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Anger in the Workplace:
When It's Time For Anger Management
Training can help all
employees, not just the worksite hothead deal
productively with emotions.
Turnout was good at Aon Services in Chicago
when the company brought in a psychologist to
give workshops on anger management. But Chet
Taranowski, the company's internal employee
assistance program (EAP) coordinator, noticed
something odd: A lot of people who came had
someone else in mind. They were there because
someone in their lives had an anger problem,
not because they felt they had a problem
That's one of the ironies of addressing anger
in the workplace. Employees certainly aren't
oblivious to the hothead sitting in the next
cubicle or standing by them on the production
line. But people who have anger problems don't
necessarily recognize it in themselves,
Taranowski says. They're often surprised and
shocked when someone confronts them with it.
In the past, many companies conspired with
employees to look the other way. After all,
confronting an employee in denial is a
thankless job, and it's likely to make an
anger-prone person...well, angry. But in a
security-conscious world, this non solution is
a nonstarter, so more companies are looking for
ways to help employees get their anger under
control. A 2003 Society for Human Resource
Management survey illustrates this trend: Of
270 HR professionals responding, 16 percent
reported that their companies offered anger
management courses to employees, double the
percentage in 1999.
It's a Mad, Mad, Mad, Mad Workplace
Anger is undoubtedly a factor in some of the
1.7 million violent victimizations, mostly
assaults, that Americans experience while
working each year. (This includes incidents
involving customers, clients, students and
other nonemployees.) Employers that don't
address potential problems could pay a heavy
If an employer ignores warning signs leading up
to a violent incident, it could be held legally
liable. But even if the company has done things
right, the cost of defending itself averages
$700,000, Anderson says. Clearly, it's in a
company's best interest to deal with hostile
employees before they become violent
Yet even lower levels of chronic anger and
worker conflict can increase absenteeism and
decrease productivity, says Bernie Golden, a
clinical psychologist and founder of Anger
Management Education in Chicago. It creates a
less cohesive workplace and damages morale.
Anger also competes with focused attention, so
it impairs judgment and increases reaction
time. These effects, in turn, raise the risk of
critical errors and accidents.
Plus, intense or long-lasting hostility has
been linked to medical problems such as high
blood pressure, high cholesterol and heart
attacks that may drive up health insurance
Stop the Madness
For employees who are always simmering, anger
management training may help them control their
feelings and keep them from boiling over into
Many employees are referred to training
directly by HR, while others come via their
company's EAP. Since anger per se is not a
diagnosable mental disorder, health plans
typically don't cover anger management
treatment. Instead, the employer or EAP usually
picks up the tab, although some companies
require employees to pay it for themselves. The
training is typically presented in either small
group classes or one-on-one coaching sessions.
Not surprisingly, group training is the less
expensive alternative. Since the field is so
new, there are no statistics on average fees
nationwide. As a benchmark, though, Anderson
says his classes generally run about $500 per
employee: $70 for the initial assessment, $30
for a client workbook, and $40 per hour for an
average of 10 one-hour classes. Anderson also
provides one-on-one coaching, but, at $250 per
hour, he says, most companies reserve this
option for executives.
Whether the anger management program consists
of group training or one-on-one coaching, most
providers space out the sessions at weekly
intervals. Some also offer accelerated classes
that cram several hours of training into a
single day. At times, there may be pressing
reasons for choosing this route. For example,
Anderson has one large corporate client that
takes its employees off the clock until they
complete their training. Obviously, it's
important to get employees back to work as
quickly as possible. But if someone were to ask
me if I recommend this approach, I would say
no, Anderson says. If the option is there, it's
best to spread out the training over time,
because one key to good results is practicing
Anger Management 101
At a typical anger management session, you
won't see people analyzing how their parents
botched approach to toilet training warped
their personality. The focus of an effective
session is on teaching people life skills, not
providing therapy. Unlike depression and
anxiety, anger is not recognized as a disorder
in the Diagnostic and Statistical Manual of
Mental Disorders, the main reference manual of
the mental health professions.
