BUS6066: Design Thinking for Laird PLC's Organizational Issues

This presentation analyzes the application of design thinking to address age diversity issues and promote innovation within Laird PLC, a British technology and electronics organization. The presentation outlines the organizational challenges, including age-related conflicts and discrimination, and proposes a design thinking approach to foster inclusion and improve the working environment. It details the steps of design thinking, including empathizing, defining, ideating, prototyping, and testing, and suggests implementing inclusion training programs. The presentation also includes research findings on workplace discrimination, feedback from employees and the HR department regarding the proposed innovations, and concludes with the potential for utilizing design thinking to improve learning and development activities within the organization. References and a thank you are included at the end of the presentation.

Hello everyone!!
Slide 1:
Brief introduction about you.
Slide 2:
In this slide I am going to introduce the organization in which I will elaborate the concept of
Design thinking and innovation.
Laird plc is one of the top British based technology and electronics organization established in
London, United Kingdom. The primary operations of this organization is to provide Wireless
systems, Connected Automobile Solutions as well as several other electric solution.
As this organization is one of the oldest organization in United Kingdom it is identified that
several problems has raised with causes a major blunder in their work efficiency and the working
process as well.
Slide 3:
Followed by the discussion on the selected business infrastructure in this slide I am going to
discuss about the issues which has been faced by the employs present in this business
infrastructure.
As the organization is an old organization thus, in this organization a major conflict has been
identified related to the workplace diversity. Where it is identified that in business infrastructure
several employs work with several age group which is creating major problem to balance the
work flow within Laird PLC.

Since, in the organization there are several worker working for more than 15 years it has become
very difficult to collaborate them with the young employs. Hence, it can be stated that Laird PLC
needs a change in their infrastructure so that all the employ present in the organization can work
effectively.
Slide 4:
Followed by the above discussion in this the defined conflicts are listed below, which includes:
 The observation on the intention of the business administrator that they are now focusing
on the recruitment of young employ and not considering the efforts of the older workers.
While analyzing this concern it is noticed that managing the old employ in the workplace
has become more difficult as they are mostly comfortable working with the old
infrastructure. However, the business is growing and the infrastructure as well.
 Major age discrimination has been identified in the behavior of the employs as in the
organization it is very prominent that the younger employs are not liking the interference
of the older employ in their work. Similarly the older employ are not appreciating the
initiative of the higher authority to appraise the new comers.
 It is identified that young employs are getting appraised more often than the older employ
which is causing a major conflict too. As it is identified that the higher authority is trying
to fire the old employs and demanding to continue the working process with the young
employ only.
Slide 5:

As it is mentioned earlier that age diversity has become one of the major conflict in the
nominated organization in this slide I will be taking about the findings of research on this area.
After a thorough investigation on the workplace discrimination the below mentioned aspects has
been identified with holds a major impact on the work efficiency of the works of the nominated
business:
 During the research “Culture fit” has been identified as a significant aspect present in this
area as it is observed that the business has intended to hire younger employs which will
be very cost effective and it will help to maintain the age balance as well.
 Very unpleasant duties for the older employs whereas the younger employs are getting
more priorities.
Slide 6:
In this slide I am going to talk about how the application of design and thinking can be useful to
address the identified issues.
Design and thinking has a huge application here as the utilization of the concept of design and
thinking is appropriate for the Diversity and Inclusion training. In the application of Design
and thinking the diversity and inclusion training will be structured in such way that it will
address the requirements of employ with all age group.
The steps of design and thinking application are mentioned below:-
 Empathize- In this phase the needs of the organization will be identified.
 Define- The identified issues will be stated in this step.
 Ideate- the issues will be analyzed and the possible ideas will be created.

 Prototype- Development of the approached solution.
 Test- in this stage it will be determined whether the solution is working or not.
Slide 7:
In this slide I will be discussing about the innovation that will be deployed in the nominated
organization.
In the workplace of Laird PLC the adoption of Design and Thinking will help to structure the
employs working flow with respect to their skills rather than focusing on their age.
In order to mitigate the discrimination present in the workplace their will be several activities
like group discussion, evaluation of the skills of the employs as well as the working process will
be structured with respect to the experience of the older employs and the enthusiasm of the
young employs.
As per the discussion the incorporation of Design and thinking innovation will focus on the
identification of issues like age discrimination and then it will focus on delivering the inclusion
training that will help to feel all of the worker valued as well as respected.
Slide 8:
In this slide the feedback of the employ on the approached innovation will be discussed. After
implementing the above mentioned application into the workplace a test has been conducted on
the employs and the Human Resource department of the business.
Employ- After the incorporation of Design and thinking application on the workplace
environment, the workplace has become more pleasant for the older employs as they are now
getting similar opportunities and benefits as the younger employs.

Human Resource department- It is very prominent that the older employ of this organization
has become more stable as compared to the past scenario. Thus, it will be highly recommended
to the organization to implement this approach with the purpose to avoid age discrimination.
Thus, as per the feedbacks received from the employs and HR department it has been identified
that the innovation will surely improve the current scenario of the organization and definitely
improve the work balance.
Slide 9:
Along with the above discussion it can be stated in the organizational infrastructure the
application of Design and thinking can be utilized to improve the learning and development
activities of the employs as well.
Since, design and thinking has several stages that analyzes the scenario of the
organization it will be very helpful apply it while educating the employ for enhancing their skills.
Slide 10:
These are the references I have used to complete the study.
Slide 11:
Thank you!!