I.

Problem

Trilogy's approach to recruiting, training, and retaining talented employees in the

dynamic and chaotic world of the internet and e-businesses. The company's strategy
focuses on hiring the best candidates and fostering a high-energy organizational culture
that combines work and plays while emphasizing the importance of employee
performance and risk-taking. This approach aims to help Trilogy prosper in a competitive
environment and maintain its industry leadership in e-business solutions.

The goal is to illustrate Trilogy's strategy for thriving in the dynamic and chaotic
world of the internet and e-businesses. This strategy involves recruiting and retaining top
talent, fostering a high-energy organizational culture, and emphasizing employee
performance and risk-taking. By hiring exceptional individuals and providing them with
significant responsibilities from the beginning, Trilogy aims to maintain the
entrepreneurial spirit, respond effectively to competitive challenges, and achieve its
objective of being a high-energy, high-impact company.

The case study helps to identify the following:

1. How does Liemandt’s managerial approach to training new recruits reflect an

understanding of individual behavior? What would you tell Liemandt about
individual behavior?
2. What type of personality characteristics would best fit into Trilogy’s culture?
3. Design an employee attitude survey that Trilogy’s managers might use.
4. How might perception and learning affect employee behavior at Trilogy? What
would be the implications for Managers?
II. Discussion

1. HOW DOES LIEMANDT’S MANAGERIAL APPROACH TO TRAINING NEW

RECRUITS REFLECT AN UNDERSTANDING OF INDIVIDUAL BEHAVIOR? WHAT
WOULD YOU TELL LIEMANDT ABOUT INDIVIDUAL BEHAVIOR?

Liemandt's managerial approach to training new recruits reflects an understanding of

individual behavior in several ways:

1. High expectations: Liemandt sets high expectations for the new recruits, pushing
them to perform their best. By setting challenging goals, he encourages
employees to strive for excellence and develop their skills.
2. Performance-based rewards: The training program emphasizes the importance
of performance, not just effort. This approach aligns with the understanding that
people are motivated by rewards and recognition. By tying rewards to
performance, Liemandt encourages new hires to deliver results.
3. Teamwork: The training program involves dividing new hires into small teams for
project work. This approach acknowledges the social aspect of individual
behavior and fosters collaboration, communication, and relationship-building
among team members.
4. Combining work and play: Trilogy's organizational culture integrates work and
play, recognizing that employee well-being and satisfaction contribute to
motivation, engagement, and ultimately, better performance.

What to tell Liemandt about individual behavior:

1. Consider individual differences: While Liemandt's approach has been successful,

it is essential to recognize that individual differences exist in terms of personality,
learning styles, and preferences. Some employees may thrive in a high-pressure
environment, while others may require a different approach. Tailoring training and
management styles to individual needs can enhance employee performance and
satisfaction.
2. Provide ongoing support and feedback: Employees need continuous support and
feedback to grow and improve. Establishing a system for regular feedback and
coaching can help new recruits better understand their strengths and areas for
improvement, fostering personal and professional development.
3. Encourage a growth mindset: Emphasizing a growth mindset can help
employees view challenges as opportunities for learning and growth, rather than
setbacks. Encouraging employees to adopt this mindset can improve resilience,
motivation, and performance.
4. Focus on work-life balance: Although Trilogy's culture combines work and play, it
is crucial to ensure employees maintain a healthy work-life balance. Overworking
 can lead to burnout and decreased productivity. Encouraging employees to find
balance can contribute to long-term success and satisfaction.
2. WHAT TYPE OF PERSONALITY CHARACTERISTICS WOULD BEST FIT INTO
TRILOGY’S CULTURE?

1. High achievers: The case study emphasizes Trilogy's focus on recruiting "Only
the Best" from top universities, business schools, and industries. High achievers
are naturally driven to excel and would align well with the company's
high-performance expectations.
2. Risk-takers: Trilogy's CEO, Joe Liemandt, believes that employees should have
the willingness to take risks in the dynamic and chaotic world of e-businesses.
Risk-takers are more likely to innovate and adapt to the rapidly changing industry
landscape.
3. Team players: The case study mentions that new recruits are divided into small
teams to work on projects during their training. Team players are crucial for
effective collaboration and problem-solving in this team-based environment.
4. Adaptable and flexible: The e-business industry is constantly evolving, and
Trilogy needs employees who can quickly adapt to new technologies, market
trends, and customer needs. Adaptable and flexible individuals are more likely to
thrive in such a dynamic environment.
5. Resilient: Trilogy's training program is intensive, with long hours and high
expectations. Resilient individuals can better cope with this pressure and
maintain a positive attitude in the face of challenges, making them valuable
assets for the company.
6. Self-motivated: Trilogy empowers its employees with significant responsibilities
from day one. Self-motivated individuals can take the initiative and work
independently, which aligns with Trilogy's approach to employee responsibility
and autonomy.
7. Creative and innovative: To maintain its competitive edge and industry
leadership, Trilogy needs employees who can come up with creative solutions
and contribute innovative ideas. Individuals with these traits would be well-suited
for driving the company's success in the e-business landscape.
8. Growth mindset: Trilogy's high-energy, high-impact environment demands
continuous learning and improvement. Individuals with a growth mindset view
challenges as opportunities for development and would be better equipped to
grow and adapt alongside the company.
3. DESIGN AN EMPLOYEE ATTITUDE SURVEY THAT TRILOGY’S MANAGERS MIGHT
USE

