4A Forming An Opportunity Belief

1)    Beginning point: I believe that businesses, corporations and other employment entities fail to provide an adequate amount of time when terminating employees. Employees’ should receive at least two weeks’ notice before termination; time deemed as necessary in order for employees to continue their lives smoothly and productively

2)    Describe your belief:

·      What is the unmet need? The unmet need is the failure of businesses, corporations and other employment entities to provide employees sufficient amount of time needed to proceed effectively and proficiently with their lives.

·      Who has the need? The people who have this need are employees who have been fired at-will without warning of future termination. As well, currently employed workers who face the fear of at-will termination every day.

·      Where did the need come from (is it new, or has it always existed)? This need has existed for many years. Unfortunately, no legislation or written contract has been established which would mandate employers to notify employees at least two weeks prior to termination. This need is deemed vital and necessary by the ramification caused after sudden termination.

·      What are people doing to meet this need now? Employees are defenseless and therefore unable to meet this unmet need. Employers’ continuously, fire employees at-will without any hindrance.

·      How sure are you (say, in percent terms) that is opportunity exists? I am 98% sure this opportunity exists.

3)    The prototypical customer: The prototypical customers are employees who have been or know of someone, fired at-will without warning, as well as currently employed employees who falsely feel a sense of security in their job positions while facing the possibility of at will termination daily.

4)    Iteration #1: The customer who experienced at-will termination

·      What is the exact nature of the need? Need more sense of security in workplace. We deserve more. How can you work for a company for years and they still fire you? It is rude. They should consider all the overtime I worked and the extra effort I put in when needed. It’s unfair.

·      When do they become aware of the need (do they experience their need all the time or only sometimes)? Sometimes, well now I think it about it more because it just happened to me

·      How long have they had the need? Not for long, I never thought about until it happened to me this week.

·      When did they first become aware of their need? Why? I thought about it a lot this past Wednesday. I was fired, due to company lay off, but they never notify me prior, as a courtesy. I have a family I support, car insurance to pay, food. I was hurt when it happened, I felt like I wasn’t good enough.

·      How are they currently addressing their need? Currently, I am doing nothing. I should write a letter to my (congressional) representative, I mean what good are they for if they cannot represent me in my time of need. It would take forever to pass such legislation. Plus, right now I/m more worried about finding another job.

·      How satisfied are they with this solution? Not satisfied at all. The solution is not the greatest concern of mine.

Iteration #2: The customer who has a close relative who experienced at will termination

·      What is the exact nature of the need? I want a written contract demanding employers to give us our two weeks’ notice, just like we give them. It’s just fairness.

·      When do they become aware of the need (do they experience their need all the time or only sometimes)? I experience the need sometimes, when I hear friends or family members talk about being fired

·      How long have they had the need? Not for long, it only bothers me when I hear it happening to someone else. It is a form of injustice toward employees.

·      When did they first become aware of their need? Why? When my mother lost her job and it was only me and my sister, we were forced out of the apartment and had to move in with my aunt until my mom got back on her feet.

·      How are they currently addressing their need? By you acknowledging to me this need is needed I think it would be good if we could gather signatures for a petition to make this legislation effective.

·      How satisfied are they with this solution? Not satisfied at all. We have to do something about it because it happens a lot. After being fired so suddenly it causes a downward spiral of financial failure, possible homelessness, depression and the list goes on.

Iteration #3: The customer who feels job security

·      What is the exact nature of the need? A sense of good communication between employers and employees

·      When do they become aware of the need (do they experience their need all the time or only sometimes)? Actually, I don’t experience the need at all, I’ve been employed at my job for 8 years, I have a good relationship with my boss. I do my job to well to be terminated quite honestly.

·      How long have they had the need? Not for long, I actually never thought about this need.

·      When did they first become aware of their need? Why? I became are of this need when your presented to me in this school project, I never thought about otherwise.

·      How are they currently addressing their need? Nothing, honestly, I don’t see it as a big concern. In my opinion if you’re a good employee no matter the situation, they will find a way to keep you employed with them.

·      How satisfied are they with this solution? Satisfied, there are more needs in this country then this one. If you lost your job, worst scenario, you can work at Wendy’s or McDonald’s or be a janitor. You have to do what you have to do.

5)    Reflect: I learned that not everyone sees this opportunity belief as necessary. The customers, who experienced at-will termination viewed this opportunity belief as necessary, however the customer who has been employed for numerous years develop security in his job position and viewed this opportunity as unnecessary. It was surprising, to witness not every customer viewed this opportunity belief as essential as myself. It was refreshing that the first two customers were willing to formulate a physical document to possible pass this opportunity belief as a legislation or concern by citizens.

6)    Summarize:

·      How much of your original opportunity is still there?  Majority of my opportunity is still present, however after speaking with my prototypical customers I have found that this opportunity is not just about employers notifying employee of their two weeks termination window, but about fairness, respect, and a sense of job security.

·      Do you believe that your new opportunity is more accurate than when you started? Yes, after speaking with my customers my opportunity is more accurate than when I first began, however it is clear not everyone considers this opportunity as important.

·      How much do you think entrepreneurs should ‘adapt’ their opportunities based on customer feedback? (In other words, is there a trade-off between adapting and staying firm?) I think entrepreneurs should adapt their opportunities based on customer feedback, sometime. As entrepreneurs, the opportunities importance greatly weighs on the opinions of customers. However, there is a compromise between trade-off and staying firm, it is a balance a true entrepreneur must conquer. At times customers feedback are not as important, some great opportunities have been established without customers feedback or without customers deeming the opportunity as necessary. Yes, staying firm and trading off is a balancing act.