We are there to help people unlearn negative
ways of dealing with anger and learn more
positive ones, says Nixon. You don't teach a
person not to get angry. It's a natural
emotion. The goal is teaching people how to
channel their anger and how to behave when they
do get angry.
Most anger management training incorporates
skills such as stress reduction, communication,
conflict resolution and problem-solving. In
theory, this sounds like a good mix, but hard
data on outcomes are lacking. The effectiveness
of many anger management programs is simply not
known, says Jerry Deffenbacher, a psychology
professor at Colorado State University who has
researched anger for more than two decades.
One possible drawback to group classes is that
it may be difficult to reach all of the
participants. For example, class participants
may include both people who are psychologically
ready to change and those who are still in
These are two very different types of people,
Deffenbacher says. They may be equally angry,
but putting them together in a common class may
not be the best way to go. Also, there's good
literature in other areas of psychology to
indicate that, if you aren't ready to change,
the intervention probably won't take hold.
Keep in mind that anger management training is
geared to folks with garden-variety anger
issues. At times, though, angry or irritable
behavior may be a symptom of a more pervasive
psychological problem, such as addiction,
post-traumatic stress disorder or depression.
Any anger management program should include an
initial assessment that sorts out people who
are likely to benefit from anger education from
those who really do need therapy or medical
How do you know when an employee might be a
good candidate for anger management training?
Some warning signs are relatively
straightforward, such as being chronically
irritable, impatient, short-tempered,
argumentative or sarcastic. Fellow employees
may report that there is frequent conflict, or
increased tension or lack of cooperation,
Golden says. There might also be increased
absenteeism or tardiness.
Be alert, too, for signs of cold contempt, says
Anna Maravelas, president of TheraRising in
Arden Hills, Minn., and author of How to Reduce
Workplace Conflict and Stress (Career Press,
2005). At work, a lot of anger isn't expressed
by yelling, because people don't want to get
fired or disciplined for it. Instead, some
employees may express their anger in less
direct ways, such as backstabbing, rumor
mongering and turf wars.
Angry employees are found on every rung of the
corporate ladder, from minimum-wage workers to
top-level executives. But according to Golden,
one thing many of these employees have in
common is unrealistic expectations.
Let's say their firm is downsized, and suddenly
they're doing not only their own job, but also
the tasks of others who have left, Golden says.
They maintain the expectation that they will be
rewarded for the extra time and effort. While
that might be a reasonable expectation, it is
not necessarily a realistic one in the current
When employees don't get the rewards they
expect, they can wind up disillusioned,
resentful and angry.
Suggesting that an employee go to anger
management training is one thing. Getting the
employee to actually show up is another.
In some cases, you may be able to mandate
attendance as a condition of continued
employment for instance, if an employee has
behaved in a way that would otherwise be proper
grounds for discipline or termination.
But a caveat: If the employee's behavior might
have been caused by a mental impairment as
defined by the Americans with Disabilities Act
(ADA), you'l need to take special care, warns
Karen Karr, an employment attorney at the
Steptoe & Johnson law firm in Phoenix.
If an employee acts violently, the employer may
suspend or terminate that employee, even if the
behavior results from a disability.
The ADA does not require an employer to
accommodate an individual who poses a direct
threat says Karr. But a dilemma arises when an
employee whose behavior might be caused by a
mental impairment merely threatens violence.
Says Karr In this case, the employer may
discipline the employee only if there is
objective evidence that would lead a reasonable
person to conclude that the employee is a
threat to the workplace. Otherwise, the
employer must accommodate the disability.
One way to gather objective evidence is with a
formal threat assessment. If the assessment
indicates that a particular employee is at risk
for becoming violent, the employee may be
disciplined or, alternatively, sent to anger
management training. Says Nixon, If, as a
result of the threat assessment, I's determined
that this employee needs to work on anger
issues, that is something the company can
In most cases, though, you'll probably be
strongly encouraging an employee to go to
training rather than actually requiring it.
