9A - Testing the Hypothesis, Part 2

• Who: People and groups that fall outside of my market of influence would be the unemployed citizens, the unskilled workers or the retired individuals of the labor market. All U.S. corporations, as employers, benefit from creating awareness for millennial job applicants to instill and refine leadership qualities when entering the workforce. From one interviewee, I gained a perspective that the United States as nation would be facing a fiscal threat in having unmarketable employees. The interviewee iterated about certain companies will be forced to allocate to other countries that hold a more leadership driven culture.
• What: The need for companies to find leader-driven individuals can measure up as a comparison towards the need for the actual interns or entry-level position officers to find the their own leadership edge. 
• Why: The outsiders, being the unemployed, unskilled workers, and retired individuals, have more rudimentary needs or take part in other endeavors. If you are unemployed then the need is to engulf yourself with marketable values that would be suitable for a professional or casual work setting. Once that is fulfilled then you should work on refining leadership mannerisms. 

	Inside the Boundary	Outside the Boundary
Who:	U.S. Corporate Giants, college graduates, interns, entry-level position officers, United States economy	Unemployed citizens, unskilled workers, retired individuals
What:	Companies that are in need for more leaders in the job application pool. Hesitation within groups or team for a the leader to emerge.	Political policies or regulations that touch on labor laws. To force people to become leaders. Companies that are only excepting people for leader-like qualities
Why:	A consensus that millennials are arrogant and false entitled. Corporate America is increasingly demanding highly technical skilled workers. Motivation to express leadership incentive is at a halt. Generational differences	Inherent beneficial characteristic. Structured behaviors propel individuals in the work environment.

                                                          

