chair/senior create toxic culture and make people who has outside opportunities too sick to leave the group. it has happened in our group recently.
Is the chair to blame when department turnover is high
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In my department the chair has a simple formula -
He uses junior faculty to help him hire who he wants. The hires are not the strongest candidates. He then tells these new APs that they wouldn’t be hired if not for him. The junior faculty feel obligated to follow him. By the time they realize that they’re being used, they’re out of the department. Rinse. Repeat.
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But they were the bet for resurrection at Michigan Ross. Why would the chair ignore outside offers abd let then go?
Sounds like what happened to Malenkos.
If the chair wants someone to leave he can just ignore outside offers. So the chair has a lot of power to get rid of good people who threaten him
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This is shameful. Why would the department chair do this?
In my department the chair has a simple formula -
He uses junior faculty to help him hire who he wants. The hires are not the strongest candidates. He then tells these new APs that they wouldn’t be hired if not for him. The junior faculty feel obligated to follow him. By the time they realize that they’re being used, they’re out of the department. Rinse. Repeat. -
You would be surprised by what that clown gets away with…. What is disappointing is that the APs don’t see that they’re being used by him until it is too late.
This is shameful. Why would the department chair do this?
In my department the chair has a simple formula -
He uses junior faculty to help him hire who he wants. The hires are not the strongest candidates. He then tells these new APs that they wouldn’t be hired if not for him. The junior faculty feel obligated to follow him. By the time they realize that they’re being used, they’re out of the department. Rinse. Repeat.
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ChatGPT?
It is not appropriate to blame a single person or object, such as a chair, for high turnover in a department. There can be many factors that contribute to high turnover in a department, and it is important to carefully consider and address these factors in order to address the issue.
Some potential causes of high turnover in a department could include a negative work environment, lack of support or resources, inadequate training or development opportunities, poor communication or leadership, or conflicts between team members. It is important to identify the root causes of high turnover and take steps to address these issues in order to improve retention and create a positive and productive work environment. -
Wow. Just wow.
You would be surprised by what that clown gets away with…. What is disappointing is that the APs don’t see that they’re being used by him until it is too late.
This is shameful. Why would the department chair do this?
In my department the chair has a simple formula -
He uses junior faculty to help him hire who he wants. The hires are not the strongest candidates. He then tells these new APs that they wouldn’t be hired if not for him. The junior faculty feel obligated to follow him. By the time they realize that they’re being used, they’re out of the department. Rinse. Repeat.
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But they were the bet for resurrection at Michigan Ross. Why would the chair ignore outside offers abd let then go?
Sounds like what happened to Malenkos.
If the chair wants someone to leave he can just ignore outside offers. So the chair has a lot of power to get rid of good people who threaten him
They are just leaving. Didn't ask for a counter.
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Chairs have a lot of power to help or hurt APs. Preps, class times, committee assignments, surplus research dollar allocations, writing annual reviews, choosing who is on the third year review committee, influencing tenure letter writers. A chair could easily cause very high turnover amongst junior faculty.
A Chair would also be powerless to stop a bad Dean from causing very high turnover. The Dean makes hiring decisions, tenure/promotion decisions, salary decisions, etc.
Ok. I got two perspectives. One perspective is Chair has strong discretion and play the game. Second is Chair has limited discretion and cannot do anything.
Given the OP information, it is insufficient to come with reasonable conclusion.
We actually can know by checking and verifying funding information at the Dean and Provost Office. And we will know who is lying. So, make a friends with staff from Dean/Provost Office and talk to them. Alternatively, doing Faculty/University service you will meet colleagues and know what is the issue of Uni.
I did this and found in many cases Chair did not have discretion.
However, I also found certain cases that Chair played the game.
So OP please verify with your colleagues in the Dean/Provost Office.
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Ironically, NM was the last fresh-PhD hire whom BC tenured, which was a long time ago.
They are just leaving. Didn't ask for a counter.
It's funny that they're headed back to BC when the posts about the department chair using juniors as recruiting fodder sounds exactly like BC.
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Not only was it a long time ago, but the last person before NM was probably DK, which was like a century ago.
Ironically, NM was the last fresh-PhD hire whom BC tenured, which was a long time ago.
They are just leaving. Didn't ask for a counter.
It's funny that they're headed back to BC when the posts about the department chair using juniors as recruiting fodder sounds exactly like BC.
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I am surprised to see this post, becuase that is exactly what is happening in my department. Can anyone tell how to resolve this toxic situation?
In my department the chair has a simple formula -
He uses junior faculty to help him hire who he wants. The hires are not the strongest candidates. He then tells these new APs that they wouldn’t be hired if not for him. The junior faculty feel obligated to follow him. By the time they realize that they’re being used, they’re out of the department. Rinse. Repeat. -
If he thinks it's shameful, he wouldn't do it. Unforutnately, he only seems to care to find his subordinates.
This is shameful. Why would the department chair do this?
In my department the chair has a simple formula -
He uses junior faculty to help him hire who he wants. The hires are not the strongest candidates. He then tells these new APs that they wouldn’t be hired if not for him. The junior faculty feel obligated to follow him. By the time they realize that they’re being used, they’re out of the department. Rinse. Repeat.