Speaking With Hostile Employees
This study appreiates the fact that employees have diverse personalities are respond differently when annoyed. It is clear from this sudy that some may respond with exteme hostility even on the slightest provocation. Strategies like the use of humor, resolving differences later and being emphatic are essential in dealing with hostile employees. The key to addressing such cases is by enhancing and promoting a working culture that is based on understanding civil behavior, respect, and constructive conflict.
Speaking With Hostile Employees
Behaviors like "venting anger," "letting it out" or "losing it" are no longer considered healthy ways of expressing oneself honestly. We live in a culture where aggression can be the predicted and sometimes an approved response to disappointment, threat, or conflict. This is adversely affecting the workplace and in general employee relationships. The company must be seriously concerned about the issues because aggressive working surroundings are very traumatic and may lower employee performance. Aggressive individuals like Jones, who can kill group spirit, create anxiety among other workers and take part in sabotage and other dangerous behaviors. This makes possibly intense circumstances that could result in violent and sometimes even aggressive reactions. The following are some techniques and methods that can help deal with the case situation in a constructive manner.
Be empathic
The change in Jones regular behavior is an essential signal for aggression, and the manager need to know their staff...
Someone who is always structured and organized may become scattered. The manager should talk to Jones pointing out the behavior change in an empathetic manner and then enabling Jones to talk. Another critical facet is the ability to notice changes in Jones body language, showing that he is getting upset. Common indicators include aggressive fixed stare, clenched teeth, dry mouth, sweating, shallow breathing, and general muscle stiffness (England, 2012). As such, it is essential for the manager to evaluate and dissipate the scenario. This is possibly by pursuing the issue later and not immediately when emotions are still high. Jones could have become aggressive because he might have felt offended, misinterpreted or unheard. Anger management expert, Byrnes recommends the following tips in trying to dissipate possibly explosive circumstances.
Confront Jones privately to prevent embarrassment
Do not get upset, overreact or act aggressively; these will induce a similar reaction in Jones
Pay attention without judgment. Maybe Jones wants the manager to listen to what he has to say.
Validate Jones's emotions or position by mentioning phrases like "that is a good point," or" believe the fact that there is a problem."
Help Jones save face during the rage scenario. Do not pounce on a rush verdict or engage in a complicated line of argument
If necessary, recommend a delay so that Jones can cool down
If necessary, withdraw the case
Using Humor
"Silly humor" may help prevent anger in various ways. It can assist the manager get a more balanced viewpoint. Humor can always be trusted to soften a tense scenario. When Jones feels the urge to get angry, the manager can advise him to picture himself as the leader, in charge of the company, striding in his way in the situation. The more detail he gets into imaginary situations, the more changes he will have to learn that maybe he is unreasonable. He can also realize how useless the…
References
England, D. (2012). The Essential Guide to Handling Workplace Harassment & Discrimination. Berkeley, CA: Nolo.
Hellriegel, D., & Slocum, J.W. (2009). Organizational Behavior. Mason, OH: Southwestern Cengage Learning.
Jones, R.M. (2007). Strategic Management in a Hostile Environment: Lessons from the Tobacco Industry. Westport, Conn. [u.a.: Quorum Books.
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