7A - Testing Hypothesis, Part 1

Global Leadership Initiative

• Opportunity: 
• A recent trend, in the labor market, is showing an increasing amount of millennial workers demanding more leisure time, taking punctuality less seriously, and lacking leadership enthusiasm in the U.S. corporate environment. 
• The who: U.S. Companies in need for leadership qualities in a worker
• The what: A growing unenthusiastic consensus in the work place 
• The why: Intense technical competition in the labor marketplace
• Testing the who: 
• Are complaints about new generational workers for not honing leadership initiatives reoccurring throughout large firms and businesses?
• Testing the what: 
• Is there a large majority of millennial interns or workers holding an entry-level position showing repulsive behavior towards the company agenda? When assigning a group assignment does it take long for the leader role to emerge?
• Testing the why: 
• Has the recognition of the intimidating growth in demand of technical skill values belittle natural incentives for individual to apply leadership qualities?
• Interview #1: 
• According to an owner and CEO of a meat packing company he claims that many firms are at a deficit for reliable workers. Some companies are using an alternative approach by sustaining and elongating senior positions that are already fulfilling the appropriate compensation from young interns or entry-level officers. He claims that mediocracy is being unnecessarily awarded within the newer generation so this is what's causing this modern trend. "Graveyard" shifts have become completely unattractive to where millennials do not even think of stepping up to prove that they are flexible to accepting these shifts. Also, he adds that young adults are following unrealistic Hollywood celebrity lifestyles that mislead them. He reinstated my belief that a lot of young workers hesitate to take responsibility for the task at hand.
• Interview #2: 
• In this interview, I noticed a duality between two extreme attitudes that are found in the modern workplace. At times there will be a significant presence of leadership in a workplace but there can also be instances of an abundance of no incentivized qualities to lead among millennial interns or entry-level officers. According to my interviewee, which is a self-employed entrepreneur, "newer generational false entitlements is a driving factor to the deficit in in leadership qualities in the workplace." Arrogance seems to be a common mood to today's application pool. He emphasized on the importance for an employee at any firm or company to understand the differentiation between leadership roles and the roles of the group members. Leading a team of people does not solely entail delegating information to the substituents, it is also about setting a responsibility for the leader to actually take part in whichever objective and integrate himself or herself to the task at hand. In asking the interviewee about the consensus for hesitation in the emergence of leadership initiatives among millennial individuals compared to older individuals, he claimed that the major difference is the ability for older working individuals to accept constructive criticism better than the arrogant younger workers. When expressing his opinion on the dilemma that I hypothesized about higher technical skillset standards set by corporate giants can intimidate workers that do not acquire the demanded skill level, he quickly debunked the narrative. He approached the idea by explaining that the intimidation element in achieving technical skills can be combatted by individual discipline.    
• Interview #3: 
• I interviewed a MBA student at Nova Southeastern University, that held an internship at Lockheed Martin. As I asked about the existence of the deficit in leadership in the overall U.S. workforce, he surprisingly responded by not experiencing any management negligence. The only signs of delay in expressing a leadership edge was induced by a overall standstill in getting promoted to a higher position. He noticed that a majority of longtime individuals that worked have not been given the opportunity of promotion. This challenge makes it hard to place enthusiasm to express constant leader-like qualities in everyday objectives. He added that foreseeing rapid individual professional growth in the company would be unrealistic. His interesting touch to the dormant leadership incentive is that people have different personal interests which plays with amount grit placed in each job position. On the topics of what cause this dilemma and what determines hesitation of an emergent leader in a group, he elaborates with an indifferent response. He poses that when somebody is stepping down to become a leader it takes a longer process to set awareness to the next possible promoted individual. In having opposing views to millennial demands in the workplace, he felt that their value exists in the notion that they can implement their new modern day languages to create insight for companies that want to push that extra marketable edge.When expressing his opinion on the dilemma that I hypothesized about higher technical skillset standards set by corporate giants can intimidate workers that do not acquire the demanded skill level, he also quickly debunked it in reference to provisions of modern sources of information. Google, Youtube, and many other internet search engines can induce independent learning that in turn can match exceeding skillsets learned at an educational institution. More situational individuality is a big determinant of incentivizing honing leader-like expressions. 
• Interview #4: 
• This interview involves an aspiring nurse in her last year of nursing school that gives her interesting approach to the opportunity that I am trying to convey. When asking about her point-of-view if the lack of leadership trend exists. Her rebuttal was no because hospital employees such as medical practitioners hone leadership ideals through the educational discipline. By the nursing educational community's efforts to placing a grading scale the nurses overall performance the individual are conscious for their futures. This incentivizes them to perform at their full potential, which is the reason for not witnessing my hypothesized trend in the labor market. She was a proponent on individual growth and that when working in team the person with most interest on the topic at hand will persevere as the leader persona.
• Interview #5:
• In this interview I had interviewed a retired 74 year old entrepreneur. He spoke about a time when being a leader in the work environment was the only choice. In the Fifties and Sixties, the post-war era, individuals practiced direct unfiltered focus in excelling only in that particular company. Sacrifice was the overall zeitgeist and leisure was rewarded. He pridefully stated that his generation's achievements are being studied in today's business courses. He complemented my hypothesis for exceeding demands for technical skills, my insisting the true nature that people will always be confronted with vast adversity which can stunt the incentive to develop professionally. He finished with is iteration about international companies are already reacting to this trend by relocating their markets.
• What I know now about this opportunity that I did not know before the interview. 
• A range of diverse responses provided me insight to all perspectives towards this unmet need that is facing the U.S. I found that younger people responded towards a more optimistic approach in regards to the lack of leadership in the labor market. Most younger adults sensed that its mostly about self-education having to be a reliable key component  to fixing this problem. The issue has definitely become a underlying concern for most of my interviewees. 

8A - Solving the Problem

• An increasing number of employers are reporting significant amounts of interns and workers holding an entry-level job position are frequently demanding leisure and time off from work. As this has become a growing trend among the millennial generation, some companies have had to comply to the overwhelming demands. Certain companies respond to the demands with provisions to their requests out of concern that any of the technically qualified interns may end up choosing the organization that will better suit their needs.
• Aiming to discover some educational alternatives can be induced by effective remedial actions to grow awareness of the lacking leadership qualities in the U.S. corporate environment. Centering the attention around personal educational refinement can provide impulse for individual development in the particular work settings.
• An abundance of individuals that lack an entrepreneurial edge may benefit from an intense personalized screening course to augment leadership awareness when working in a saturated group environment. A unique non-institutionalized screening process, built in the organization I would run, will provide the higher technical employees a more specialized leadership opportunity to excel and pilot their own group assignments.

