Example Reflection- Learning Launch 

 Challenge 

 I joined my first workplace straight after completing my post graduation . I really enjoyed my work and   the work culture there . It was a small organization where number of employees were under 3 figures   and thus we were well known to each other . We knew our colleagues really well even outside our   work life and we often used to hang out with each other over weekends . After 6 months , I switched   my job to a reputed big private company which was supposed to be a huge step up for my career . I   still remember my first day , I was so excited to meet new people , to learn new processes and to be   part of such a reputed organization . 

 But after my first week , I got such a big cultural shock as my new workplace was not at all how I   expected it to be .   My colleagues here were more focused on their respective tasks and had barely   any time apart to know the lives of other employees . It is quite common here that people do n’t even   know the names of employees outside their departmen 

 Coming from a different culture , adaptation was a big problem for me and I knew that I have to address   this if I want to continue my career here . 

 Selection 

 I discussed the   problems I was facing with two colleagues of mine who were also finding it hard to   adapt to   this new culture . By going through different design thinking tools , we were able to notice   that management had taken many steps earlier for team bonding of employees . Also looking at   secondary data available , we noticed that having a lunch / dinner together event was most employee ’s   favourite way to interact with other employees . After completing different tools we decide to test an   idea as a learning launch . 

 Application . 

 We began our learning launch by organizing an informal getting together . Looking at the earlier events   we realized that even though having food together was favourite way of team bonding for majority of   employees , it was not a huge success because of heterogeneity of vast number of employees .   Different people had different preference for food item , types , timings and availability . Also for   management to rate their event as a success , they need maximum participation . We tested our idea   with a small number which were already well known to us . We chose to have this event on Friday   evening as most of office are done with their weekly tasks and thus more acceptable towards   interacting with other employees . Instead of sticking to one type of food choice , we asked every   person joining the   event to bring a snack of their own choice . Thus . each Person joining was enjoying   his / her own food preference and also sharing it with other joiners as well . Our main motive there was   to make them feel that their choices matter and also experience the happiness of sharing their choices   with fellow colleagues . We decided to continue testing with another event the next week . In that time ,    many employees heard good word of mouth about our approach and got interested . Our Second   attempt was much more successful as the number of employees who joined was almost double . . They   all brought their favourite food and spend enough time to interact with each other before leaving for   their homes . As more people approached us for the event , we decided to have this event on a regular   basis and with each week , number of poeple kept increasing . 

 Insight & Approach 

 Due to our testing , our colleagues became more open to each other . Employees reported that they   felt much more   productive and satisfied as they have something to look forward to after completing   their work . Because employees now know each other on a personal level , integrity of different   departments became more unified . Each department was now understanding personally and the   impact other departments have on customers . People   were also making sure that customer queries   and problems meets the right person , even if he / she is outside their department . I learned through   process that anyone can take steps to solve the problem in an organization even if you are not part of   management . We took secondary data of management'searlier events and tried to resolve it . Our   focus was not to have huge numbers to join for team bonding but to make sure those who did join ,   have a great time . 

 After successfully trying learning launch , we are now focusing on people who still do n’t attend our   events . Most of employees in that category are of older generations from us , and we would use future   launch designs keeping them as priority , So that soon we can make everyone come up for such   employee engagement initiatives in our office , 


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: Example Reflection- Learning Launch 

 Challenge 

 I joined my first workplace straight after completing my post graduation . I really enjoyed my work and   the work culture there . It was a small organization where number of employees were under 3 figures   and thus we were well known to each other . We knew our colleagues really well even outside our   work life and we often used to hang out with each other over weekends . After 6 months , I switched   my job to a reputed big private company which was supposed to be a huge step up for my career . I   still remember my first day , I was so excited to meet new people , to learn new processes and to be   part of such a reputed organization . 

 But after my first week , I got such a big cultural shock as my new workplace was not at all how I   expected it to be .   My colleagues here were more focused on their respective tasks and had barely   any time apart to know the lives of other employees . It is quite common here that people do n’t even   know the names of employees outside their departmen 

 Coming from a different culture , adaptation was a big problem for me and I knew that I have to address   this if I want to continue my career here . 

 Selection 

 I discussed the   problems I was facing with two colleagues of mine who were also finding it hard to   adapt to   this new culture . By going through different design thinking tools , we were able to notice   that management had taken many steps earlier for team bonding of employees . Also looking at   secondary data available , we noticed that having a lunch / dinner together event was most employee ’s   favourite way to interact with other employees . After completing different tools we decide to test an   idea as a learning launch . 

 Application . 

 We began our learning launch by organizing an informal getting together . Looking at the earlier events   we realized that even though having food together was favourite way of team bonding for majority of   employees , it was not a huge success because of heterogeneity of vast number of employees .   Different people had different preference for food item , types , timings and availability . Also for   management to rate their event as a success , they need maximum participation . We tested our idea   with a small number which were already well known to us . We chose to have this event on Friday   evening as most of office are done with their weekly tasks and thus more acceptable towards   interacting with other employees . Instead of sticking to one type of food choice , we asked every   person joining the   event to bring a snack of their own choice . Thus . each Person joining was enjoying   his / her own food preference and also sharing it with other joiners as well . Our main motive there was   to make them feel that their choices matter and also experience the happiness of sharing their choices   with fellow colleagues . We decided to continue testing with another event the next week . In that time ,    many employees heard good word of mouth about our approach and got interested . Our Second   attempt was much more successful as the number of employees who joined was almost double . . They   all brought their favourite food and spend enough time to interact with each other before leaving for   their homes . As more people approached us for the event , we decided to have this event on a regular   basis and with each week , number of poeple kept increasing . 

 Insight & Approach 

 Due to our testing , our colleagues became more open to each other . Employees reported that they   felt much more   productive and satisfied as they have something to look forward to after completing   their work . Because employees now know each other on a personal level , integrity of different   departments became more unified . Each department was now understanding personally and the   impact other departments have on customers . People   were also making sure that customer queries   and problems meets the right person , even if he / she is outside their department . I learned through   process that anyone can take steps to solve the problem in an organization even if you are not part of   management . We took secondary data of management'searlier events and tried to resolve it . Our   focus was not to have huge numbers to join for team bonding but to make sure those who did join ,   have a great time . 

 After successfully trying learning launch , we are now focusing on people who still do n’t attend our   events . Most of employees in that category are of older generations from us , and we would use future   launch designs keeping them as priority , So that soon we can make everyone come up for such   employee engagement initiatives in our office ,
### Output: 