the solution to the problem.

The best way.

When evaluating Motorola, the American magazine Happiness pointed out that Motorola insists on quality management.

Voice, pioneer of technological innovation, practitioner of new products.

When someone tentatively asked whether Motorola had any shortcomings, the company's senior managers laughed.

Try to answer: "Our shortcoming is that we will never be satisfied with the status quo." In short, it is precisely because of Motorola's public

This new thinking of never being satisfied with the status quo and pursuing the complete satisfaction of customers made Motorola finally

Become one of America's glorious enterprises. This is of great significance to enterprise managers who want to ascend the throne of global Excellence.

Generally speaking, it should have some enlightening significance.

Discussion:

What is Motorola's training system? What are the specific methods?

Do you think Motorola has invested too much in training? There will be a sense of corporate culture.

What kind of influence?

If you were the manager of Motorola's training department, how would you design the training course?