4A - Forming an Opportunity Belief

         I believe with our current increasing communal society naturally hardens the ability for people to embody a sense of actual leadership when acting in a group. In fulfilling a specific task, ordered by a superior authoritative figure, group individuals tend to cower in becoming a group leader. I think this is a major issue for group driven organizations, which saturate most of today's U.S. corporate theater. Workers that do not refine their ability to delegate will find themselves in a group that lacks direction as they enter the workforce. Leadership does not just entail piloting a group of people but also is reflected by certain mannerisms, such as punctuality, respect, and real drive for the task at hand. Also, caring for the organization you are representing or devoting to the cause, the group is attempting to push, can establish recognition as a good leader. Many organizations are in dire need of seeking out individuals who consist of these attributes. With the increasing demands millennials are placing on the labor markets that correlates to wanting customized work hours, taking weekends off, or setting frequent vacation dates, opens opportunity for the individual that has honed the ability to lead.

#1: 22 year old International MBA student and interned at Lockheed Martin

• What is the nature of needing the presence of a leader in a group?
• To unify people for a specific objective and to be able motivate the team. Know all the skills that the team member hone.  
• When is it crucial for an employer or for a group to consist of having leader?
• Throughout working at Lockheed Martin, during a financial planning process the leader has to instruct all employees to identify is that there is a problem in order to cut back the cost. 
• How long have you noticed a drop in leadership qualities in the workforce?
• When I attended UCF, my accounting professor would not adequately prepare our class for the the rigorous exams she would provide. 
• When did you first realize that leadership is important? Through which experience?
• When working at Lockheed Martin, my manager instilled motivation in me to become a better worker and to persevere. I realized at this point how important a true leader is because they can change the overall attitude of the work environment.
• As an employer which leadership quality would you be looking for. In order to combat this issue.
• I would hire a worker for the specific task I am working on. They need be highly motivated and educated.
• What are the most satisfying leadership qualities an individual should have? 
• Drive and commitment 

Reflection: When questioning my first interviewee, a major theme that resonated from his answers was the importance of motivation that a true leader provides for the group of people he or she is leading. He stressed about how this notion directly affects the attitude of the group.  In inspiring the group members, through drive and dedication toward the objectives, can forecast the general mood of the workplace.

#2: 22 year old male student majoring in marketing at UCF

• What is the nature of needing the presence of a leader in a group?
• Groups need direction and a leader role that reinforces it. You can refer to government hierarchy in how this concept is practiced.
• When is it crucial for an employer or for a group to consist of having leader?
• In working for a Papa John's branch my manager has exemplified true leadership when remaking a pizza is an order. Compensating the customers inconvenience with store credit becomes the crucial response to these uncomfortable scenarios.  
• How long have you noticed or realized a drop in leadership qualities in the workforce?
• In a change of general management in my branch of Papa Johns, the top sales person was promoted to position. He was viewed by his peers as a great worker but as he filled the position he transitioned into become lazier than expected. He would show up late, constantly unfocused on the tasks at hand, and never initiated an authoritative status.
• When did you first realize that leadership is important? Through which experience?
• In working for a number of organizations I have found that people work better and efficiently when their manager respects the process of all the objectives that need to be met.
• As an employer which leadership quality would you be looking for. In order t combat this issue.
• Organization, task oriented, and realistic 

 Reflection: A key attribute that I took away from this interview is that organizational management entails specific characteristics, such as having to be attentive to the course of direction the group is intended to be taken. Not everyone that seems to have what it takes to lead is actually suitable for the task.

