You are a helpful assistant generating synthetic data that captures *System 1* and *System 2* thinking, *creativity*, and *metacognitive reflection*. Follow these steps in sequence, using tags [sys1] and [end sys1] for *System 1* sections and [sys2] and [end sys2] for *System 2* sections.

1. *Identify System 1 and System 2 Thinking Requirements:*
   - Carefully read the text.
   - Identify parts of the text that require quick, straightforward responses (*System 1*). Mark these sections with [sys1] and [end sys1].
   - Identify parts that require in-depth, reflective thinking (*System 2*), marked with [sys2] and [end sys2].

2. *Apply Step-by-Step Problem Solving with Creativity and Metacognitive Reflection for System 2 Sections:*

   *2.1 Understand the Problem:*
   - Objective: Fully comprehend the issue, constraints, and relevant context.
   - Reflection: "What do I understand about this issue? What might I be overlooking?"
   - Creative Perspective: Seek hidden patterns or possibilities that could reveal deeper insights or innovative connections.

   *2.2 Analyze the Information:*
   - Objective: Break down the problem logically.
   - Reflection: "Am I considering all factors? Are there any assumptions that need challenging?"
   - Creative Perspective: Explore unique patterns or overlooked relationships in the data that could add depth to the analysis.

   *2.3 Generate Hypotheses:*
   - Objective: Propose at least 10 hypotheses, each with a Confidence Score (0.0 to 1.0) and Creative Score (0.0 to 1.0), reflecting originality, surprise, and utility.
   - Reflection: "Have I explored all possible explanations or approaches, both conventional and unconventional?"
   - Creative Perspective: Consider novel angles that might provide unexpected insights.

   *2.4 Anticipate Future Steps and Obstacles:*
   - Objective: Make predictions, accounting for potential outcomes and obstacles.
   - Reflection: "What challenges might I face? Is my plan flexible for different scenarios?"
   - Creative Perspective: Visualize unforeseen outcomes and adapt plans to make use of them effectively.

   *2.5 Evaluate Hypotheses:*
   - Objective: Assess hypotheses based on feasibility, risk, and potential impact.
   - Evaluation: Refine Confidence and Creative Scores as needed.
   - Reflection: "Am I unbiased in my assessment? Which options fit best with the overall objectives?"
   - Creative Perspective: Identify hidden opportunities or overlooked details in each hypothesis.

   *2.6 Select the Best Hypothesis:*
   - Objective: Choose the most promising, strategic hypothesis.
   - Reflection: "Why does this hypothesis stand out? How does it uniquely address the issue?"
   - Creative Perspective: Consider any underutilized potential in the selected approach.

   *2.7 Implement the Hypothesis:*
   - Objective: Outline actionable steps for testing the hypothesis.
   - Reflection: "Is this plan practical? What resources or preparation are required?"
   - Creative Perspective: Refine steps to maximize effectiveness and yield unexpected benefits.

   *2.8 Monitor and Review Progress:*
   - Objective: Review progress, noting areas for improvement.
   - Reflection: "What’s working well? What could be improved?"
   - Creative Perspective: Look for emerging patterns that could refine future approaches.

   *2.9 Reflect and Capture Insights:*
   - Objective: Summarize lessons learned and insights gained for future reference.
   - Reflection: "What new understanding has emerged from this process?"
   - Creative Perspective: Identify innovative insights or patterns that could be applied to similar challenges.

3. *Generate Text Output with Interleaved System 1 and System 2 Responses:*
   - Use the tags [sys1] and [sys2] throughout.
   - Aim for a lengthier, detailed response. Combine both direct, straightforward *System 1* insights and reflective, deeply analytical *System 2* segments to capture a blend of quick observations and thoughtful analysis.

---

### *Example Input Text:*

You are tasked with analyzing a sudden shift in customer preferences in a tech market. There has been a noticeable decline in demand for physical devices, with customers increasingly interested in digital-only options. The challenge is to understand this shift, generate hypotheses for why it might be occurring, and explore potential strategies for adapting to this new trend.

---

### *Processed Output with System 1 and System 2 Thinking:*

The tech market is experiencing a shift in customer demand, moving away from physical devices toward digital-only options.

[sys1]
Customer demand has shifted from physical devices to digital-only options.
We need to understand why this change is happening and find strategies to address it.
Key factors may include cost, convenience, and technological trends.
[end sys1]

[sys2]
**2.1 Understand the Problem:**
The goal is to understand the underlying reasons for the shift in demand from physical devices to digital-only options, then develop a strategy to adapt.

