INITIAL PROBLEM DEFINITION

• As a potential employer faced with the reality of “no one job to be done”, “no one salary to provide” and “no market”, how could one go about creating a new set of “job rewards” that would motivate a pool of talented young people to organize themselves spontaneously so as to contribute, turn by turn, in a not for profit enterprise?

This initial problem definition was an attempt to bring the

concerns of both employer AND employee to bear on a same

situation.

Unfortunately, given time constraints, this dual approach could not be

sustained.

Second PROBLEM DEFINITION

• As a potential employer faced with the reality of “no one job to be done”, “no one salary to provide” and “no steady market demand”, how to go about creating a new kind of “part time job” that would allow a not for profit enterprise to survive (and contribute to the growth, training, fulfillment, wealth and stability of young talent)?

One idea emerged from the ideation process:

• A not for profit company might be able to “share” the employees hired by another company.

• The not for profit would pay the salaries but not the health benefits related to each job “contracted out” or “leased” by the full-time employer.

Prototype situation number 1 :

Prototype situation number 2:

Is this a « win-win » situation ?

• Young employees get to change job situations all while gaining health benefits etc.

• Employers with varying job loads aren’t under constant pressure to bring money in. Their general situation is less precarious and they aren’t forced to fire talent.

• Not for Profits find an inexpensive way to hire talent when they most need it, without incurring the additional stresses of paperwork, etc.

Some closing thoughts

• Tried to see if « not being productive at all times » could be a helpful solution to redistributing jobs and talent…

• There seems to be a need for this kind of « SWAP Agency »…I think the idea is worth pursuing.