A research project turned creative project focusing on the narrative of the student's perspective in the Next Generation Service Corps scholarship program. Using survey results from the program members, narratives of their experiences were compiled to offer insight and direction for the growth of the program.<br/><br/>A video of the defense can be found at this link: https://youtu.be/O63NRz0z1Ys

Employers must go beyond diversifying their workforce and prioritize inclusion in their workplace. This thesis is written to employers to provide a comprehensive, introductory look into why and how an employer could prioritize inclusion in their workplace. In part one, a literature review answers the following questions: What is inclusion? How are diversity and inclusion related? How is the workplace exclusive? What is an inclusive workplace like? and What are the benefits of having an inclusive workplace? Then, in part two, a case study analysis reviews best practices of a company that has been recognized as being inclusive. Through both of these parts, three overacting principles emerge; inclusion should be a widespread value in an organization, new practices must move beyond the superficial to have real impact and all employees in the organization should be engaged in making the workplace more inclusive. Change also must happen in three areas including the climate, leadership and practices of an organization.

In recent history, the world has been inspired to respond to the challenges faced by communities with ‘help’. This help has been administered with moderate success through community engagement strategies traditionally centered on social services provided through non-profit agencies. Social entrepreneurship has emerged in response to the lack of progress made in solving local and global issues with new innovations that have the potential to change the status quo and eliminate the problems for future generations. In social entrepreneurship, concerned individuals saw an opportunity to truly change the world. Higher education leaders have embraced social entrepreneurship, positioning university students as a driving force behind ideating creative and innovative solutions that can be implemented in communities to overcome a vast array of challenges from poverty to environmental sustainability. Despite the efforts of university staff and faculty, many student changemakers struggle to successfully implement their ideas and measure their impact. Factors such as how well the student understands the issue and community in addition to the extent to which the student is experienced in ideation, creative-problem solving, and implementation of projects contribute to the success or failure of a student social effort. Inspired by their experiences serving as director of Changemaker Central, the authors sought to understand the process of preparing students to be agents of change in the community. Having observed the variance in success among aspiring changemakers at Arizona State University (ASU), the researchers studied how to best support students in preparation for a high-impact career. The research analyzed students’ experiences in two of ASU’s social change programs, Changemaker Challenge (CC) and University Service-Learning (USL) and found a need for more cohesion between two programs and their represented methodologies in addition to a need for in-depth analysis on the student journey.

As part of the InnovationSpace program, interdisciplinary teams of five undergraduate students from the areas of business, engineering, graphic design, industrial design, and sustainability are responsible for creating a product idea that addresses a societal need. My team, Flo, was tasked with finding a product/service solution that will increase collaboration or creativity in a workplace environment. After deciding as a group how to define collaboration—working with others to achieve a common goal—and creativity—getting to an end goal in a different way than is expected—we spent the fall 2014 semester researching pain points and areas of interest for potential customers and users. We learned that one of the barriers to productivity for our target users in startups and mature corporations is that they often lack the right mix of private and collaborative spaces. From this insight, we created a product system called Trenz.
There are benefits and drawbacks to both collaboration and individual work. Trenz sits at the intersection of both work styles, thus aiming to negate the downsides of both and harness their benefits based on real-time user needs. Holistically, the corporate workplace furniture industry is stagnant, despite several trends that pave the way for future innovation. Even though studies are consistently released on the benefits of natural light, flexibility, and activity in the workplace, the furniture industry has not yet responded with a solution that successfully solves all three while keeping the user in mind. As such, Trenz is a product-service system with the potential to create a new segment in the market because of its user-centric design, the support of individual/group work dynamics, and its feature set that can accommodate a diverse group of users.