The Values in Action (VIA) classification of character strengths and virtues has been recently proposed by two leading positive psychologists, Christopher Peterson and Martin Seligman as “the social science equivalent of virtue ethics.” The very possibility of developing this kind of an “equivalent,” however, is very doubtful in the light of the cogent criticism that has been leveled at modern moral theory by Alasdair MacIntyre as well as the well argued accusations that positive psychology, despite its official normative neutrality, is (...) pervaded by specifically Western individualism and instrumentalism. In order to evaluate whether the VIA project can be considered as substantially rooted in virtue ethical tradition, the classification was assessed against two fundamental features of the classical version of the latter: (1) the substantial interconnectedness of individual virtues, as expressed by the thesis of the unity of virtue, and (2) the constitutive character of the relationship between virtue and happiness. It turned out, in result, that the two above features are not only absent from but also contradicted by the VIA framework with the latter's: (1′) construal of individual virtues and character strengths as independent variables and (2′) official endorsement of the fact/value distinction. As soon as the arguments for the superiority of the classical virtue ethical perspective are provided, the potential responses available to the VIA's proponents are discussed. (shrink)

The power of the positive moral emotions to uplift and transform people has long been known, but not by psychologists. In 1771, Thomas Jefferson's friend Robert Skipwith wrote to him asking for advice on what books to buy for his library, and for his own education. Jefferson sent back a long list of titles in history, philosophy, and natural science. But in addition to these obviously educational works, Jefferson advised the inclusion of some works of fiction. Jefferson justified this advice (...) by pointing to the beneficial emotional effects of great fiction: [E]very thing is useful which contributes to fix us in the principles and practice of virtue. When any... act of charity or of gratitude, for instance, is presented either to our sight or imagination, we are deeply impressed with its beauty and feel a strong desire in ourselves of doing charitable and grateful acts also. On the contrary when we see or read of any atrocious deed, we are disgusted with its deformity and conceive an abhorrence of vice. Now every emotion of this kind is an exercise of our virtuous dispositions; and dispositions of the mind, like limbs of the body, acquire strength by exercise. (shrink)

Teamwork has been argued to play an increasingly important role in numerous jobs, and several studies focused on the effects of team composition for work-related outcomes. Recent research has also identified individuals’ character strengths and positive team roles as conducive to work-related outcomes. However, there is a scarcity of research on the role of character strengths or positive team roles on the level of teams. In the present study, we extend theoretical assumptions of team role theories to the study of (...) character strengths and positive team roles: We examined the associations between character strengths and team roles with work-related outcomes on the individual and the team level. Further, we examined how the team composition relates to the outcomes, that is, whether balanced teams go along with desired outcomes and whether an overrepresentation of team roles or character strengths in a team goes along with undesired outcomes. We studied a sample of 42 teams who completed measures of team roles, character strengths, teamwork quality, job satisfaction, and self-rated individual and team performance. Further, supervisor ratings of individual and team performance were collected. Results corroborated the relationships of team roles and character strengths with individual outcomes such as that specific roles and character strengths go along with individual performance and work satisfaction. Further, the results suggested that teams in which more team roles are represented report higher performance and teamwork quality. Also, teams with higher average levels of the character strengths of teamwork and fairness, and teams with more members scoring high in fairness and prudence report higher teamwork quality. Further, there is no evidence that having too many members with a particular character strength has detrimental effects on teamwork quality, work satisfaction, or performance. We conclude that extending the study of character to the level of teams offers an important advancement. (shrink)