1. Suppose you have under your supervision a manger who has difficulty managing his anger.

What sorts of problems might this create for a) the productivity of his team and b) for the organization as a whole? What personal and organizational strategies would you suggest to help resolve this problem?
1.0. Background: Anger is widely considered inimical to organizational work as it provokes aggression that disrupts relationships and productivity (Glomb & Hulin, 1997; Skarlicki & Folger, 1997; Fox & Spector,1999; Lewis, 2000). There are many reasons why employees become angry. Downsizing, rapid change and heavy pressure to produce and innovate may be intensifying anger in organizations. Some have legitimate concerns about organizational problems, but have poor social skills which end in anger when they cannot effectively communicate those concerns. Some people have attitudes about themselves, about others, and about life which pre-dispose them to behave in ways that are irrational and disrespectful towards others. In a recent Gallup poll, two out of every ten employees in states confessed to being angry enough to hurt a co-worker in the last six months. An attempt is made to understand the problems caused because of anger on oneself and others in the team and the organization, nature of anger and the strategies at personal and organizational level on the light of learnings from Bhagavad gita. 2.0. Problems of anger: Anger is nothing but an expression of pain and expectation. Anger is an emotional state that varies in intensity from mild irritation to intense fury and rage. Aggression is an intentional desire to harm someone. Rage is when anger explodes into completely irrational behavior and there is loss of self-control. Hostility is a chronic state of anger and antipathy toward people. Anger is temporary and episodic reaction to a frustrating situation whereas hostility is a personality characteristic. Anger makes one uncomfortable. 2.1. Anger out: Anger feelings directed toward other persons or things is called Anger out. The reasons for this may be there is no choice other than to show anger, to show oneself powerful, to hide other emotions and uncomfortable in close / intimate relationships. The signs of anger out are Assaultive Physical & verbal cruelty Rage Slapping Shouting Kicking Hitting Threaten with knife & gun Aggressive Overly critical Fault finding Name calling Accusing Nagging Whining Sarcasm Prejudice Flashes of temper compromises

The consequences of the anger out are physical destruction, impair relationships, physical and mental health, legal ramifications and heart disease.

2.2. Anger In. Anger that is directed inwards towards oneself is called Anger In. The reasons attributed for this is fear of hurting / offending, fear of being disliked or rejected, fear of losing control, feeling its inappropriate to be angry, unable to cope with strong intense emotions and fear of damaging or losing relationship. The anger in signs are withdrawal from the situation, quiet remoteness, silence, little communication, guilt, tiredness, anxiety, addictive behavior like drinking, over eating or drugs and depression. The consequences of the anger in are hyper tension, anxiety, depression, accident proneness, passive aggressive personality, cynical and hostile behavior and Cancer. In fact, Anger has been declared as one of the three gateways to hell in Bhagavad Gita. tri-vidha narakasyeda dvra nanam tmanah kmah krodhas tath lobhas tasmd etat traya tyajet ( 16 -21) There are three gates leading to this hell--lust, anger and greed. Every sane man should give these up, for they lead to the degradation of the soul. 3.0. Consequences of Anger. The physical symptoms of anger includes thumping heart, tightening of throat or chest, indigestion and/or hunger, some of the symptoms of irritable bowel syndrome prickling at back of head, feeling of pain in chest/heart area, headache and weary feeling in the body. Undoubtedly, anger can be safely declared as one of the immediate causes of a lot of heartache and ruin. In bhagavad gita, the consequences of anger is well explained krodhd bhavati sammohah sammoht smrti-vibhramah smrti-bhrad buddhi-no buddhi-nt pranayati

(2.63)

From anger arises delusion, and from delusion, bewilderment of memory. When memory is bewildered, intelligence is lost, and when intelligence is lost, one falls down again into the material pool. The major features are a. When anger takes over the better side of us, we are in total delusion. b. We feel disoriented, completely confused and unsure as to what is going through our minds. ( bewilderment of memory) c. We lose our capacity to use our intelligence diligently and end up doing things we shouldnt do. d. This results in our final fall down to a point of no recovery. 4.0. Causes of Anger: In Bhagavad Gita, it is said while contemplating the objects of the senses, a person develops attachment for them, and from such attachment lust develops, and from lust anger arises. dhyyato visayn pusah sagas tespajyate sagt sajyate kmah kmt krodho 'bhijyate ( 2- 62)

