Individual Case Assigment Essay Example | Topics and Well Written Essays - 1500 words

Individual Case Assigment - Essay Example Since Liemandt has built the company on the principle that a businessperson must be willing to take risks and be innovative, their new employees technical skills learning usually begin in a model of brainstorming and discussion. By putting their heads together, the TU help new Trilogy employees share ideas and learn all sorts of complexities in programming. They acquire technical expertise and skills in this manner, and in many cases, come up with something new for Trilogy. While learning through sharing of ideas, TUers also undergo technical training dubbed â€Å"tech track.† Here. TUers learn core skill, which include software testing methods and java programming. Liemandt provides a challenge and demonstrates how they can come together as a team and achieve a common objective. He makes sure that they are able to work as a team by organizing social activities and teams building activities such as taking them to Las Vegas. Because the culture of the business has been willingn ess to take risks, he always plays a game with them to drive home his point. He plays L2K with them to encourage them to be risks takers as he considers the organization was born out of risk taking. Another change that new Trilogy members learn in the TU teams is the organization values. There are section â€Å"leads† instil in the TU teams how the company operates and how it relates with its customers. In terms of how well a new TU team of employees learn technical skills, values and culture, one can observe that Liemandt has barred manager from involving any new team during their training periods until they are assigned to them. This way, the new team has all the time to learn about Trilogy as much as possible. The TU policy, consequently, ensure that a new team is able to concentrate on learning new technical skills. Such freedom and Liemandt’s protection policy makes sure that the team learns well about the culture and values of the company and change to adapt to i ts needs. The fact that the team is separated from the other departments also helps in making sure that there is clear communication in the team. It also ensures consistency in all instructions given by the selected As Kurt Lewin observes, the more one feels the necessity for change, the more there is the motivation to do it. Liemandt may be observed to have developed an unfreezing stage where he went on an aggressive search for new skills for to start his idea of the TU team. His Force Field Analysis presented him with factors for change although he knew that doing so was a risk. Therefore, one can say that although TU helps new Trilogy members learn skills, values and culture of their new organization, the current state is that the program may he headed towards a lag phase. The future state of the organization should be one in which emerging issues about the TU team is addressed as a matter of concern (Burnes 983). As assessment of the effectiveness of TU in its first five years f or the organization can be examined on the following manner. First, Liemandt formed TU programs on realizing that he had a vision, but which he saw that the old employees might not embrace. This is why he got involved with the first TU team as the first teacher although he had neither plan nor curriculum. From the start of the program to the end, one can say that TU was ultimately effective for the organizat