Reflection 

 Design Tool - Visualization 

 Challenge 

 I work as an executive in an edible oil refinery . Well before I joined the company , the shift 

 workers were unable to keep the working environment clean despite many efforts by 

 different managers and supervisors . To give a context , the harmless byproducts of certain 

 processes usually populate the refinery despite introducing new technologies to curb the 

 spread . As a new executive , I was asked by the head of the human resource department 

 to see if I could help the company do something about the unhealthy working condition - 

 poor housekeeping . 

 Selection 

 After the “ what is ” process - I actually interviewed the plant shift supervisors and workers 

 - I decided to start the “ what if ” process with the VISUALIZATION tool .   Visualisation tool 

 is one in which people use imagery , visuals , something that people can see to emphasise 

 a concept so that people can easily grasp it . This is a great tool to get people of different 

 opinions to converge to a point where there are limits to what to disagree . Projective 

 techniques and mind mappings as discussed by Prof.   Liedtka in week 3 are visualisation 

 techniques in essence . 

 This was a very important tool since the problem is one where the workers have learned 

 to co - exist with , thus , it will require visuals to make them realise what is at stake and what 

 needs to be done . More or less , the idea of choosing the Visualisation tool was to see if I 

 could get the workers and supervisors to converge to a specific plane where they all 

 could understand each other , however , one that is of higher grounds as Prof. Liedtka 

 discussed in week 4 . 

 Application 

 A stakeholder meeting was held on a weekend to co - create possible solutions to the 

 persisting problem as Prof. Liedtka discussed in week 1 . We ( my colleague and I ) asked 

 each participant to sketch their respective working areas as how they would want it to be 

 every morning . We made it clear that if they were not able to give a good sketch , they 

 could annotate to aid in conveying their message . We provided materials like markers , 

 A3 size papers , highlighters , sticky notes and so forth . All they had to do was to use their 

 own imaginations and creativity to draw or sketch an ideal version of their own working 

 environment . The results were astonishing , everyone drew / sketched a clean working 

 environment . These results were congruent with the interview results - every worker 

 wanted a clean working environment . This confirmed our hypothesis that the problem 

 was with the management and not the workers . In the end , it turned out the workers 

 feared a manager who ’d lash out at the workers , if they leave machines unattended for a 

 few minutes to at least use an air compressor to clean the work environment . The 

 manager always focused more on the machines and productivity than the workers which 

 in turn created a toxic work environment of fear and negligence . These informations were 

 unearthed after we interviewed them again as to why they ignored the untidiness after 

 establishing the notion that no worker liked working in the environments they were 

 working in . 

 Insight 

 After interviewing the shift workers , we broadly hypothesised that the problem was with 

 the management . However , to confirm this , we conducted a meeting as detailed in the 

 application section . We have learned that one of our own senior manager ’s actions had 

 induced fear in the workers . In an attempt to keep their jobs , they neglected their working 

 environment . This is a classic example of a toxic work environment . 

 Approach 

 With the insights gained after the interviews and our sketch / drawing meeting , we 

 compiled a report . The report contained the methods used to gather data / information and 

 detailed analysis of the gained data / information . The report was tabled in a higher 

 management meeting which we requested for and presented our findings 

 unapologetically . The Manager admitted his obsession with machines and productivity . 

 With these insights / results , we will start the ideation process as to how we want to keep 

 the work environment clean and start a “ learning launch ” in the near future . 


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: Reflection 

 Design Tool - Visualization 

 Challenge 

 I work as an executive in an edible oil refinery . Well before I joined the company , the shift 

 workers were unable to keep the working environment clean despite many efforts by 

 different managers and supervisors . To give a context , the harmless byproducts of certain 

 processes usually populate the refinery despite introducing new technologies to curb the 

 spread . As a new executive , I was asked by the head of the human resource department 

 to see if I could help the company do something about the unhealthy working condition - 

 poor housekeeping . 

 Selection 

 After the “ what is ” process - I actually interviewed the plant shift supervisors and workers 

 - I decided to start the “ what if ” process with the VISUALIZATION tool .   Visualisation tool 

 is one in which people use imagery , visuals , something that people can see to emphasise 

 a concept so that people can easily grasp it . This is a great tool to get people of different 

 opinions to converge to a point where there are limits to what to disagree . Projective 

 techniques and mind mappings as discussed by Prof.   Liedtka in week 3 are visualisation 

 techniques in essence . 

 This was a very important tool since the problem is one where the workers have learned 

 to co - exist with , thus , it will require visuals to make them realise what is at stake and what 

 needs to be done . More or less , the idea of choosing the Visualisation tool was to see if I 

 could get the workers and supervisors to converge to a specific plane where they all 

 could understand each other , however , one that is of higher grounds as Prof. Liedtka 

 discussed in week 4 . 

 Application 

 A stakeholder meeting was held on a weekend to co - create possible solutions to the 

 persisting problem as Prof. Liedtka discussed in week 1 . We ( my colleague and I ) asked 

 each participant to sketch their respective working areas as how they would want it to be 

 every morning . We made it clear that if they were not able to give a good sketch , they 

 could annotate to aid in conveying their message . We provided materials like markers , 

 A3 size papers , highlighters , sticky notes and so forth . All they had to do was to use their 

 own imaginations and creativity to draw or sketch an ideal version of their own working 

 environment . The results were astonishing , everyone drew / sketched a clean working 

 environment . These results were congruent with the interview results - every worker 

 wanted a clean working environment . This confirmed our hypothesis that the problem 

 was with the management and not the workers . In the end , it turned out the workers 

 feared a manager who ’d lash out at the workers , if they leave machines unattended for a 

 few minutes to at least use an air compressor to clean the work environment . The 

 manager always focused more on the machines and productivity than the workers which 

 in turn created a toxic work environment of fear and negligence . These informations were 

 unearthed after we interviewed them again as to why they ignored the untidiness after 

 establishing the notion that no worker liked working in the environments they were 

 working in . 

 Insight 

 After interviewing the shift workers , we broadly hypothesised that the problem was with 

 the management . However , to confirm this , we conducted a meeting as detailed in the 

 application section . We have learned that one of our own senior manager ’s actions had 

 induced fear in the workers . In an attempt to keep their jobs , they neglected their working 

 environment . This is a classic example of a toxic work environment . 

 Approach 

 With the insights gained after the interviews and our sketch / drawing meeting , we 

 compiled a report . The report contained the methods used to gather data / information and 

 detailed analysis of the gained data / information . The report was tabled in a higher 

 management meeting which we requested for and presented our findings 

 unapologetically . The Manager admitted his obsession with machines and productivity . 

 With these insights / results , we will start the ideation process as to how we want to keep 

 the work environment clean and start a “ learning launch ” in the near future .
### Output: 