The major points in this sloka are :

a) Our senses come In contact with a sense object. Sense object refers to anything that we see, hear, taste, touch or smell or even something that we think of in our minds. b) After the first point of contact we develop an attachment or liking for it. c) The obvious third step is to develop a desire (lust) to possess it or have it done our way. d) And finally when that does not occur, the emotion manifests as anger.
So it appears as though the problem first arises when the senses come in contact with their sense objects. We expect certain things to happen and there is an obstruction between what to happen and ourselves. In other words, between the desirer and desired, there is an obstruction blocking the fulfillment of what is desirable. Because of this obstruction, this desire is deflected. The deflected form of desire or expectation is called anger. 5.0. Basic Principles when Managing Angry Employees Conflict/Angry situations become negative and destructive when they are not dealt with promptly and effectively. When such situations are dealt with properly, there is a tendency for a team to get stronger and better. Although angry employees may want a specific issue addressed, they are also seeking something else that is equally or more important. They want to be heard. If you do not provide a means for angry employees to be heard, they will find other more subversive ways and you wont like it much. Other staff members will observe very closely how you handle anger directed at you. Even if you have a private discussion with an angry employee, other co-workers will almost certainly know about it. Your ability to lead will depend on your behavior and the interpretation of your behavior. Most people react to anger directed at them with one of several fight or flight responses. The person on the receiving end responds aggressively, defensively, or by avoiding the situation. Only in rare occasions will one of these gut reactions be effective in dealing with anger. When an employee expresses anger, deal with it as soon as possible. That doesnt mean in two weeks! By showing a desire to make time to discuss the situation, you are showing that you are concerned and value the employee and his or her perceptions and feelings. Many performance problems reach a critical proportion as a result of delay in dealing with anger. Certain situations require privacy for discussion since people will be unwilling to air their feelings at a public meeting. However, if anger is expressed during a staff meeting, you can develop a positive climate in the organization by dealing with it effectively in public. One technique is to ask the angry employee whether they would like to discuss it now, or prefer to talk about it in private. Always allow the employee to talk. Dont interrupt. Borrow a technique used by expert negotiators to establish agreements. Before getting into the issues, lay the groundwork by finding something on which the two of you can agree. This shows that you can reach agreements and that the problem can be resolved. Strive to save the employees dignity during a confrontation. Do not attack a persons rash statements. This only continues a muddled line of thinking.

Schedule a delayed meeting so people can calm down if the employee is very emotional or the engagement seems out of control. Keep the discussion as objective as possible. Focus on the problem at hand, not on the personality of the individual. If the employee appears overly aggressive, withdraw immediately. If your efforts fail to calm the employee, report the incident to your supervisor or another manager in your chain-of-command.

Summing up in Dos and Dont

Dos
Sit down and talk. Stick to one issue at a time. Take timeouts before you lose control. Listen to what the other person is saying. Attack problems, not people. Be open to discussion & compromise. Be flexible. Be responsible for what you say & do. State your feelings.

Dont
Hit, push, shove, hold, or threaten. Stand up and yell. Make faces or make fun of others. Swear or call people names. Get stuck in the past. Say forget it, Tough, Who cares, So what Interrupt. Always have to get the last word. Have to win every battle.

6.0. Strategies for overcoming anger (Personal and Organisational) The following strategies are suggested to control anger. 6.1.Know ones triggers - Figure out what makes one angry. It may not be what one think. Keep a journal for a week and document exactly what onedo all day and how it makes one feel. This will help one pinpoint when your anger starts to rise and what sets you off. 6.2.Avoidance - Once one know your triggers, try to avoid them if possible. Of course, sometimes one cant do this, such as when it involves a necessary work task. If one cant avoid the triggering event, find a way to make it better or easier. 6.3.Take a break - When one feel yourself becoming anxious and about to have an outburst, remove yourself from the situation. Find a quiet place to take some deep breaths. 6.4. Relaxation Techniques - Many people use relaxation techniques to keep their physiological response to stress at a low level. Try concentrating on your breathing. You can also count down from ten which also helps you calm down. 6.5. Dont overwhelm yourself - Many people become angry when they feel overwhelmed and stressed. Try to keep yourself stress-free by not taking on too much and handling things as they come. 6.6. Rationalize - While you are upset, stop and think about why you are having an outburst. Being able to stop yourself is the first step to preventing anger. 6.7. Take it out appropriately - Many people with pent up anxiety release their frustration through exercise. Participation in sports is also great for relieving anger due to stress

6.8. Reflective Exercise: Referring to the Look Back on Anger exercise,

What do you do with anger that isnt justified? Do you translate it into depression, resentment or some other emotions? How do you feel about your anger? What anger do you allow yourself to express and how do you express it? What would you like to change about the way you express your anger? What do you feel about other peoples anger? Does it frighten you? Does it make you anger? Are you prepared to take responsibility for your anger? If not, who should?

