Advertising
Advertising

Are You Living For Happiness Or Pleasure? They Are Different!

Are You Living For Happiness Or Pleasure? They Are Different!

Do you live in the moment or are you building long-term happiness? Have you ever decided to go out and try a new activity or buy a new gadget, certain that it will make you happy, only to be disappointed?

So often, we think that a quick pick-me-up, such as a shopping spree or meal at a new restaurant, will revive our enthusiasm for life. However, we often find that we feel just as empty as we did before we left home. If you find yourself always trying to find happiness in the present, it may be time to re-examine your relationship to momentary pleasure and consider taking a long-term approach to happiness instead.

Advertising

What is happiness, anyway?

It is important to appreciate the difference between pleasure – which is an immediate positive sensation experienced as a result of a particular activity – and happiness. Happiness is a state that persists across time, whereas pleasure is more fleeting in nature.

You feel pleasure when you eat a delicious meal, receive a massage, or enjoy a few extra hours of sleep on a Sunday morning.

Advertising

Happiness is a global evaluation of your life as it stands, and it also offers a sense of hope for the future. Happiness may come from achieving a meaningful goal and reflecting on the steps you had to take to attain it, like building a long-term romantic relationship or undertaking a period of spiritual growth, for example.

Laying the foundations for future happiness is often hard work that brings little to no pleasure. Consider the following list of things that bring us long-term happiness, but often cause more pain than pleasure on a minute-by-minute basis:

Advertising

Things that bring long term happiness though it can cause pain at the moment

  • Working hard to get into shape and improve your health
  • Working through difficulties in a relationship to strengthen it over the long-term
  • Working at a challenging job in order to gain a better quality of life and professional achievements
  • Renovating an old property in order to create a beautiful family home for years to come
  • Budgeting carefully to save well for a happy retirement

Equally, many common things we do in pursuit of pleasure do not actually result in happiness over the long term. These include:

Things that bring pleasure but not happiness

  • Eating tasty but unhealthy junk food, which results in poor health and weight gain
  • Procrastinating at work, which may be pleasurable, but can result in an unsatisfying career
  • Playing video games for hours at a time, which impairs productivity
  • Watching television that does little to improve our knowledge or appreciation of the world
  • Buying unnecessary items, like coffee, that give brief pleasure but deplete our finances over time

How should we balance momentary pleasure with true happiness?

There is no need to forsake all momentary pleasure. It is fine to live for the moment some of the time. However, when it becomes detrimental to your overall life progress over a long-term period of time, you need to work harder at striking a balance between long-term happiness and short-term gratification. If you have a gnawing sensation that you are missing out on life and that your goals have been unmet for months or even years, this is a sign that you need to focus on attaining long-term happiness and spend less time in pursuit of short-term pleasure.

Advertising

You need to overcome your inability to push through discomfort and move towards what will make you happy over the long haul, even when you would much rather give into your desire for short-term gratification. We all know that working hard will pay off and produce long-lasting happiness, but actually making yourself put in the effort required can be immensely difficult. Anticipate these feelings and learn to take pride in overcoming them. Know that it is normal to resent discomfort, but that the happiest people are willing and able to tolerate psychological discomfort.

    More by this author

    Jay Hill

    Freelance Writer

    3 Things To Give Up If You Want To Take Control Of Your Life All You Have to Do to Sleep Better How Social Media Is Making You Feel Bad about Yourself Every Day The Ultimate Guide: How to Become More Creative Day by Day How to Find Love That Lasts: Someone Who Fulfils These 5 Things

    Trending in Communication

    1 The Secret to Effective Conflict Resolution: The IBR Approach 2 How to Master Effective Communication Skills at Work and Home 3 Building Relationships: 11 Rules for Self-Promotion 4 18 Ways to Have Effective Communication in the Workplace 5 How to Make Changes in Life To Be The Very Best Version of You

    Read Next

    Advertising
    Advertising
    Advertising

    Last Updated on February 21, 2019

    The Secret to Effective Conflict Resolution: The IBR Approach

    The Secret to Effective Conflict Resolution: The IBR Approach

    In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

    Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

    Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

    Conflicts are literally everywhere.

    Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

    Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

    Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

    Advertising

    Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

    Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

    Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

    The IBR Approach to Resolve Conflicts

    Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

    Step 1: Prioritize Good Relationships

    How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

    Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

    Advertising

    Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

    Step 2: People Are NOT the Cause of Problem

    How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

    Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

    Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

    Step 3: Listen From ALL Stances

    How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

    Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

    Advertising

    Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

    Step 4: Listen Comes First, Talk Follows

    How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

    Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

    Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

    Step 5: Understand the Facts, Then Address the Problem

    How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

    Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

    Advertising

    Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

    Step 6: Solve the Problem Together

    How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

    Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

    Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

    Read Next