An employee attitude survey for Trilogy's managers could include the following
questions, using a Likert scale (e.g., 1 - Strongly Disagree, 2 - Disagree, 3 - Neutral, 4 -
Agree, 5 - Strongly Agree) or open-ended questions where appropriate:

1. I understand the Trilogy's mission, vision, and goals.

2. I feel that my job is aligned with Trilogy's strategic objectives.
3. I am satisfied with the training and onboarding process at Trilogy.
4. I believe Trilogy's training program has prepared me well for my job
responsibilities.
5. I feel supported and valued by my manager and team members.
6. I am satisfied with the level of communication and transparency within the
company.
7. I feel that Trilogy's culture promotes collaboration and teamwork.
8. I am satisfied with the work-life balance at Trilogy.
9. I feel that Trilogy's management is genuinely invested in my professional growth
and development.
10. I believe that my work is recognized and rewarded fairly.
11. I am satisfied with the opportunities for career advancement within Trilogy.
12. I feel that Trilogy's performance evaluation process is fair and transparent.
13. I believe that Trilogy values diversity and inclusion in the workplace.
14. I feel that the company's benefits and perks contribute positively to my overall job
satisfaction.
15. I am proud to work for Trilogy and would recommend it as a great place to work.

Open-ended questions:

16. What aspects of Trilogy's culture do you appreciate the most, and why?
17. What improvements would you suggest for Trilogy's training and onboarding
process?
18. Are there any additional resources or support you need to excel in your role at
Trilogy?
19. How can Trilogy's management better support your professional growth and
development?
20. Are there any other concerns or suggestions you would like to share regarding
your experience at Trilogy?

This survey would help Trilogy's managers gauge employee satisfaction,

engagement, and perceptions of the company's culture, training, and support systems,
 enabling them to identify areas for improvement and implement strategies to enhance
employee experience.
4. HOW MIGHT PERCEPTION AND LEARNING AFFECT EMPLOYEE BEHAVIOR AT
TRILOGY? WHAT WOULD BE THE IMPLICATIONS FOR MANAGERS?

Perception and learning play crucial roles in shaping employee behavior at

Trilogy. Understanding how these factors impact employee behavior can help managers
make better decisions and create a supportive work environment.

1. Perception: Perception refers to the process through which individuals interpret

and make sense of their environment. In the context of Trilogy, employees'
perceptions of the company's culture, expectations, and rewards system can
significantly influence their motivation, engagement, and performance.

Implications for Managers:

● Managers should be aware that employees may have different
perceptions of the same situation or event. They should consider
these differing perspectives when making decisions and
communicating with their team members.
● Managers should work to create a positive perception of the
company's culture and values, ensuring that employees
understand Trilogy's mission, vision, and goals, and feel aligned
with them.
● Open and transparent communication can help reduce
misunderstandings and misperceptions, fostering trust and
promoting a healthy work environment.

2. Learning: Learning is the process through which individuals acquire knowledge,

skills, and attitudes that influence their behavior. At Trilogy, learning occurs during
the initial training program and continues throughout an employee's tenure with
the company.

Implications for Managers:

● Managers should recognize the importance of continuous learning

and development for their employees. Providing opportunities for
skill enhancement, training, and career advancement can lead to
increased job satisfaction, motivation, and performance.
● Managers should adopt a coaching and mentoring approach,
offering regular feedback and guidance to their team members,
helping them grow and improve in their roles.
● Managers should encourage a growth mindset among employees,
fostering a culture where challenges are seen as opportunities for
learning and growth, rather than setbacks.
 ● By understanding different learning styles and preferences,
managers can tailor their approach to training and development,
making it more effective for each individual employee.

By understanding the impact of perception and learning on employee behavior,

Trilogy's managers can create a supportive and engaging work environment that fosters
employee satisfaction, growth, and high performance.
III. Conclusion

Trilogy's approach to recruiting, training, and retaining employees, as well as its

emphasis on a high-energy organizational culture, has positioned the company to
prosper in the competitive e-business landscape. By understanding and addressing
individual behavior, perceptions, learning styles, and employee satisfaction, Trilogy's
managers can further enhance the company's performance and success.