6.9. Effective feedback: Good feedback on workplace behavior includes these steps : Give a prompt, concrete description of behavior you observed and want to encourage or discourage. Listen openly, putting aside your own agenda. Avoid labeling the individual based on his or her actions. Avoid evaluating the actions in terms of right or wrong. Assess the appropriateness of the behavior in terms of its impact on the workplace. Avoid becoming involved in the employee's personal issues. Instead, focus on work related concerns. 6.10. Wisdom of the East: 6.10.1.As per Yoga Sutras of Patanjali, anger management involves thinking opposite at that moment of anger. Or at the time of anger, one should learn to be in silence and take deep breaths. 6.10.2. As per Lord Buddha, during anger, one should think differently. 6.10.3. As per Adi Shankracharya, anger management involves thinking positive at that moment. 6.10.4. As per Dr. Deepak Chopra, one should get in touch with his anger, identify the nature of anger and take some action to express and release the anger which may mean throwing stones at the ocean, using a plastic bat to beat the pillow. Physical activity is extremely powerful way to let go and express anger. Swimming, dancing, yoga, cycling or even brisk walking helps. 6.10.5. As per Osho, indulging in physical activity like dancing is the best way of managing anger. 6.10.6. As per Shiva Puran, anger management is described under Neelkanth role of Lord Shiva. The colour blue means slow poison (one of them being anger) which is kept in the neck. It indicates that anger should not be expressed or suppressed but should be managed. Management involves continuously (Jatadhari) with cool mind (Moon), one should direct positive thoughts (Ganga) towards the reason for anger keeping the ego under control (Naag) with head directed in. 6.11. Post anger management a. As per Vedic Science, time is the best healer; just leaving the situation reduces anger. b. One must analyze the situation and act and not react c. If one is at fault one must confess and seek forgiveness 6.12. Organizational Strategies:

6.12.1 Organization / institution can facilitate the following for enhancing the following for the wellbeing and mental health of employees. They include:

Adoption of policies that protect employees from discrimination Efforts by organizations to promote greater understanding about mental health problems among employees Improvements and enhancements to assist employees with mental health problems Greater openness about mental health and mental health problems in the workplace Training on mental health issues to promote awareness and ensure that mental health policies are being followed by managers.

6.12.2. Sensitization of the employees: The endo system has to be created for sensitizing the manager to understand the anger problem, the drainage of resources / productivity because of the anger, enable to to recognize the problems of other individual in order to aid them in making their maximum contribution. To conclude , Anger management deals with the management of ones anger so that the least possible damage is felt to self, others and the environment. This involves understanding ones anger patterns and dealing with them effectively. One who can manage his own anger effectively can possibly manage the anger of others as well. In the context of organization, the team is a collection of individuals with interdependent roles working for some goals which are also congruent with the individual goals. The characteristic are members are interdependent, it has common goals or goals; each member has a distinct role and whose contribution is an important as any of them; and there is congruence between that of individual goals and that of the team goal. When people feel happy and excited, they have far more energy at their disposal than people who are depressed or disinterested. Thus, a spirited workforce has more "fuel" to power their production. On a practical level, the happier an employee is with their work and their company, the more likely they will work hard.

Literature Review:

a. Anger

1. Plato viewed anger as basically an animal passion, but one in proximity to reason. He arrived at this by dividing the psyche into three parts: a. The animal part, filled with irrational passions, or emotions, reside in the trunk of the body. b. The immortal, rational part, reside in the head. c. A third part, reserved just for anger, resides in and around the chest and neck, and belongs both to passions and to reason.

He viewed anger as a mixed blessing, sometimes good, when rightly provoked, but often a great danger to the state if it caused the individual irrationally to defy the states authority. 2. Aristotle on the other hand, believed that anger was based on judgment, hence, was closely aligned with reason. He held that anger was a natural response to painful situations, and that it involved both the body and the soul. Anger was valuable, according to him, and a virtuous person was one who could feel anger at the right time, toward the right people, for the right motive (Aristotle, 1991). 3. St. Augustine defined anger as judgment by which punishment is inflicted on sin. 4. Anderson (1978) said that anger may be a defense to avoid painful feelings; it may be associated with failure, low self-esteem, and feelings of isolation; or it may be related to anxiety about situations over which the child has no control.

