startup 4

Starter Step #3 – Google it!

This assignment asks you to describe a problem that interests you and provide evidence that the

problem is worth solving. You should think about problems in terms of “jobs to be done” (click

here for an explanation) by someone in a particular circumstance (we’ll think more deeply about

who that person might be later when we consider customers in more depth).

If you describe a problem but cannot find evidence that it affects people, then it might not be

worth solving. On the other hand, if you find evidence suggesting that your problem causes

considerable pain/frustration you might be able to justify continuing your hero’s journey. In our

coaching practice, we often find that asking someone to “Google it!” results in quick insights that

clarify next steps. This practice helps clients avoid wasting resources trying to solve problems

they don’t understand very well.

To be clear, the problem you select could be something life threatening or a relatively minor

hassle. What is important is that you can prove that others experience your problem, and that you

have evidence that characterizes that experience. Focus on something that is a good fit for your

interests.

Please reply to the prompts that follow and provide links to sources of evidence you believe

support your story regarding the importance of your problem. You must reference supporting

evidence related to at least three (out of six) descriptions/assertions below AND include links

to evidence you describe at the end of this document (you don’t need formal references, just

something like “The attached link from the CDC shows that 69% of American adults are

overweight or obese”). PLEASE HIGHLIGHT SENTENCES THAT REFER TO EVIDENCE

IN BOLD SO WE DON’T MISS THEM (three sentences minimum):

1. Please describe a problem that interests you and explain the “job” that people are trying

to accomplish when they experience this problem. Can you provide evidence that people

experience this circumstance and are frustrated when it occurs (i.e., What hurts)?

- Cultural differences in the workplace is a major problem in many institutions

more so multinational institutions and organizations. In normal workplaces cultural

differences may come about in normal routines such as communication. It is such

challenges that might end up frustrating some people as they might feel alienated or

inferior.

2. Please describe the circumstance when this problem most commonly occurs. Can you

provide evidence about when this problem occurs? (i.e., When does it hurt):

- Cultural differences do occur in diverse workplaces more so those that have no

clear plan guiding interactions in the workplace. Cultural conflict results in tension

between personal liberties and social constraints. When these cultural differences

result in stereotypes and communication barriers then it can affect some people.

The frustration that comes from these is what results in frustration and

demotivation.

3. Please describe the consequences that result when people experience and are unable to

solve this problem. Can you provide evidence about how important/urgent this problem

is when it occurs? (i.e., How much does it hurt?):

- Failure to solve this problem results in a demotivated workforce. This is because it

results in communication challenges and reduced motivation more so when

stereotypes are involved. Cultural conflicts do result in reduced productivity and

motivation.

4. Please describe how often this circumstance occurs. Can you provide evidence about how

frequently an individual might experience this problem? (i.e., How often does it hurt)?

- Cultural conflict occurs frequently in almost all diverse workplaces. About 38%

of all cases of conflict stem from in group and out group dynamics. This shows a

relatively high frequency of cultural conflict in the workplace.

5. Please characterize the number of people who experience this problem. Can you provide

evidence about the pervasiveness of this problem? (i.e., How many experience this pain?

Is this rare, or an epidemic?):

- There is no accurate measure of cases of cultural conflict in organizations and

workplaces within the United States. However, many cases have been reported.

About 32 % of companies in the United States experience cultural bias. This

shows that the cases are in between being rare and being an epidemic.

6. Please characterize any trends associated with this problem. Can you provide evidence

that this problem is growing or shrinking? (i.e., What’s the prognosis?):

- With the increasing diversity in the workplace and in business organizations,

Cases of cultural conflict have reduced. People also being trained on various

cultures and how to handle cultural differences in organizations. The growth of

multinational and diverse organizations is proof of declining cultural conflicts.

PLEASE COPY/PASTE LINKS TO AT LEAST THREE EVIDENCE SOURCES

BELOW:

https://extension.psu.edu/cultural-differences-in-the-workplace

https://www.emtrain.com/wp-content/uploads/2020/03/Emtrain-Culture-Report-2020-

Executive-Summary.pdf

https://blog.trginternational.com/challenges-diversity-workplace-how-to-overcome

https://www.asisonline.org/security-management-magazine/articles/2020/06/six-sources-of-

workplace-cultural-conflicts/

https://www.pon.harvard.edu/daily/conflict-resolution/cultural-conflicts-in-the-covid-19-era/