HANZ VERA GATILLO

ILLIANA VETHENA JACINTO

RUDOLPH VAL LAGUITAO
EMMANUEL MARIBBAY
PRINCESS MARRE REYES
RAMONA ISABEL URSAIS
BS ENTREPRENEURSHIP 4-1
10/10/2022

Group Exercise: Challenge 2

You are only three chapters in and have already come a long way! Let’s build on the research you
conducted in the previous chapter to add your own take to the challenge characterization, based on
fresh work you’ve conducted with the community you’re addressing. The first step of cocreating a
solution is to understand the different ways that people interact with this challenge and the different
opportunities that this community provides to bring together and build on existing resources. In this
context, it’s time to prepare the following:

1. Prepare your stakeholder analysis. You have the choice of simply listing stakeholders and
adding one to two sentences next to each, describing their level of interest and influence; or
summarizing in a two-by-two table as illustrated in Figure 3.3. Note to yourself where you’d
like each stakeholder to be. What can they contribute to your solution?

Stakeholder Analysis
2. Prepare your asset map. Again, this can be either a simple list of assets that fall within the
eight categories described, or a visual diagram summarizing them as illustrated in Figure 3.6.
Note to yourself any opportunities you’ve identified for different assets to interact with each
other and build on one another. How can you leverage these assets to tackle your challenge?

Financial Capital - Government and employers can give funds and invest in this kind of
organization in order to help fresh graduates to find a job that suits their interests and skills.

Political Capital - The government can help first time job seekers have competitive job offers
by expanding and requiring companies to hire graduates and avoid discrimination againts
them. This will open new opportunities to them and give them a chance to prove themselves
in the workplace.

Social Capital - The society can bring assets in the organization as it comprises different
kinds of people specializing in different fields which can be a resource that can be used by the
association whenever needed.

Human Capital - This can greatly increase the effectivity of the organization as these aspiring
employees are capable, competent, and enthusiastic to share their skills to the different
companies.
 Cultural Capital - Employers who are modernized and are willing to take in fresh graduates
into their companies will benefit the organization because this will fill in the main goal to
provide opportunities to these job seekers without discrimination and prejudice.

3. List the sources of information behind the two analyses you’ve produced. Who are the
different people and groups you’ve met with and spoken to? Is there anyone missing? How
can you bring these people and groups together in a visioning workshop or other forum to
exchange knowledge and ideas? Make a list of steps taken, and next steps for yourself. If and
when needed, go back and adjust your stakeholder analysis and asset map as you proceed.

Seminars between college students and employers should have immediate application
for better learning to all involved.

Conference meetings between employers and government agencies for wider audience
reach and improved action plans.

Employers should focus on skill enhancing rather than skill building among the fresh
graduates new to the job.

4. Last but not least, write out your AAAQ checklist. What characteristics and qualities will any
solution you develop have to exhibit in order for it to be acceptable, available, and acceptable
to the community you are working with? What considerations will you need to make in
determining the optimal level of quality needed to produce your desired outcome while
ensuring these attributes?

AAAQ Framework

Availability - Online and walk-in employment must be available to those who want to
have a job, graduates or non-graduates.

Accessibility - Online application needs to be convenient to use and walk-in

employment should be accessible to the public.

Acceptability - All fresh graduates are easily accepted in the workplace because of the
government’s implementation of hiring a qualified aspiring employee with or without
experience.

Quality - HRs of every company are trained as best in their fields and instructed to
welcome fresh graduates to their company while enhancing their skills.