5. Spielberger (1985) has defined anger as an emotional state that varies in intensity from mild
irritation to intense fury and rage. He felt anger can be expressed in a variety of ways and this is assessed with State-Trait Anger Expression Inventory (STAXI-2), Spielberger, 1999 Spielbergers famous scale, The State-Trait Anger Expression Inventory, has distinguished between the following: a. State-anger: situation specific and not stable. b. Trait-anger: stable personality trait that leads to angry reactions. c. Anger-in: anger withheld and suppressed. This is a characteristic of individuals who have anxiety and depression. d. Anger-out: anger expressed openly physically, verbally or toward the source of irritation. e. Anger-control/out: controlling angry feelings by preventing the expression of anger toward other persons or objects. f. Anger-control/in: controlling suppressed angry feelings by calming down or cooling off.

6. Shaver et al., (1987) say that anger often involves a wide variety of feelings, labeled as irritation, annoyance, disgust, resentment, and fury. 7. Luhn (1992) says that anger is made up of different reactions that cause us to be irritated, annoyed, furious, frustrated, enraged, and even hurt. Our response to anger involves our body, our behavior, and our thought process. He argues that it is not the event that causes us to feel angry, but it is how we view the event and provocations that cause us to respond in a specific way.

8. Deffenbacher et al., in 1996 said that anger is a common and universally experienced emotion, which occurs on a continuum from mild annoyance to rage or fury. In 2002, Deffenbacher et al. stated that anger is a complex emotion and occurs as a result of an interaction between one or more eliciting events, the individuals pre-anger state, appraisals of the eliciting events, and available coping resources. 9. Chicago Bible Students (1996) observed that anger is a strong emotion that expresses displeasure or dislike and can be either constructive or destructive. 10. Barrett (1997) described it as the emotion that is the fight for life. It is an important aspect that humans need to survive and live healthy. 11. Humphrey (1997) described it as primal emotions or an emotion that is innately rooted as a means of survival. 12. Evans & Yazdpour (1997) gave the most important definition of anger i.e., it is a temporary emotional state that is caused by frustration. 13. Warren (1990) stated, Anger is a physical state of readiness. When we are angry, we are prepared to act (p. 77). 14. Marion (1997) described anger as having three components: the emotional state; the expression; and the understanding of anger, or the interpreting and evaluating. 15. Capozzoli and McVey (2000) stated anger is A feeling of indignation and hostility that involves complex emotions and depends on how we evaluate events and/or situations. 16. Novaco (2000) stated anger is a negatively toned (unpleasant) emotion and an internal occurrence, which is subjectively experienced as a highly aroused, agitated, and antagonistic state of mind. 17. Novaco in 1975 had defined anger as having four distinct components: physiological, affective, behavioral, and cognitive. The affective component of anger relates to the strength of emotional responses toward anger-provoking situations.

 The behavioral component refers to coping mechanisms, which may be positive or destructive, that people use to express anger. The cognitive component reflects the types of negative beliefs, or hostility that people have about the world, and in particular, refers to the negative attributions they hold toward others or places. 18. Murphy and Oberlin (2001) stated that anger is A powerful response, triggered by another negative emotion that results in an attack of variable intensity that is not always appropriate. According to them anger is not a pure emotion. There is a broad range of negative emotions that trigger anger pain, frustration, oneliness, boredom, fear, rejection, jealousy, disappointment, embarrassment, depression, and humiliation, to name just a few. 19. Sisco (1991) stated, Sometimes other emotions such as fear, hurt, guilt, shame, sadness, jealousy, frustration, loneliness, even joy, will trigger anger in us. Then anger can become a way of covering up or defending ourselves from these other emotions. 20. Warren (1990) stated that anger places an individual in a state of readiness therefore, one should use that energy immediately so that your body can relax and get back effectively to baseline. If you maintain the state of anger for too long, it may result in considerable physical damage. 21. Horn and Towl (1997) stated that anger can occur when a person feels powerless or threatened. 22. In the American Heritage College Dictionary, (1993) anger is defined as a strong feeling of displeasure or hostility.