*Reflection:* 
"I understand that preferences are changing, but what might be driving this? Is it primarily cost, or are there other factors such as convenience or sustainability?"

*Creative Perspective:* 
"Could there be a larger trend in digital minimalism or a preference for eco-friendly solutions that we’re missing? What unseen motivations might explain this shift?"

**2.2 Analyze the Information:**
There are multiple possible factors driving this shift, from economic influences to cultural shifts. It’s essential to isolate each factor and understand its impact.

*Reflection:* 
"Am I fully considering the various economic and social influences? Could there be a technological factor, like better internet speeds, that makes digital-only products more accessible?"

*Creative Perspective:* 
"Are there patterns or trends in other markets that could shed light on this shift? Could this be part of a larger trend toward virtual experiences?"

**2.3 Generate Hypotheses:**
1. Customers prefer digital options due to lower costs. (Confidence: 0.8, Creative: 0.4)
2. There’s a growing trend toward minimalism and reduced physical clutter. (Confidence: 0.7, Creative: 0.7)
3. Digital products offer greater flexibility and ease of use. (Confidence: 0.6, Creative: 0.6)
4. Environmental concerns are pushing consumers away from physical goods. (Confidence: 0.6, Creative: 0.8)
5. Advances in tech make digital-only options more functional. (Confidence: 0.8, Creative: 0.5)
6. Pandemic-era remote work increased demand for digital solutions. (Confidence: 0.7, Creative: 0.6)
7. Media coverage of the environmental impact of physical devices affects preferences. (Confidence: 0.5, Creative: 0.7)
8. There’s an increase in global digital literacy, expanding market access. (Confidence: 0.6, Creative: 0.6)
9. Customers view digital as more convenient and scalable for future needs. (Confidence: 0.7, Creative: 0.5)
10. Younger consumers prefer the aesthetics and convenience of digital products. (Confidence: 0.6, Creative: 0.6)

*Reflection:* 
"Have I considered all possible influences? Are there any surprising factors that could explain this shift?"

*Creative Perspective:* 
"Could specific social trends, like the rise of influencer culture or digital-first lifestyles, be influencing customer choices?"

**2.4 Anticipate Future Steps and Obstacles:**
*Objective:* Anticipate possible challenges, such as resistance from segments still preferring physical products.

*Reflection:* 
"What market obstacles might we face if we shift our focus to digital-only? Are there sub-segments that still prioritize physical products?"

*Creative Perspective:* 
"Could expanding digital options help us reach a more global audience? Are there emerging trends that we could leverage in our strategy?"

[end sys2]

[sys1]
To address this shift, consider a strategy that incorporates both digital-only offerings and educational campaigns about the benefits of digital solutions.
Use insights from customer feedback and current trends to guide product development.
Focus on flexibility and adaptation to cater to different customer segments.
[end sys1]



815 P.2d 608 (1991)
NEVADA HIGHWAY PATROL ASSOCIATION, Jerry Seevers, Robert Woodruff, Roy Hutchings, John Rosa, Russ Benzler and Tim Hall, Appellants,
v.
The STATE of Nevada, dEPARTMENT OF MOTOR VEHICLES AND PUBLIC SAFETY, NEVADA HIGHWAY PATROL DIVISION, Respondents.
No. 21369.
Supreme Court of Nevada.
July 26, 1991.
Aitchison, Snyder & Hoag, Portland, Or., Walter R. Tarantino, Carson, City for appellants.
Frankie Sue Del Papa, Atty. Gen., Carson City, Grenville Thomas Pridham, Deputy Atty. Gen., Las Vegas, for respondents.

OPINION
PER CURIAM:
Appellants brought an action in the state district court asserting respondent's compensation policy  which provides highway patrol officers compensatory time off in lieu of overtime pay  violates the Fair Labor Standards Act. See 29 U.S.C. §§ 201, 216(b). The matter was removed to the United States District Court for the District of Nevada where summary judgment was granted in respondents' favor.
The United States Court of Appeals for the Ninth Circuit issued a decision on March 28, 1990, reversing the grant of summary judgment and remanding the case back to the district court with instructions. 899 F.2d 1549. Thereafter, appellants filed a petition for rehearing, and on August 13, 1990, the United States Court of Appeals for the Ninth Circuit certified two questions for the Nevada Supreme Court's consideration. See NRAP 5. First, the United States Court of Appeals would like to know whether an Assembly Concurrent Resolution has the force and effect of Nevada law. Second, the court would like to know whether Nevada law prohibits collective bargaining representation on behalf of state employees unless the representative is recognized by the State.

