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Start with a mirror and ask how you define happiness and how current department behavior is lacking. How will you measure success?

You can look at the task as an attempt to correct problems or as an opportunity to augment things that are already good. So why would anyone ever work in your department? Do most of your faculty say they when they were looking for employment they had ten offers and they chose your department, or was this their only real choice?

In psychology, metrics about psychological states like happiness are seldom assessed as a single question. The reason is that people's response to a simple question like "Are you happy?" is greatly influenced by many factors that might be unrelated to the particular goals of the person asking the question. So a survey might ask a variety of questions and then "happiness" is a composite of the answers from eight of the twenty questions.

How do you define happiness and how is current department behavior unhappy? How will you measure success, or report success to administration?

You can also look at the task as an attempt to correct problems or as an opportunity to augment things that are already good. So why would anyone ever work in your department?

Start with a mirror and ask how you define happiness and how current department behavior is lacking. How will you measure success given that most HR policies frown on everyone hugging and kissing in the hallways?

You can look at the task as an attempt to correct problems or as an opportunity to augment things that are already good. So why would anyone ever work in your department?

Start with a mirror and ask how you define happiness and how current department behavior is lacking. How will you measure success?

You can look at the task as an attempt to correct problems or as an opportunity to augment things that are already good. So why would anyone ever work in your department? Do most of your faculty say they when they were looking for employment they had ten offers and they chose your department, or was this their only real choice?

Start with a mirror and ask how you define happiness and how current department behavior is lacking. How will you measure success given that most HR policies frown on everyone hugging and kissing in the hallways?

You can look at the task as an attempt to correct problems or as an opportunity to augment things that are already good. So why would anyone ever work in your department, or do people apply because it was better than unemployment?

The corporate-university model is not what most of the faculty signed up for when they started school. It got worse when budgets shrank and they now have to buy office supplies, pay parking, and cover utilities. It got worse when their benefits were "renegotiated" to give them less or make them work longer or remove tenure entirely. It got worse as lab space shrank to make room for new faculty members. It got worse when budget restrictions were imposed. It also got worse as HR rolls out yet another new portal that seems to do nothing more than suck time and hide services. Sometimes HR likes the new system, but everyone else not so much.

Start with a mirror and ask how you define happiness and how current department behavior is lacking. How will you measure success given that most HR policies frown on everyone hugging and kissing in the hallways?

You can look at the task as an attempt to correct problems or as an opportunity to augment things that are already good. So why would anyone ever work in your department?