#3: 23 year old Business Administration major at UF

• What is the nature of needing the presence of a leader in a group?
• Its a basic human instinct. In a group of three or more individual, the person thats most confident will naturally lead the pack.
• When is it crucial for an employer or for a group to consist of having a leader?
• When working at the Hard Rock Casino for the valet services, an event unfolded to where a high number of cars were in need to be parked. There were only 15 valet workers on duty with over a hundred cars waiting to be attended. Our manager stepped in and took us to the back room to consult us about how to manage the situation. This gave the group a boost of direction on how to handle the time of stress.
• How long have you noticed a drop in leadership qualities in the workforce?
• When I worked at Home Depot, there was a sudden change in the management staff. The new management team made a poor effort in communicating objectives. They also would expect unrealistic deadlines and workloads. 
• When did you first realize that leadership is important? Through which experience?
• When I was with my cousin on vacation, we threw snow balls at people, police showed up and no one wanted confront them. So I stepped in to confront the policemen before matters would turned for the worse.
• As an employer which leadership quality would you be looking for. In order t combat this issue.
• I would be looking for someone that can manage people. Good strong work ethics. They must have commitment and flexible work hours. They must also be smart and capable of working well with people.

Reflection: Having to be a people-person is crucial to facilitating the work place. Understanding that your subordinates are human should provoke realistic demands from them. An actual human instinct ignites the need to captain certain collective situations. The most confident individual will inherit the weight if the group and command.

Summary: The common characteristic that is demanded by a leader is the practicing to inspire the subordinates, clearly state realistic objectives, lead by example, and thoroughly committing to grander goals of the organization or of the group. From this survey, I enhanced my belief about the need for better leader-oriented workers. The opportunity lies among the batch of readily entrepreneurs to surpass the employee that lack equivalent understandings of how to lead a group. I think customers or the sample of people that are affected by this can generate insightful feedback to ignite more awareness in the workplace.

6A - Identifying Opportunities in Economic & Regulatory Trends

• Economic trend: Consumer Trends in Health and Wellness
• https://www.forbes.com/sites/thehartmangroup/2015/11/19/consumer-trends-in-health-and-wellness/#6c4043c4313e
• With an increasing amount of consumers choosing to rethink about industrialized processed foods as unhealthy sets a growing demand for small craft-oriented food and beverage companies. 
• The most prominent consumer segment will be the young progressive customers that are skewing towards a more health-conscious lifestyle.
• Exploitation of the pro-health opportunity will be easy for the food and beverage companies because they already place primary emphasis on how their food products will consist of nutritive value for their customers. Large industrial companies that originated with having low-tier quality foods will have to restructure notions on marketing more wholesome products.
• For the majority of my teen and adolescent years I worked at my family's butcher shop. Becoming more aware of the health-conscious trend provides a window for opportunity for small private retailers, like us, to thrive. Tapping into generations Y and Z with their progressive ideals can entail great future benefits for scale.
• Economic Trend: The Speed of Transactions has increased Economic Volatility
•  https://www.thebalance.com/top-usa-future-economic-trends-3305666
• With aggregate spending accelerating, monitoring financial and managerial accounting for businesses introduces a new breed of accounting specialists. Accountants would have to evolve and create firms that hire adequate employees that can capitalize on the current speed of purchasing goods and services. 
• The ideal customers to these markets would be large organizational firms that take part in e-commerce. These e-commerce firms would have to research and target CPAs according to their methods in facilitating the speedy purchasing trend.
• The start-up in evolving an accounting firm to meet these demands will be difficult because all drastic changes whether they are external or internal challenge the very notions that were in place before.
• In taking financial and managerial accounting, and also working as the lead bookkeeper at my family's butcher shop, I developed insight about the importance of keeping track of purchases and supply merchandise. With e-commerce, accountants have to create schemes where they provide the utmost secure fashion to organize company value arithmetically.
• Regulatory changes: Community Reinvestment Act Regulations
• http://www.regulations.gov/document?D=FDIC-2017-0126-0001
• The opportunities entailing the sustainability rule toward secure FDIC safety allows banks to increase their accessibility to lend out loans to more account members. Financial liability becomes greatly insured that the banks can exercise more flexibility in the loan market.
• The individuals and organizations that would benefit from this regulation would be people starting up a entrepreneurial business and large venture capitalists.
• This regulatory move by the government will make lending simpler by reducing the risks that naturally come with bank loans. Depositing cash at banks will become more trust oriented leaving a peace of mind.
• I empathize with the individuals that seek the venture onto grand opportunities with low risks because I started my own apparel company three years ago. As I commenced the company, emphasis on asset security became a highlighted behavior I expressed as the chief operator.
• Regulatory changes: Simplifying Deposit Requirements for Certain Literary Works and Musical Compositions.
• http://www.regulations.gov/document?D=COLC-2017-0008-0001
• Creative performers and artists are now able to appropriately establish artistic properties with a more refined ownership to their work. This opportunity opens doors to new up-and-coming young artists that have been exploiting themselves on Soundcloud or on Youtube to sell their art without facing internet pirating.
• A fruitful collective use of this regulatory change will be from the top music production companies that currently, more than ever, introduce low cost songs across the market.
• Simplification of stating legal ownership to an intellectual property will make it the selling process so much faster so that the artists can exploit themselves more efficiently.
• I have been raised with artists as friends and I see the amount of emotion placed on these songs that are fabricated through hardship. Feeling secure about their original work can eliminate stress and instill comfort in producing art.