I. DOES AN ASSEMBLY CONCURRENT RESOLUTION HAVE THE FORCE AND EFFECT OF NEVADA LAW?
On March 3, 1969, the Nevada Legislature passed Assembly Concurrent Resolution No. 29, which states in relevant part:
ASSEMBLY CONCURRENT RESOLUTION  Providing for state recognition of the Nevada State Employees' Association.
WHEREAS, A substantial number of state employees are members of the Nevada State Employees' Association; and
WHEREAS, The Nevada State Employees' Association should be recognized as representative of its members for purposes of preserving and advancing their interests as state employees; now, therefore, be it

Resolved by the Assembly of the State of Nevada, the Senate concurring, That the legislature of the State of Nevada expresses its sense that the personnel division of the department of administration should recognize the Nevada State Employees' Association as representative of its members for discussion of conditions of employment, hours and wages, while at the same time preserving the right of state employees who are not members of such association to speak for themselves.
A.Con.Res. 29, 55th Leg.Sess., 1969 Statutes of Nevada 1731. The federal appeals court considered this concurrent resolution in the underlying lawsuit between the litigants. We now hold that this resolution, like other similar concurrent resolutions, does not have the force and effect of Nevada law.
First, by its nature, an assembly concurrent resolution is not intended to have the force and effect of law. Pursuant to Rule 7 of the Joint Rules of the Nevada Senate and Assembly, the purpose of a concurrent *610 resolution is to direct the Legislative Commission to conduct interim studies, to request the return of a bill from the other house, and to request an enrolled bill from the Governor. On occasion, a concurrent resolution is also used to memorialize a former member of the Legislature or other distinguished person upon death, or to congratulate or commend any person or organization for a significant and meritorious accomplishment.
Second, "[e]very bill which may have passed the legislature shall, before it becomes a law, be presented to the governor...." NEV. CONST. art. IV, § 35. A review of the legislative history of the aforementioned Assembly Concurrent Resolution, No. 29, indicates that this resolution, like other concurrent resolutions passed by the legislature during the same time period, was never presented to the Governor for approval or disapproval. See generally FINAL VOLUME ASSEMBLY HISTORY, 1969 at 218-288. Accordingly, this assembly concurrent resolution cannot be construed as the law of this State.
Finally, "[t]he enacting clause of every law shall be as follows: `The People of the State of Nevada, represented in Senate and Assembly, do enact as follows,' and no law shall be enacted except by bill." NEV. CONST. art. IV, § 23. (Emphasis added.) We have previously ruled that this enacting clause is mandatory and must be included in every law created by the Legislature. See State v. Rogers, 10 Nev. 250 (1875). Since Concurrent Resolution, No. 29 and other similar resolutions do not contain the requisite enactment language, they cannot represent the law of this State.

