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Aristotle proposed the most prominent and sophisticated version of virtue ethics in Antiquity and his teachings have become authoritative for many scholars and still remain alive in the vital contributions of neo-Aristotelians in contemporary philosophy. His main ethical work is the Nicomachean Ethics ; less prominent but still valuable and authentic is the Eudemian Ethics while Aristotle’s authorship of the Magna Moralia is highly questionable. Aristotle claims that happiness (eudaimonia) is the highest good – that is the final, perfect, and self-contained goal – to which all people strive at. In particular, happiness is the goal of life, that is, a life that is devoted to “doing” philosophy (EN X, 6–9). Whether a person can be called “happy” can only be determined at the very end of a person’s life, retrospectively. For a good and general overview on Aristotle’s ethics see Broadie (1991) and Wolf (2007).
While most people recognize that a leader’s mood—and how he or she impacts the mood of others—plays a significant role in any organization, emotions are often seen as too personal or unquantifiable to talk about in a meaningful way. But research in the field of emotion has yielded keen insights into not only how to measure the impact of a leader’s emotions but also how the best leaders have found effective ways to understand and improve the way they handle their own and other people’s emotions. Understanding the powerful role of emotions in the workplace sets the best leaders apart from the rest—not just in tangibles such as better business results and the retention of talent, but also in the all-important intangibles, such as higher morale, motivation, and commitment.