5A - Identify Local Opportunities

• "Aerial mosquito spraying scheduled Thursday for large swath of Miami-Dade" by Jenny Staletovich of the Miami Herald
• http://infoweb.newsbank.com.lp.hscl.ufl.edu/resources/doc/nb/news/1650A325D61A43A0?p=WORLDNEWS
• Miami-Dade County is implementing sanctions to get rid of the overwhelming population of mosquitoes. Some of these targeted mosquitoes harbor the infamous Zika virus pathogen. In an attempt to eradicate the insects, an aerial insecticide spray will be emitted by a plane which will diffuse through the atmosphere.   
• The problem: Citizens of Miami-Dade County are perturbed by the insecticide's detrimental effects that it may have if inhaled by an individual. In addition to killing the mosquitoes, essential pollinators, such as bees, butterflies, and bats are killed by the aerial agent. This leaves farmers and locals unsettled.
• The people affected: Farmers and local agriculturalists suffer by not having the suitable pollination techniques to grow cash crops because of the absence of bees. The potential outbreak of physiological or anatomical abnormalities that emerge with people that are exposed to the agent can be communally alarming. The county inadequately exceeding it's objectives in satisfying citizen's which leads to more time and taxpayer money into fabricating the next alternative action. 
• "Florida pilot pleads guilty to drunkenly flying Boeing 747 while for military" by Elizabeth Koh of the Miami Herald
• http://infoweb.newsbank.com.lp.hscl.ufl.edu/resources/doc/nb/news/1650A325D61A43A0?p=WORLDNEWS
• In an Orlando federal court, a 61 year old pilot, Daniel R. Criss, pleaded guilty in drunkenly piloting a Boeing 747 aircraft containing a large amount of cargo and a flight crew. During the plane's trek from South Korea to Japan, Criss's copilot mentioned to officials that he had missed radio calls and had improperly gone through the landing checklist. Criss pleaded that he had aggressively landed the plane and fell asleep right after he navigated the plane to the ramp. The Air Force Office of Special Investigations appropriately charges Criss and sentences him to federal prison.
• The problem: Boeing pilot, Daniel R. Criss, after flying a 747 cargo aircraft was found under the legal influence of alcohol. Officials detected his blood alcohol level between 0.146 percent to 0.152 percent as Criss was piloting the plane. 
• The people affected: This incident contributes as a burden to United States, Boeing as the company representing the U.S., the flight crew members, and Criss's family.
• "This proposal would help Miami Beach hotel employees. It could with parking, too" by Chabeli Herrera of The Miami Herald
• http://infoweb.newsbank.com.lp.hscl.ufl.edu/resources/doc/nb/news/166566C5F55482F8?p=WORLDNEWS
• Unite Here, a hospitality worker's union set in Miami, is pushing to cast a ballet for Miami Beach hotels to provide free public transportation for their employees. For the past the four to five years, through a rise in population, commuting has become a difficult task to bear. With Miami Beach having to be the center of the commercial hub in Miami-Dade County, hotel employees find themselves enduring two to three hours of transportation time plus three to four bus routes before arriving to work.
• The problem: Operating costs for each of the Miami Beach hotels will rise according to the proposal. This effect can slightly stunt business growth for the local hotels.  
• The people affected: Employees may see a wage cut in their payrolls. Room rates may rise due to passing of the initiative in which will drive out consumers from staying at the hotels.
• "Miami vs. Airbnb: City proposes partial short-term rental ban and strict regulations" by Chabeli Herrera of the Miami Herald
• http://infoweb.newsbank.com.lp.hscl.ufl.edu/resources/doc/nb/news/16296E0AA5A18798?p=WORLDNEWS
• City of Miami Mayor, Tomas Regalado, is responding to a plethora of complaints from residents about Airbnb tenants with an ordinance that demands the consumers to register for a certificate of compliance before renting the shared property. Locals urge that the short-term rentals have fostered unnecessarily egregious groups of people that threaten their livelihoods. Airbnb's negative impact is experienced during the week of Ultra Music Festival. This is when the home-sharing apartments become unnecessarily congested with party-goers. The city of Fort Lauderdale and the city of Miami are developing newer methods to work with Airbnb in the upcoming years.
• The problem: Airbnb's growth in South Florida will be slightly and temporarily stunted due to the ordinance that will be taking place. The company may be losing a large source of revenue from young party-goers.
• The people affected: The city of Miami, the city of Fort Lauderdale, young party-goers, and surrounding residents.
• "Miami Beach - South Beach to experiment with Ocean Drive, make one traffic lane a sidewalk" by Joey Flechas of the Miami Herald
• http://infoweb.newsbank.com.lp.hscl.ufl.edu/resources/doc/nb/news/166B32D3464E0768?p=WORLDNEWS
• In attempt to alleviate congestion from Miami Beach sidewalks, specifically throughout weekends, Mayor Phillip Levine has implemented closing one street lane. The objective of this plan is to augment the width of the sidewalks. By widening the pathway, pedestrians will be able to experience a less claustrophobic environment as they are enjoying their outing. Also, another highlighted sanction that will be taken into effect will be the referendum for bars and local businesses to stop selling liquor after 2 a.m. instead of 5 a.m.
• The problem: Local bars and businesses will have to potentially comply to the developing city ordinances which in turn can halt their operating strategies. Traffic on the weekends would worsen on Ocean Drive.
• The people affected: The city of Miami Beach, commuters, pedestrians, and beach goers.