II. DOES NEVADA LAW PROHIBIT COLLECTIVE BARGAINING REPRESENTATION ON BEHALF OF STATE EMPLOYEES UNLESS THE REPRESENTATIVE IS RECOGNIZED BY THE STATE?
Next, the United States Court of Appeals for the Ninth Circuit would like this court to determine whether Nevada law prohibits collective bargaining representation on behalf of state employees unless the representative is recognized by the State. "The rule is well-settled among a majority of jurisdictions throughout the United States that absent express statutory authority, public officials or state agencies do not have the authority to enter into collective bargaining agreements with public employees." Local 2238 AFSCME v. Stratton, 108 N.M. 163, 769 P.2d 76, 80 (1989) (emphasis in original). However, a minority of jurisdictions hold otherwise, concluding that, in the absence of express statutory authority to bargain collectively, a general grant of power to administrative officers may imply the necessary means for carrying into execution the power granted, and this may include collective bargaining agreements between the administrative officers and state employee representatives. Stratton, 769 P.2d at 80-81.
There are a number of reasons why courts are split on this issue: some courts have concluded that the separation of powers doctrine mandates specific legislative authorization before public employee collective bargaining can occur; other courts have concluded that the preemption doctrine bars collective bargaining absent specific legislative authorization. See DOLE, JR., State and Local Public Employee Collective Bargaining in the Absence of Explicit Legislative Authorization, 54 IOWA L.REV. 539, 549-550 (1969). We believe a cogent argument against implying a power to bargain collectively in these cases is couched in a concern that the legitimization of public employer collective bargaining will increase the incidence of public employee strikes.[1] Collective bargaining would seem to contemplate the strike as a weapon to enforce the demands of employees. While such a result is uncertain, as a policy matter, we believe the issue is best left to legislative debate and rule-making.
*611 Likewise, we conclude it is appropriate to allow the Legislature, if it so chooses, to confer exclusive recognition upon specific public employee bargaining entities. Where there are actual or potential rival employee representatives, it may be difficult for public employers to obtain a master contract: competitive pressures may make each representative reluctant to reach an agreement until every representative is willing to accept the same terms. Comment, Public Employee Collective Bargaining Contracts: The Chicago Teachers, 33 U.CHI.L.REV. 852, 863-864 (1966). Again, the Legislature is in the best position to resolve the legitimate concerns associated with this fact intensive issue. Accordingly, we adopt the majority common law rule and hold that absent express statutory authority, Nevada public officials and state agencies do not have the authority to enter into collective bargaining agreements with public employees, and that Nevada law prohibits collective bargaining representation on behalf of state employees unless the representative is recognized by the State.

III. CONCLUSION
In sum, then, we answer the two questions certified to this court by the United States Court of Appeals for the Ninth Circuit as follows:
1. An Assembly Concurrent Resolution does not have the force and effect of Nevada law.
2. Nevada law prohibits collective bargaining representation on behalf of state employees unless the representative is recognized by the State.
MOWBRAY, C.J., STEFFEN, and YOUNG, JJ., and BREEN, District Judge,[2] concur.
ROSE, Justice, concurring in part, dissenting in part:
I agree with the majority that an Assembly Concurrent Resolution does not have the force and effect of Nevada law. As to the second question in this case, however, I dissent. This court has chosen to adopt the majority and common-law view that collective bargaining representation on behalf of state employees is prohibited, unless the representative has express statutory authority recognized by the State. A minority of jurisdictions have modified the common-law rule to require less specific legislative authority before collective bargaining is permitted. I agree with these jurisdictions.
Whether to adopt the majority or minority rule depends largely on public policy considerations. The reasons supporting the minority jurisdictions are clearly articulated in Local 2238 AFSCME v. Stratton, 108 N.M. 163, 769 P.2d 76, 80 (1989). These reasons lead me to conclude that the better rule requires less specific legislative authority.
The majority opinion observes that its adoption of the majority rule is better, in part, because doing otherwise may encourage state worker strikes. Permitting acts less specific than formal legislative recognition to be the determining factor concerning the designation of a collective bargaining representative does not encourage state employees to strike. On the contrary, Nevada law expressly prohibits such strikes. NRS 288.230. Additionally, collective bargaining can and does function with county and city employees pursuant to Nevada law (NRS 288.033 et seq.) without the employees having the right to strike. Therefore, I think the majority's concern of the right to strike is not warranted in this case.
The collective bargaining practice in this state should also be recognized in addition to Nevada law. The Nevada Highway Patrol Association is the collective bargaining agent for most of the troopers in the Nevada Highway Patrol. It represents its members in disciplinary matters, prepares and presents individual and collective grievances of its members for overtime and compensation *612 benefits, represents its members on day-to-day working conditions, advises and assists its members with issues before the state and federal judiciaries and appears on behalf of the membership in lobbying before the Nevada State Legislature. The Association is in fact the collective bargaining agent for its members and performs most functions expected of a collective bargaining representative.
For the above reasons, I would answer both questions in the negative, rather than just the first.
NOTES
[1]  The Nevada Legislature has found "[t]hat the services provided by the state and local government employers are of such nature that they are not and cannot be duplicated from other sources and are essential to the health, safety and welfare of the people of the State of Nevada." NRS 288.230(1)(a). Therefore, it is illegal in this State for a public employee to strike against any state or local government employer. NRS 288.230(2).
[2]  The Honorable Peter I. Breen, Judge of the Second Judicial District Court, was designated by the Governor to sit in place of the Honorable Charles E. Springer, Justice. NEV. CONST. art. VI, § 4.