Often, the response you get may come down to
how you present the situation. You wouldn't
want to enter into a power struggle with an
employee who already has anger issues, says
Steven Uhrik, an HR consultant from Villa Park,
Ill. Instead, ease into the conversation with a
few positive comments. Then state the problem,
and be ready to back up your points with
documentation. Bse everything on performance or
attendance, Uhrik says. Spell out the
consequences for continued problems as well as
the potential benefits of addressing them.
Document everything, but be careful about what
you put in the employee's permanent record,
Uhrik adds. Use nonjudgmental, behavioral
descriptions of the employee's actions, and be
able to demonstrate their effect on the
workplace. Instead of writing that the employee
was referred to anger management class, Uhrik
recommends using the phrase appropriate company
resources were provided to the employee. That
way, if the employee's file is ever seen by
anyone, including the employee or an opposing
attorney, it doesn't contain anything that
might be construed as defamatory.
Finding someone qualified to help your
employees can be trickier than it sounds.
The ideal is a professional with substantial
training and experience in anger management.
But since anger isn't recognized as a mental
disorder, strategies for managing it aren't a
big part of the education that most mental
health professionals receive. Therefore, it's
important to make sure that people advertising
anger management services really have the
Anderson & Anderson has a network of certified
facilitators who use its model of anger
management. Also, a small group of facilitators
and providers banded together in 2004 to form
the American Association of Anger Management
Providers. Both organizations offer directories
of providers on their web sites.
In addition, since many anger management
providers take referrals from the courts,
Golden suggests calling probation offices or
social services agencies for recommendations.
Look for a provider who not only has the
necessary education and experience, but who
also does an initial assessment and has a
well-defined training approach.
Once you've found a qualified provider, don't
hesitate to refer employees when they need it.
Sometimes, just the process of identifying
anger as a problem is a helpful experience for
employees, because they're clueless, says
Taranowski. So, do the company hotheads and the
company a favor, and clue them in to anger
Source: Linda Wasmer Andrews
Court approved anger management certification! Learn Anger Management Techniques and Anger Management Skills Quickly
All of our Online Anger Management Classes and Anger Management Workshops include instant access to your court approved certificate upon completion!
After each lesson there is a brief quiz. To pass and move on to the next lesson, you must get a score of at least 80%. You may try as many times as you like. There are no restrictions on how many times you can retake the lesson quizzes. At the end of the anger management course, there is a test. Once you pass the anger management course test, you will instantly receive a court required anger management certificate of completion you can print right at your computer and present to the court! Click on the image to enlarge it and see your Anger
Management Classes Court Certificate:
Not only will you learn Anger Management Techniques which will change your life but you will automatically and without any charge or fee receive a Free copy of James A. Baker's 216 Page best-selling anger management book, "The Anger Busting Workbook"!
The core anger management techniques of this anger management class is based on the award winning Anger BustingT Workbook. James A. (Jim) Baker's acclaimed manual delivers life changing help for those struggling with out of control anger. Named a Foreword Magazine finalist for Book of the Year!
The Anger Busting Workbook by Noted author James A. Baker
Our life-changing anger management techniques workbook is available for purchase here as well.
BUT, if you are a victim of an abusive spouse or are the abuser, you may read an online copy here free of charge for immediate help. The Anger Management Techniques Workbook was developed with the express purpose of providing anger clients with simple yet effective solutions for controlling anger fast. And it WORKS! The course covers important online Anger Management Techniques that teaches anger control principles and anger management techniques like:
. How to get complete control of your anger and stay in control at all times
. Stopping your anger addiction cycle before you ruin your life
. The Consequences of Anger on Relationships, Employment and Health
. Learning online Anger Management Techniques and the Relationship of Anger to Addictive Behaviors
. Dealing with and Understanding the Nature of Anger and Recognizing Anger Styles
. Learning anger management techniques and your Anger Triggers
. Online Anger Management Techniques and the Relationship Between Situations, Belief Systems and Emotions
. Replacing Irrational Thoughts With Rational Ones through online Anger Management Techniques
. Techniques for Cooling Off Anger Responses
. Practicing Assertiveness to Express Healthy Anger
. The Importance of Setting Good Boundaries
. Helpful tools to improve communication
. Confronting denial, exposing scapegoating and accepting accountability
. Understanding the fight or flight syndrome
. Sixteen angry behaviors that you must immediately stop doing for any reason.