3A - My Entrepreneurship Story

     My overall attitude in creating change for people and for the community spawned at an age early enough to where I started to understand the fabric of the world around me. As early as nine years of age, in addition to attending school, my father put me to work at our family owned butcher shop, Ricky's Meats. I started by mopping the saloon floors after the hours of operation and assisting with organizing the different cuts of meat for the deli display. Suddenly, throughout my duration in working at the meat shop, I started to realize the magnitude of impact human value has on society. A humbling appreciation towards the grit my father, my grandfather and the rest of my family displayed, grew over time through learning our origin as Cuban immigrants. These concepts, that are particularly acquired through life, that I have gathered from growing up, instilled the prime motive for my future endeavors.
    My father, after establishing himself as a citizen of the U.S. at seventeen years old, was limited to attending college because of his language barrier. He took an alternative route to success, which was entrepreneurship. My grandfather, having gathered some experience on working at several butcher shops while living in Cuba, banded together with my father in 1972 to commence a concept that provided meat related products at low prices entailed with

highly competitive quality. Currently, the shop supplies wholesale services to local Miami restaurants and sells, through retail, a variety of food products.  
   As I absorbed all the steps to my family's process to success, I honed my personal grit to reflect their achievements. My family's collective success has provided me with the opportunity that my father did not have the chance to experience, which is involving myself in academia to pursue a bachelor's degree in Business Administration.  After earning this degree, I plan to ingrain the skills University of Florida will prepare me with and the experiences I have gathered from my family mentoring me to all my entrepreneurial pursuits. On the horizon, I plan to attend medical school to lead me into become an expert surgeon, establish a chain of clinical services, and add new segments to Ricky's Meats.

