The essence of this chapter is the question, \u201cWhat is happiness?\u201d Will Durant\u2019s answer to the question is lengthy, but his definition of happiness is that \u201cthere can be no real or lasting happiness without love . . . [and] there can be no fulfillment of life\u2019s ultimate purposes without a successful marriage and a good family life\u201d (Watson, 1986, pg. 246) This definition, the author of the chapter claims, \u201chas inspired many to seek their happiness where they are most likely to find it: in their own homes\u201d (Watson, 1986, pg. 246-247). As an aside, I might ask Durant, if he were alive today, if he would argue an unmarried person can find happiness.<\/p>\n
In the various, recognized definitions of what a leader is or does, Durant was not a leader. He had no followers, only readers of his books. However, I believe that it is important for a leader to be happy. I feel it is safe to say that a \u201chappy\u201d leader, is a satisfied person. In the context of a team, individual satisfaction occurs when the team members feel that participating in the management team results in them working together more effectively, when they appreciate their colleagues and their contributions to the team processes and they get energy from the collaboration within the team (Bang & Midefart, as cited in Myrtveit, 2016, pg. 7).<\/p>\n
A leader or team member who is happy and satisfied, emulates a happy, satisfied spirit. One of a leader\u2019s skill sets is to oversee constructive controversy. Constructive controversy may motivate an active search for more information and new and more adequate cognitive perspectives \u201cin hopes of resolving uncertainty\u201d (Johnson & Johnson, 1987, p. 21). Constructive criticism may introduce a slowing down of the problem solving but seems to stimulate both individual task performance and \u201csatisfaction\u201d (Johnson & Johnson, 1987, pg. 21). Relationship conflict reduces group members\u2019 individual satisfaction (Wall & Nolan, as cited in Myrtveit, 2016, pg. 14). If teams practice constructive controversy, the team members will not likely so easily interpret new and unexpected information or ideas in a biased manner (Shaw, Zhe, Duffy, Scott & Susanto, as cited in Myrtveit, 2016, pg. 15). The leader who is happy and satisfied will convey such a sense of calmness, control and peace. Constructive controversy should be a major component of team discussions.<\/p>\n
In my context of leadership, I encourage constructive controversy because in my experience it opens people\u2019s minds to better ideas, generates a greater acceptance of each team members passions, and ways of thinking.\u00a0 Constructive controversy, releases energy, makes discussions much more interesting and to me at least generates good will.\u00a0 Constructive controversy can become the normal, regular form of discussion only if the team is conveyed a sense of calm, peace, happiness and satisfaction from the leader.<\/p>\n
References<\/strong><\/p>\n Johnson, D.W. & Johnson, R.T. (1987). Learning Together and Alone: Cooperative, competitive, and individualistic learning<\/em>. Englewood Cliffs, N.J.: Prentice-Hall.<\/p>\n Myrtveit, R.B. (2016). The Mediating Effect of Constructive Controversy<\/em>. (Unpublished master\u2019s thesis). University of Oslo, Oslo, Norway.<\/p>\n Watson, L.E. (1986). Lights From Many Lamps<\/em>. New York, NY: Simon & Schuster.<\/p>\n <\/p>\n <\/p>\n","protected":false},"excerpt":{"rendered":" The essence of this chapter is the question, \u201cWhat is happiness?\u201d Will Durant\u2019s answer to the question is lengthy, but his definition of happiness is that \u201cthere can be no real or lasting happiness without love . . . [and] there can be no fulfillment of life\u2019s ultimate purposes without a successful marriage and a … <\/p>\n