Our Sense of Well-being and Economic Development

Over the long weekend it was apropos to read in the Sacramento Bee results of a survey that studied the public's sense of well-being. One's own sense of well-being and personal happiness does not always uptick even with large growth in personal income, and in fact a sense of well-being is not always tied to factual reality at all.

So there are things that matter more than money. And that gives public policymakers an opportunity to guide economic and other community development in a direction that would make people happier, more productive, and fold over into increasing our prosperity both economic and emotional.

The article cites a few of the questions asked of residents in 26 US cities the results of which could guide economic development and community planning in a more significant way to improve our lives on a wide spectrum of factors. Questions such as: Do you feel safe? Do you have confidence in your city's leadership? Is your city tolerant of people who are different? Would you tell a friend to move here?

Not just money, salary and taxes have an impact, but a community where people are emotionally engaged and attached to their homes, neighborhood, leadership, and future vision can help lower and keep talented workers, increase local investment, and rally support when difficult decisions face a community.

The article gives an interesting example of how to adjust our public policy based on the results of such a survey. For example, if people hate commuting and give a high priority to socializing with coworkers, as was found, then promoting carpooling creates a policy that can satisfy both needs thereby increasing people satisfaction and commitment.

Article: Thursday, November 22, 2007 page A15, by Frank Greve,fgreve@mcclatchydc.com.

The Hiring Process

I'm working with three high level, long career, professional people who are job hunting right now. The horror stories are incredible. With Internet submission of résumés, people infrequently get even any recognition that materials have been submitted; after discussing skill sets and expertise, employers will rarely illuminate for the candidate a "range" of what the expected salary might be; and then there are the formulaic questions repeated to each candidate, creating no opportunity to share information about actual skills, only skills of self-promotion.

And then there's the other side of the coin generation X -who has interests in and needs from their future employer that are very different from the needs expressed and sought by the previous employee generation.

Here is an interesting article discussing the message to then organizations and when it has a not very illuminating and perhaps even in net hiring process: http://www.governing.com/articles/10kmiller.htm