The individual Sometimes Yelling is for Everyone's Good COUNTERPOIN POINT plante A is discussed throughout this chapter for a reason its 4 an important emotion There are benefits to expressing an

The individual Sometimes Yelling is for Everyone's Good COUNTERPOIN POINT plante A is discussed throughout this chapter for a reason its 4 an important emotion. There are benefits to expressing an - For one, research indicates that only employees who are committed to the organizations tend to express their anger and gen- cally only to leaders who created the station. This type of expres- sion of anger could lead to positive n a tional change. Second, suppressed and can lower job satisfaction and lead to a feeling of hopelessness that things will improve Even with these findings, we hear a lot about not responding emo- tionally to work challenges. Work cultures teach us to avoid showing any anger at all, lest we be seen as poor workers or worse, unprofes- sional or even deviant or violent. While, of course, there are times when the expression of anger is harmful or unprofessional, we've taken this view so far that we now teach people to suppress perfectly normal emotions, and to ignore the effectiveness of some emotional expression Emerging research shows that suppressing anger takes a terrible internal toll on individuals. One Stanford University study found, for example, that when individuals were asked to wear a poker face during the showing of a movie clip depicting the atomic bombings of Japan during World War II, they were much more stressed in conversations after the video. Other research shows that college students who sup- press emotions like anger have more trouble making friends and are more likely to be depressed, and that employees who suppress anger feel more stressed by work For the good of organizations and their employees, we should en- courage people not to hold back their emotions, but to share them constructively. Te nger is a common emotion. But it's also a V e d and the receiver Angry outbursts canto heart and contribute to diabetes, among other experience of another's anger and its close correlate ho ned to many counterproductive behaviors in Organic ay of Labor Statistics estimates that 10 percent of injuries result from workplace violence. That is why many have developed counteractive techniques to blunt the of anger in the workplace To reduce outcomes, many companies develop policies conduct such as yelling, shouting profanities, and making tures. Others institute anger management programs. For Organization conducted mandatory in-house workshops at individuals how to deal with conflicts in the workplace before over. The director who instituted the training said it are people cific tools for opening a dialogue to work things outMTS Systems Minnesota engineering firm, engages an outside consulting to conduct anger management programs for its organization to MTS consultants hold an 8-hour seminar that discusses SOX anger, conflict resolution techniques, and organizational policies is followed by one-on-one sessions with individual employees that cus on cognitive behavioral techniques to manage their age outside trainer charges around $10,000 for the seminar and one one sessions. The financial cost, though, is worth it for the entire benefits the participants receive. "You want people to get beter communicating with each other says MTS manager Karen Bome In the end, everyone wins when organizations seek to in both the experience and the expression of anger at work. The wo vironment becomes less threatening and stressful to employees and customers. Employees are likely to feel safer, and the angy employee is often helped as well Sources: B. Carey, "The Benefits of Blowing Your Top. The New York Times, July 6, 2010, D1: R Y Cheung and LP 'Anger Suppression, interdependent Self-Construal, and Depression among Asian American and European American College Students, Cultural Diversity and Ethnic Minority Psychology 16, no. 4 (2010): 517-25; D. Geddes and LI Stickney. "The Trouble with Sanctions Organizational Responses to DeviantAnger Displays at Won Human Relations 64, no. 2 (2011) 201-30:1. Fairley. "Taking Control of Anger Management, Workforce Management (October 2010): 10:LI Sticker and D. Geddes "Positive, Proactive, and committed: The Surprising Connection Between Good Citizens and Excressed vs. Suppressed) Anger at Work Negotiation and Conflict Management Research 7, no. 4 (November 2014): 243-64; and I Whalen, "Angy Outbursts Really Do Hurt Your Health Doctors Find The Wall Street Journal, March 24, 2015, D1, D4