Bede Crasnich, Elise Harden, Kelly Jubb and Millie Robinson
Happiness consultancy report
MACS325, “Happiness: investigating its causes and conditions”
Autumn session, 2011
Media and Cultural Studies, University of Wollongong
Subject coordinators: Chris Barker and Brian Martin
The happiness consultancy assignment had two parts. For details of the
assignment see http://www.bmartin.cc/classes/MACS325_11outline.pdf
1. A report for an organisation, prepared by a team of students.
Bede Crasnich, Elise Harden, Kelly Jubb and Millie Robinson, working as
a team, prepared a report for Access Community Group, in the form of a
handout and a slide show. The handout is in a separate file. The slide show
begins on the next slide.
2. Reflections on doing the consultancy, written separately by each member of the
team as an individual task.
Kelly Jubb’s reflections are in a separate file.
This document is located at http://www.bmartin.cc/classes/MACS325tops/.
Access Community Group
Engagement & Happiness…
Engagement & Happiness
So what is Engagement?
Engagement can be defined as a positive, fulfilling, work-related state
of mind that is characterized by vigour, dedication, and absorption.
Vigour is characterized by high levels of energy and mental
resilience while working. Dedication refers to being strongly
involved in one’s work and experiencing a sense of significance,
enthusiasm, and challenge. Absorption is characterized by being
fully concentrated and happily engrossed in one’s work, whereby
time passes quickly and one has difficulties with detaching oneself
from work.
Bakker and Demerouti (2008, 209–210)
Benefits of Engagement include...
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Having high levels of concentration and focus
Feeling invigorated afterwards
Losing track of time
Using your strengths
Living your values
Being authentic
It helps you manage stressful areas of your life by creating positive
emotions that can undo any negative emotions – such as anxiety.
Engagement is also referred to as “flow”.
How does Happiness relate to Engagement?
Scientists have been able to show that happiness can be influenced
and managed. People reported more positive emotion more often
when they experience a favourable work environment. At all levels,
there is evidence that happiness has important consequences for
both individuals and organizations.
Past research has tended to underestimate the importance of
happiness and engagement at work. A comprehensive measure of
individual level happiness does include work engagement, job
satisfaction, and organizational commitment. Happiness increases
staff engagement, this is highly beneficial as engaged workers
collaborate more effectively with colleagues and clients and are
more productive.
Happiness and Engagement
Engagement
Concentration
Coping skills
Fulfillment
Perspective
Absorption
Happiness
Positivity
Meaning
Confidence
Pleasure
Creativity
Well-being
How Happy is the team at ACG?
We observed from the meetings with team
members from Access high levels of staff
happiness due to these main factors:
 Passionate and positive colleagues
 Job satisfaction through meaning and purpose
 Opportunity to develop and learn new skills
(the flexibility of the workplace)
Some of the feedback we received...
“I enjoy the people i work with and the programs
ACG runs..i am provided with many opportunities
here...”
“I find my position challenging & stimulating which
makes me happy...”
“I work with a passionate team in a dynamic
community sector”
“Work flexibility and an organisation that supports
persons into community engagement”
Engagement in the workplace
For engagement to be present in the business world, there
needs to be a balance between skill level and challenge.
The challenge must meet your skill level and vice versa. The
higher the challenge the more support is needed from
colleagues, leaders and managers.
So how is Access Engaged?
Access engages on three different levels:
 Clients
 Colleagues
 and Community
Clients, Colleagues & Community
We observed that Access’ engagement with clients is extremely
effective – positive outcomes are consistently achieved. These
include improved life skills, housing situations, family support and
relationships and improved social skills.
Engagement amongst colleagues was reported to be high, with high
satisfaction levels regarding inter-staff rapport and communication.
However we observed and anonymous feedback revealed that
some members of the workplace were not participating to their full
potential. Increased self-awareness of some team members would
contribute to encouraging the general positive ethos of Access.
We observed that the Community is becoming more aware of
Access, through programs such as Spring into Corrimal, website
and local Business Chamber. However there is a sense that they
could be better educated on what exactly it is Access does, and
how they can become more involved.
