Design Thinking for Innovation : Assignment 

 Example Reflection – Learning Launch Tool 

 Challenge 

 A company ’s numbers have n’t been great lately : productivity has been down for a while now .   In order to get to the bottom of things , the company hired my team of eight employees to   identify the problem and resolve the issue . To tackle this mission , it was clear from the   beginning that we needed to employ design thinking since the problem is human centered .   Hence , we needed to get a deeper understanding of the employees to find out what is refraining   productivity . After collecting data , we gained important insights : morale is down , employees   feel constricted in their cubicles , others want more privacy , and the long office hours wear   them out , causing decreases in creativity levels . 

 Selection 

 After identifying the problem , personas have been created to help generate ideas to solve the   problem for all the individuals in the office . We are now at the experimentation phase where   we will focus on the learning launch tool in order to quickly , and as cheaply as possible , test   our ideas . 

 Application 

 Employees are displeased with the office space organization . Even if not all agreed on what   the perfect space would look like , one thing was certain : cubicles are not working . In addition ,   the fixed hours were an issue for some . 

 The team co - created with a few employees some possible solutions . They found that by   adopting a versatile and activity - based office space all employees would gain comfort in the   work environment : phone booth style seatings would provide the privacy some workers lack ,   soft seatings would create a home - like feel which could increase productivity , large open   seating spaces would promote co - working and communication , outdoor seatings would create   a creativity boost … Moreover , by appropriating flexible working ( allowing employees to work   when , where and how they want to ) the company would highly increase productivity levels . 

 So , the learning launch had the employees work for two weeks in a rented open planned shared   work space that included different activity - based seatings that suit everyone ’s tastes and   preferences . In addition , the company helped the team set up a flexible working policy that   would allow employees to have more flexible hours , ditching the 9 to 5 protocol . 

 Insight 

 Even though two weeks is a relatively short period of time , the results by the end of the learning   launch were hard to dispute . Morale was up , employees were more happy , more comfortable   and more pleased with their job in general : the hours were less restricting and all were enjoying   the new environment concept . Those psychological improvements lead to enhancing the   productivity levels . 

 Approach 

 After the satisfying outcome of the learning launch , the company chose to implement these   changes for good : so , we are currently working on perfecting an open office design and a solid   flexible working strategy . 


EMAIL: 
ID_NUM: 
NAME_STUDENT: 
PHONE_NUM: 
STREET_ADDRESS: 
URL_PERSONAL: 
USERNAME: 

### Task: You are a PII (Personal Identity Information) Detection. Given a essays written by students, you have to identify ONLY the following:
NAME_STUDENT - The full or partial name of a student that is not necessarily the author of the essay. This excludes instructors, authors, and other person names.
EMAIL - A student’s email address.
USERNAME - A student's username on any platform.
ID_NUM - A number or sequence of characters that could be used to identify a student, such as a student ID or a social security number.
PHONE_NUM - A phone number associated with a student.
URL_PERSONAL - A URL that might be used to identify a student.
STREET_ADDRESS - A full or partial street address that is associated with the student, such as their home address.
### Input: Design Thinking for Innovation : Assignment 

 Example Reflection – Learning Launch Tool 

 Challenge 

 A company ’s numbers have n’t been great lately : productivity has been down for a while now .   In order to get to the bottom of things , the company hired my team of eight employees to   identify the problem and resolve the issue . To tackle this mission , it was clear from the   beginning that we needed to employ design thinking since the problem is human centered .   Hence , we needed to get a deeper understanding of the employees to find out what is refraining   productivity . After collecting data , we gained important insights : morale is down , employees   feel constricted in their cubicles , others want more privacy , and the long office hours wear   them out , causing decreases in creativity levels . 

 Selection 

 After identifying the problem , personas have been created to help generate ideas to solve the   problem for all the individuals in the office . We are now at the experimentation phase where   we will focus on the learning launch tool in order to quickly , and as cheaply as possible , test   our ideas . 

 Application 

 Employees are displeased with the office space organization . Even if not all agreed on what   the perfect space would look like , one thing was certain : cubicles are not working . In addition ,   the fixed hours were an issue for some . 

 The team co - created with a few employees some possible solutions . They found that by   adopting a versatile and activity - based office space all employees would gain comfort in the   work environment : phone booth style seatings would provide the privacy some workers lack ,   soft seatings would create a home - like feel which could increase productivity , large open   seating spaces would promote co - working and communication , outdoor seatings would create   a creativity boost … Moreover , by appropriating flexible working ( allowing employees to work   when , where and how they want to ) the company would highly increase productivity levels . 

 So , the learning launch had the employees work for two weeks in a rented open planned shared   work space that included different activity - based seatings that suit everyone ’s tastes and   preferences . In addition , the company helped the team set up a flexible working policy that   would allow employees to have more flexible hours , ditching the 9 to 5 protocol . 

 Insight 

 Even though two weeks is a relatively short period of time , the results by the end of the learning   launch were hard to dispute . Morale was up , employees were more happy , more comfortable   and more pleased with their job in general : the hours were less restricting and all were enjoying   the new environment concept . Those psychological improvements lead to enhancing the   productivity levels . 

 Approach 

 After the satisfying outcome of the learning launch , the company chose to implement these   changes for good : so , we are currently working on perfecting an open office design and a solid   flexible working strategy .
### Output: 