Empathy map mandeep
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The document is an empathy map that examines the perspectives of fresh graduates entering the workforce. It summarizes their thoughts, feelings, and behaviors in adapting to a professional office environment. Key insights are that fresh graduates find the office restrictive and feel limited in being able to express themselves freely. The problem statement identifies the need for fresh graduates to feel like a part of their organization so they can contribute their creativity fully, as current corporate structures do not relate well to varied age groups and backgrounds.
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This document discusses corporate politics and provides advice for navigating them. It begins by outlining the types of organizations that make up the corporate world, including large corporations, governments, and NGOs, which all have different agendas. Examples are then given of both positive and negative workplace cultures and politics at several large companies. The document warns that even seemingly great companies can be politically challenging. It provides examples of situations where employees were forced to leave jobs due to unfair treatment or politics. Finally, it suggests options for avoiding toxic corporate politics, such as starting one's own business, carefully researching potential employers, or becoming a consultant. The overall message is that politics are inevitable in large organizations but there are ways to minimize their impact or
Job Interviews
The document provides information and guidance about preparing for and conducting job interviews as either the interviewer or candidate. It discusses how to prepare as a candidate, including researching the company and position, having examples prepared to demonstrate skills and qualities, and considering questions to ask. It also offers advice for interviewers, such as creating a comfortable environment for candidates and sample questions to ask about backgrounds, strengths, weaknesses, and goals. Sample responses are provided for candidates to highlight qualifications and accomplishments, as well as phrases for interviewers and candidates to use during the interview process.
Design thinking interview
A private university animation teacher discusses his perspectives and experiences regarding art education and careers in animation. He notes that many students have unrealistic expectations about the industry and are focused on jobs rather than developing as artists. The teacher aims to encourage students' passion for art and help them excel, though only a minority will consistently find work in animation. More broadly, he feels U.S. culture does not highly value art and places too much emphasis on pragmatic concerns and results. This creates challenges for art students and difficulties in supporting arts education.
Acing The Interview ( Fall 2010)
This document provides guidance on acing a job interview. It discusses why interviews are conducted from both the employer and candidate perspectives. Employers are looking to assess fit with company culture and identify qualified candidates. Candidates aim to gauge company culture fit and understand the ideal candidate profile.
The document outlines common skills and traits employers seek, including communication, leadership, problem-solving and work ethic. However, employers really focus on personality fit, interest in the work, commitment and ability to get the job done. Effective preparation, researching the company, avoiding mistakes and practicing positive body language are emphasized. Common interview questions are presented along with tips for behavioral and illegal questions.
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“The culture of any organization is shaped by the worst behavior the leader is willing to tolerate.”
In this talk we will explore why agile is way more than a set of practices but defines a whole new culture for organizations.
A culture that requires organizations to raise their level of consciousness in order to create better and more humane workplaces where individuals can bring their whole self at work everyday.
Levering on the Management 3.0 toolkit, activities borrowed from Improv and tools used in Life Coaching we’ll deep dive into topics like Values, Delegation, Listening at a deeper level and Trust.
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Interview Guide
Description of company values and specific interview questions to ask. This guide is shared with all people involved in the recruitment process.
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Empathy map mandeep
- 1. EMPATHY MAP A Venture Lab assignment By Mandeep Sangatpuri mani.sangatpuri@gmail.com
- 2. Say • “Office is a more of professional world and less of informal world like it used to be in school” • “We have to maintain a decorum and show that we are always working, avoid showing that we are having fun at all times..” • “I would love for the office to have less boundaries in terms that one can have fun whenever they want, they can laugh out loud or call out people loudly.. If you do, the bosses take your case, act bossy” • The good thing about work is ‘money’, in college we were always short of funds to have fun.
- 3. Do • “Remain polite and soft spoken in office.” • “Hide your real self.” • “To make work fun, I listen to music through headphones on some days or play game on my phone the other days. Take a walk with someone, have tea outside the office..etc. etc.”
- 4. Think • One needs to put on his intellectual hat always in office. • Financial freedom is one of the important propeller to stick to doing a job. • People at work want to maintain the hierarchy therefore they act bossy.
- 5. Feel • Feel limited in office. Can’t be oneself • Performance pressure.. “Not good enough” • ‘Staying in the line’ – pressure
- 6. Problem Statement Need: • The fresh graduates at work need to feel a part of the organization and give their creative 100% Insight: • Work for fresh graduates is restrictive and limiting. • Corporates need to relate with wide age- groups and varied backgrounds.
- 7. • STAKEHOLDER needs a way to ________(PROBLEM/NEED)____ Because ____(INSIGHT)_____ Problem Statement: • The fresh graduates need a way to feel a part of the organization and give their creative 100% because they find work restrictive and limiting. Problem Statement
- 8. Thank you