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Stanford university prototype and test-1.0 dr.mikhail zenchenkov

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This document summarizes two prototypes tested by the Design Thinking Action Lab at Stanford University. The first prototype tested a profit sharing program like Samsung's to address work dissatisfaction and improve team building. Feedback from testing suggested it may improve individual motivation but not necessarily team spirit. The second prototype proposed clear career paths for entry-level jobs to address unfair pay. Testing found career paths provided long-term stability over short-term attractive options, but individual goals and job types should also be considered.

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STANFORD UNIVERSITY DESIGN THINKING ACTION LAB ASSIGNMENT 8 Prototype and Test By Dr. Mikhail Zenchenkov August 19, 2013
2 PROTOTYPING AND TESTING THE SELECTED SOLUTIONS FOR TEAM AND PAY RELATED PROBLEMS: TWO PROBLEMS AND TWO SOLUTIONS OPTION I. THEME: TEAM: PROBLEM: Does general (multifactor) work dissatisfaction affect team building in the company (and as a result financial performance of the firm)? SOLUTION: Favorite: Introduce profit sharing program same as Samsung Company. Most companies treat their people same as a small aquarium fish, give them some crumbs to make it swim. In the contrast, Samsung has a unique profit-sharing program. In the end of the year a great lump sum payment is made to the employees depending on the companys annual financial performance. In 2005, an IT engineer could have an extra 15,000-25,000 USD in the end of the year to appreciate his contribution. In my opinion, this is why Samsung is growing so fast recently; treat the people the way you want to be treated yourself. PROTOTYPE/PRETOPYPING The visual model was build in order to explain the solution supported with few comments. Then it was posted on the Facebook to collect the feedback. Visual Model:
3 TEST RESULTS WHAT WORKED May work as may not work WHAT COULD BE IMPROVED The link between individual motivation and group motivation need to be identified through further research QUESTIONS Isnt it improving only individual motivation and may not affect team spirit? IDEAS Something that you think of as a common logic may not be shared by other people II. THEME: PAY: PROBLEM: Since the companies are not willing to provide fair pay to the entry-level jobs should other stakeholders get involved to help newly recruited graduates? SOLUTION: Practical: Have a clear career path developed after joining the company to show long-term benefits. This practice should be a must. Very low cost with a great personal impact. PROTOTYPE/PRETOPYPING The visual model was build in order to explain the solution supported with few comments. Then it was posted on the Facebook to collect the feedback. Visual Model:
4 TEST RESULTS WHAT WORKED The clear career path was found to be the most stable as long term guaranteed job offer, while other options are attractive in the very short run WHAT COULD BE IMPROVED The offers can be linked to the personality types and individual goals of each person at a specific time QUESTIONS The type of job may also affect the choices? IDEAS The general approach should be further developed in regard to personal needs, type of the job and may be other factors. END of the Document Would be HAPPY to receive ALL kind of comments, Mikhail Zenchenkov@gmail.com

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Stanford university prototype and test-1.0 dr.mikhail zenchenkov

  • 1. STANFORD UNIVERSITY DESIGN THINKING ACTION LAB ASSIGNMENT 8 Prototype and Test By Dr. Mikhail Zenchenkov August 19, 2013
  • 2. 2 PROTOTYPING AND TESTING THE SELECTED SOLUTIONS FOR TEAM AND PAY RELATED PROBLEMS: TWO PROBLEMS AND TWO SOLUTIONS OPTION I. THEME: TEAM: PROBLEM: Does general (multifactor) work dissatisfaction affect team building in the company (and as a result financial performance of the firm)? SOLUTION: Favorite: Introduce profit sharing program same as Samsung Company. Most companies treat their people same as a small aquarium fish, give them some crumbs to make it swim. In the contrast, Samsung has a unique profit-sharing program. In the end of the year a great lump sum payment is made to the employees depending on the companys annual financial performance. In 2005, an IT engineer could have an extra 15,000-25,000 USD in the end of the year to appreciate his contribution. In my opinion, this is why Samsung is growing so fast recently; treat the people the way you want to be treated yourself. PROTOTYPE/PRETOPYPING The visual model was build in order to explain the solution supported with few comments. Then it was posted on the Facebook to collect the feedback. Visual Model:
  • 3. 3 TEST RESULTS WHAT WORKED May work as may not work WHAT COULD BE IMPROVED The link between individual motivation and group motivation need to be identified through further research QUESTIONS Isnt it improving only individual motivation and may not affect team spirit? IDEAS Something that you think of as a common logic may not be shared by other people II. THEME: PAY: PROBLEM: Since the companies are not willing to provide fair pay to the entry-level jobs should other stakeholders get involved to help newly recruited graduates? SOLUTION: Practical: Have a clear career path developed after joining the company to show long-term benefits. This practice should be a must. Very low cost with a great personal impact. PROTOTYPE/PRETOPYPING The visual model was build in order to explain the solution supported with few comments. Then it was posted on the Facebook to collect the feedback. Visual Model:
  • 4. 4 TEST RESULTS WHAT WORKED The clear career path was found to be the most stable as long term guaranteed job offer, while other options are attractive in the very short run WHAT COULD BE IMPROVED The offers can be linked to the personality types and individual goals of each person at a specific time QUESTIONS The type of job may also affect the choices? IDEAS The general approach should be further developed in regard to personal needs, type of the job and may be other factors. END of the Document Would be HAPPY to receive ALL kind of comments, Mikhail Zenchenkov@gmail.com