Recommendation One...
Observation:
We observed that not enough recognition is given to Access for
positive outcomes. This is due to measurements being largely
based on job status rather than holistic reporting.
Recommendation:
That positive feedback of all outcomes achieved (not merely
employment) is made available to the general public through
website, speak outs (Spring into Corrimal), local radio interviews
and publications (newspapers articles/business profile/case study
report).
Explanation:
Access regularly and routinely achieves positive outcomes for its
clients, however the public may not always be aware or informed of
these outcomes. Increased recognition of Access’ positive
contributions to the community will increase engagement &
happiness, as well as advertise and aims to attract support from
potential benefactors.
Recommendation Two...
Observation:
We observed that although marketing strategies are in place within
Access, it is currently at a stand still due to other commitments
and priorities. No long-term marketing strategy is apparent.
Recommendation:
Rebrand and repackage Access in new and creative ways:
- Update the website to be more engaging, interactive and
reinforcing the brand and ethos surrounding Access
- Partnerships with other non-profits (Rotary) for events
- Marketing internship partnership with UOW and/or a volunteer
team to help rebrand
Explanation:
Rebranding and repackaging Access in new and creative ways
makes it more sellable to local business community,
promotes volunteerism and improves engagement through
increased interest.
Recommendation Three...
Observation:
We observed that Access’ workspace could be greatly improved to
encourage an engaging and happy workplace. E.g. Poor heating
facilities, segmented workspace non-conducive to flow.
Recommendation:
To conduct and organise semi- regular “clean up hours” to ensure
removal of clutter and a more productive and versatile workspace.
o Remove/rearrange cubicles that obstruct space/create barriers
o Upgrade air conditioner to a more efficient system
o Look into purchasing currently rented building
Explanation:
Creating a more versatile and comfortable space will improve
employees mentality and productivity and engagement with both
space and colleagues.
Engagement skills...
Engagement can be implemented in a variety of ways, some of these
include:
o Effective communication
o Being aware of different styles of communication, including nonverbal
o Being willing to consciously improve written and verbal skills
o Communicate with clarity and confidence
o Incorporate and practise active listening
o Focussing upon and valuing strengths
o Living your values considerately
Practical implementation for engagement
Monthly anonymous feedback on workplace relations and conditions
References
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Ben-Shahar, T (2007) Happiness in Education, Happier: Learn the Secrets to Daily joy
& Lasting Fulfilment, McGraw-Hill, New York, pp. 83-96.
Gallup Management Journal Survey (2006) Gallup Study: Feeling Good Matters in the
Workplace. Accessed 18.05.11 http://gmj.gallup.com/content/20770/Gallup-StudyFeeling-good-matters-in-the.aspx
Golding, N (2007) Measuring Staff Happiness, accessed 18.05.11
http://www.employeebenefits.co.uk
Judge, E (2007) Employee Engagement and Happiness, accessed 18.05.11
http://positivepsychologynews.com/news/emma-judge/2007011640
Lyubomirsky, S (2007) The how of Happiness: A new approach to getting the life you
want, Penguin Books, New York.
Patten, M. (2007) Do you want to increase Engagement and Happiness? Accessed
18.05.11 http://ezinearticles.com/516536
Rakash Pati, S & Kumar, P (2010) Employee Engagement: Role of Self-efficacy,
organizational Support & Supervisor Support, The Indian Journal of Industrial
Relations, Vol. 46, No. 1, pp 126- 137.
Saks, A. (2006) Antecedents and Consequences of Employee Engagement, Journal of
managerial Psychology, Vol. 21, pp 600-619.
Sutton, R (2009) Happiness for the Pragmatic Optimist and Everyone Else, OD
Practitioner, Vol. 41, No. 4, pp51- 56.
Vella-Brodrick, D, Park, N, Peterson, C. (2008) Three ways to be Happy: Pleasure,
Engagement and Meaning – Findings from Australian and US Samples, Social
Indicators Research, Vol. 90 , pp:165-179.