. Twenty positive belief system concepts
. Communication skills to use when you are in either the Deep Doghouse or the Shallow Doghouse through proper use of online anger management techniques that work every time This practical and powerful online course not only fulfills the court mandated anger counseling requirement, it also REALLY WORKS! Every day we hear from clients across the continent telling us that taking this unique, straightforward anger management course has changed their lives. Not only do they tell us they have been able change the way they deal with anger, they say it has also made a big difference in their relationships with their spouses, friends and coworkers. Click here to sign up now! Get your court mandated anger management certification instantly upon completion!
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Anger Management Techniques
In our Anger Management Seminars, online Anger Management Classes and online Anger Management Workshops you will learn Anger Management Techniques that will help change your life.
Of all our emotions, anger has the potential to be the most destructive. Sure, anger is sometimes justified, such as when it spurs us to right a wrong. But most of the time, anger rears its ugly head when we are most vulnerable to it, and when a big blow-up is the last thing the situation calls for.
Strange, isn't it, how anger seems to catch us when we are at the end of our emotional rope? Strange, but significant, in showing how vulnerable we can be to angry outbursts when left to our own devices. And if that's not bad enough, anger usually brings with it only a cup of the kind of positive energy that generates good deeds for every barrel it brings of temper and rage.
Left uncontrolled, anger can spur people to blow their stack way out of proportion to what the situation calls for. It's bad enough when the rage is verbal, and it's even worse when it's physical. But don't kid yourself. Both of these kinds of anger leave scars that can take a very long time to heal, if they heal at all.
People who constantly lose their temper at the least little provocation are well down the road to forming the anger habit without even thinking about it. Too many explosive episodes of flying off the handle can cost them their jobs, relationships with family and friends, and even their marriage. But, just as habits can be learned, they can also be un-learned, or at least managed.
All too often, it's the stresses and frustrations of life that trigger episodes of lashing out. So it should come as no surprise that the most common root cause of anger is un-managed stress. Although a some people are able to control their anger themselves, a great many others need help to find new and better ways to rein in their temper. That's where anger management techniques training and anger management classes can make a big difference.
Anger management training from a skilled professional, such as a counselor, psychologist, or other qualified workshop leader often includes a variety of methods for dealing with un-wanted anger. There are numerous anger management classes available today for anger management training. These anger management techniques in our training offer options that give people methods and practices to help them manage their anger, and to find alternative ways to channel their emotional energy into more positive outlets. Anger management classes have also proven to be effective in helping people recognize the kinds of problems and stresses that trigger their over-the-top outbursts. They can then learn to use these recognition skills as "early warning" devices to ward off temper tantrums before they occur. Online Anger management classes also help people discover attitudes and behaviors that can help them manage their emotions in general.
Well-designed classes of anger training that are certified and approved by professionals in the field of anger management techniques are now being offered online. Given their convenience and effectiveness, it's no wonder that more and more people are opting for online anger management classes. Online anger management classes are increasingly popular with people whose personal and professional schedules make attending classes in person too time-consuming and too expensive, given the costs of transportation and childcare. An online anger management class has the same course content as a traditional face-to-face class, but it also takes advantage of the tools and techniques of the Internet. On top of that, certified online anger management techniques and anger management classes are facilitated by experienced online learning professionals to help and support class members. There are many good reasons to enroll in online anger management classes, but the best one is that the sooner you enroll, the sooner you can be on your way to a happier and more productive future.
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