2A - Bug List

1. Receiving an email about a topic or subject that would have been more appropriate to address in person.
• Why it exists: The current communal mood that every piece of professional information must be shared through text message or email.
2. Coworkers not fulfilling their end of the job, which leaves the working individual twice as much to accomplish.
• Why it exists: Poor management across all levels top, middle, and lower. Not keeping the work staff completely accountable.
3. When certain individuals explain, to me, a concept that I am already familiar with. For example, a classmate regurgitating a science topic that I have repetitively studied. 
• Why it exists: People do not have an effective way to research experience credentials on the spot.
4. Not having the knowledge of what to wear for an occasion, such as arriving to a formal setting underdressed or to an informal event overdressed. 
• Why it exists: The inviter of an event fails to mention the dress code to the invitees, leaving them oblivious of what to wear.
5. A messy work area compiled with documents, pens, pencils, and books. Any amounts of disorder on top of a study table.
• Why it exists: In addition to procrastinating on work assignments, people also tend to leave picking up all of their work supplies towards the very end or even later than usual.
6. Complicated fax machines that make you go through too many option interphases before actually sending out the fax work.
• Why it exists: Old-fashion individuals that are still convinced that faxing documents is still an effective and secure medium for information distribution between organizations.
7. Chairs that are manufactured without lumber support. This makes studying and reading, for a long period of time, difficult because of how uncomfortable it is.
• Why it exists: Inexpensive and no attention to detail when fabricating these chairs.
8. When there is lack of direction or no leadership among a group of people. This notion leads to having main objectives unnecessarily prolonged.
• Why it exists: No initial establishment of leadership when the group is first formed. 
9. Mainstream music developed with no artistic taste and with poorly crafted lyrics. This is the kind music usually played on top-tier city radio stations.
• Why it exists: Marketing current pop music has evolved into expressing the most amount of sound bites with little to no lyrics instead of taking the time to artistically craft the music.
10. Driving for more than three to four hours to reach a destination.
• Why it exists: Expensive plane tickets which makes driving the more frugal way of travel.
11. When people place themselves into my personal space in lines, at concerts, or at any large social gathering.
• Why it exists: Limited amount of space at a venue with overly large crowds.
12. People that excessively shop for long periods of time.
• Why it exists: The addiction factor of impulsive shopping consumes the frenzied individual.
13. Having to be told what to do by a person that does not have the authority position to do so.
• Why it exists: The natural tendency that particular individuals practice to feel in control of situations, for which they can not handle themselves.
14. Encountering indecisive people.
• Why it exists: Abrupt decisions become problematic for certain people because they did not have the time to prepare for them.
15. People who procrastinate whether it is on an assignment or on simply studying for an exam.
• Why it exists: The mental stress of committing to the act of starting an obligated function becomes too overbearing, to where it halts people from even commencing the task at hand.
16. Inconvenient side effects from physician prescribed medications.
• Why it exists: Uncontrollable entailing chemical reactions from other substances, fused into the medication, that do not correlate with treating the targeted ailment.
17. When people arrive late to an important event.
• Why it exists: Sociologically some people, depending on their culture, do not prioritize punctuality.
18. Movie critics that do not enjoy watching the Star Wars series.
• Why it exists: Star Wars is one of the special sagas that attracts fandom through having to be introduced to movie watcher at a young age.
19. Distracting myself with social media outlets while trying to focus on completing an online school assignment.
• Why it exists: The addictive component that social media has over our current society.
20. Moving into a student-housing apartment that is left unkept. 
• Why it exists: Employees of the apartment complex are not taking their assigned duties seriously. Also, executive management of the complex may not be providing monetary incentives for the employees to execute their responsibilities.

Reflection: In assembling this bug list, I discovered that asking myself why does the bug exist was the most challenging aspect. It is not a natural human instinct to quickly rationalize a complaint. The bug list helps with refining awareness of exterior elements that cause these setbacks. Maybe just a simple adjustment to a plan of action can alter how a predicament can be perceived.