12A - Figuring Out Buyer Behavior No.1

• Choosing a segment:
• The homogeneous characteristics that I would find in my segment would be the desperate employers that have found a history of sub-par young workers at their firm. These employers, with similar beliefs, have discovered and experienced the trend that I am proposing. New measures of incorporating leadership ideas into interns and entry-level officers would be the lasting approach for these employers to fix this societal dilemma. Maybe higher level education can also be a member of a segment that would be attracted to my plan, by introducing course that influences leadership qualities to their students. I believe that the Warrington College of Business stresses to it's students about the importance in honing leadership characteristics and then transferring these skills onto the workforce.  I can not visualize any other group of individuals that would be attracted to this plan.
• Interviews:
• Interview #1 74 year old retired executive:
• My interviewee, Jose, elaborated on the difficulty in finding new young employees that can fit the company's overall mission. He stated that my ideas of installing a curriculum based program for companies would be vastly beneficial to speed up the process of teaching young adults the values that they need to hone before working. The first thing he thinks about when this topic of comes up is immediately blaming the media for instilling a false reality as the narrative being pushed.
• Interview #2 50 year old owner and founder of a meat packing plant:
• Richard instantly approved my notions in promoting curriculum based system that help companies bring situational common sense back into young workers. He said the issue is actually worse than I think. Richard claims that it maybe too late because the trend has evolved into a overwhelming phenomenon that maybe too big to tackle. I discovered that this deficit of adequate young workers are one of his main complaints he expresses to his social circle.
• Interview #3 21 year old employee at Chipotle: 
• Laura explained, "the importance of having leadership qualities becomes so apparent when the manager of the workplace that I work at can't even delegate properly to his substituents." She added by endorsing my ideas to implement my ideal program, by telling me how she can see it working and being effective in fixing internal behaviors of young employees. In her case, she said that her current manager would benefit from the plan I would set in place. 
• What I learned:
• There is definitely a general complaint about the societal dilemma that I am bringing up to light. All three of my interviewees agreed that something must be done to correct the latent behavior that millennials are expressing in the workplace. I am definitely discovering conclusive evidence that this problem is no longer opinion based, it is an actual constraint placed on employers from promoting individuals inside the firm. The main worry for employers is the risk of promoting workers that may have the technical skills to survive in a broader setting but may not acquire appropriate initiatives to completely understand the responsibility he or she has on the company's missionary purposes.  
• How I would describe this segment:
• The segment that would directly be influenced by my ideas was accurate to my prediction. The basis of the segment that benefits from my proposed educational program would be discontent employers and executive managers that feel that there is a trend of unreliable young workers.