Module 4 Task 4: Anger Management Introduction: Plus point Anger is discussed in this chapter for one
Question:
Module 4 Task 4: Anger Management
Introduction: Plus point Anger is discussed in this chapter for one reason: it is an important emotion. However, what about our responses to feeling anger? Work cultures teach us not to show any anger at all, so that we are not seen as poor service providers or, worse, unprofessional or even deviant or violent. Although, of course, there are times when the expression of anger is harmful or unprofessional, we have taken this view so far that we now teach people to repress perfectly normal emotions. It is not appropriate to ask people to behave abnormally and there is even more evidence about the organisational and personnel costs of such suppression. New research shows that anger suppression forms a terrible burden on individuals. A Stanford University study showed, for example, that when people were asked to wear a poker face during the screening of Japan's atomic bombings during World War II, they were much more stressful to talk to peers once the video was over. Other research shows that college students who repress their emotions like anger, have more trouble making friends and are more likely to be depressed and that employees who repress anger feel more stressed about work. There is a better way. A recent study showed that even when employees show anger deemed inappropriate by co-workers, if co-workers responded in solidarity to anger (for example, by listening to the angry employee), favorable responses such as constructive job changes were the result. Yes, managers must work to maintain a positive, respectful, nonviolent culture. However, asking employees to repress their anger is not only an ineffective and costly strategy, it can ultimately backfire if the proper means to express and release anger are blocked. Point against Yes, anger is a common emotion. But it's also toxic. The experience of anger and its close correlation, hostility, is linked to many counterproductive behaviors in organizations. That's why many organizations have developed anger management programs to cushion the harmful effects of anger in the workplace.
The Bureau of Labor Statistics estimates that 16% of fatal workplace accidents were due to workplace violence. Do we believe that the people who committed these acts feel happy and content? To reduce anger in the workplace, many companies develop policies that govern behavior, such as yelling, shouting profanity, and making hostile gestures. Others include anger management programs. For example, one organization compulsorily conducted workshops internally that showed people how to deal with conflicts in the workplace before the person became angry. The director, who instituted the training said it " gave people the specific tools for opening a dialogue to work things out. " MTS Systems, an engineering firm in Eden Prairie, MN, partners with an external consulting firm to conduct anger management programs for your organization. Typically, MTS has an eight-hour seminar that analyzes the sources of anger, conflict resolution techniques, and organizational policies. This is followed by one-on-one sessions with individual employees and focus on cognitive-behavioral techniques to manage their anger. The outside coach charges between $7,000 - $10,000 for the one-on-one session seminar. "You want people who improve communication with others," says MTS manager Karen Borre. In the end, everyone wins when organizations try to diminish the experience and, yes, the expression of anger at work. The work environment is less threatening and stressful for employees and customers. Employees tend to feel safer. And the angry employee often helps as well.
Specific Instructions: 1. What do you think? 2. Write a reflection of at least three (3) pages related to your opinion regarding the previous situation. Write your referenced opinion at least three articles. No more than 5 pages to double space of the writing following the instructions above in the writings or essays. Indicate at least 5 items related to your point of view for or against the topic.
Financial Accounting A User Perspective
ISBN: 978-0470676608
6th Canadian Edition
Authors: Robert E Hoskin, Maureen R Fizzell, Donald C Cherry