Qinhao Zhang

Qinhao Zhang featured image

About

I'm a service and industrial designer from Ningbo, China. I hold a BEng Product Design and Manufacture from University of Nottingham. I am curious and passionate about new things and care this world.

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Degree Details

Statement

I try to explore the relationship between labour and rights in a modern society. Starting from the structure and obligations of rights and using the tools of service design, I try to regulate the hierarchical relationship between employees and employers to better enable business to be a good agent for social progress.

Rights Up

Research
Research — According to regus report and Chinese official figures, the stress level of employees is at all time high and average working hours is 47 hours per week and 9.2 hours per day. Ranking no.1 in terms of working hours. Besides, over 70% of people under 34 do have pressure from work.
Survey
Survey — To further analyse the source from work. A survey conducted by career think tank gave the answer. Workload pressure, KPI pressure and workplace competition account for the three largest sources.
Involution Culture
Involution Culture — China has a well-known work culture called involution. Employees trapped in the circle between pressure anxiety and workload and time. This vicious circle increases competition for employees and their workload and anxiety will grow endlessly.
Barrier of Connections
Barrier of Connections — If we draw a connection within and out of stratups, we found there are two main barriers. First is between employers and employees. Enterprise social software and fine-grained division of labour create poor communication. Secondly, Loose and segregated staff system make it hard for employees to defend their rights.
Value Proposition
Value Proposition
Structure Analysis
Structure Analysis — When we have a structure analysis of startups, the quantitative structure of a company tends to have a pyramidal structure, which means that the largest number of employees is the grassroots workers. However, the power structure is different in that although each member of management has considerable power, they are too few in number, while despite the large number of grassroots employees, they have quite little power. The structure of the sum of power in an enterprise tends to be olive-shaped.
Service Phases 1
Service Phases 1 — This service has internal and external phases, for internal phases, we have different stages for our service, which are connect, mediate and support.Connect aims for building employees connections. Mediate aims for use least costly and quickest way for settlement of conflicts and support is to provide further legal support and evaluate if external phases required.
Service Phases 2
Service Phases 2 — External phases will be launched once internal phase cannot meet employees’ request. This phase, three stages are unite, disclose and arbitrate. Unite is to Together with other startups, create a union to collectively request rights. Disclose is Exposure of relevant infringements to the media and public social media platforms to put pressure on companies and arbitrate is to File a collective action with labour arbitration and seek legal decision.
Implementation Steps
Implementation Steps — To successfully implement the services, each actions of these three levels will follow these steps. First is for evidence collection if there is any infringement happened among employees. Then the joint request will be finished and midlevels will make a summary for later reporting. All these actions will be traceable for grassroots and once the management has decided.
Certification Service
Certification Service — So what this service could bring for startups? The employees, apart from results evaluation, will also evaluate these four aspects of startups, which are governance, communication, culture and community of company.
Value of Certification
Value of Certification — The value of this certification system mainly has three points. Firstly, defend employees rights, secondly, broadening good commercial value and guiding business policy orientation. Eventually to reshape future workplace and empower employees with a greater sense of self-work.
Business Model
Business Model — Our services won’t charge for employees. Their evaluation or assessment about their company is more valuable for our service. We provide employers with certification based on employees’ evaluations and bring companies with reputation if they do good. We will charge for this service. Also, our service does reduce the local labour bureau stress as we play a role to mediate before arbitrate. We seek for financial support from them and as for social media, We grow each other's influence.

Rights up which focuses on Chinese employees’ rights and future workplace environment.

This service has internal and external phases, for internal phases, we have different stages for our service, which are connect, mediate and support.Connect aims for building employees connections. Mediate aims for use least costly and quickest way for settlement of conflicts and support is to provide further legal support and evaluate if external phases required.