	Article Directory		Article Submission Service		Article Marketing Blog		Publishers		Member Log In

Article Directory :: Self-Improvement/Motivation Articles

How To Manage Anger and Stress

By Jason Lee

Republish: EasyPublish™
Published: 10Jan2012
Word count: 952
Viewed: 80 time(s)

Get Free Content For Your Site

The term "anger management" is widely used now as if the subject stands alone. However, "anger management" is simply an aspect of managing stress, since anger in the workplace is a symptom of stress in denial, and as such is best approached via one-to-one counseling. Training courses can convey anger management and stress reduction theory and ideas, but one-to-one counseling is necessary to turn theory into practice. Management of anger (and any other unreasonable emotional behavior for that matter) and the stress that causes it, can only be improved if the person wants to change - acceptance, cognizance, commitment - so awareness is the first requirement. Some angry people take pride in their anger and do not want to change; others fail to appreciate the effect on self and others. Without a commitment to change, there is not a lot that someone can do to help; anger management is only possible when the angry person accepts and commits to the need to change.

A big factor in persuading someone of the need to commit to change is to look objectively and sensitively with the other person at the consequences (for themselves and others) of their anger. Often, angry people are in denial, so removing this denial is essential. Helping angry people to realize that their behavior is destructive and negative is an important first step. Discuss the effects on their health and their family. Get the person to see things from outside themselves.

As with stress, the next anger management step is for the angry person to understand the cause of their angry tendency, which will be a combination of stressors and stress susceptibility factors. Angry people need help in gaining this understanding - the counselor often would not know the reason either until rapport is established. If the problem is a temporary tendency then short-term acute stress may be the direct cause. Use one-to-one counseling to discover the causes and then agree on necessary action to deal with them. Where the anger is persistent, frequent, and ongoing, long-term chronic stress is more likely to be the cause. Again, counseling is required to get to the root causes. Exposing these issues can be very difficult. So, great sensitivity is required. The counselor may need several sessions in order to build sufficient trust and rapport.

The situation must be referred to a suitably qualified person whenever necessary. When the counselor is unable to establish a rapport, analyze the causes, or agree on a way forward. In any event, if you spot the need for anger management in a person, be aware that serious anger, and especially violence, is a clinical problem and must be referred to a suitably qualified adviser or support group. Under no circumstances should you attempt to deal with seriously or violently angry people via workplace or counseling. These cases require professional help.

Establishing commitment to change and identifying the causes is sufficient for many people to make changes and improvement - the will to change, combines with awareness of causes, then leads to a solution.

Jason Lee has just finished his website Apply Your Ideas. It has been mentioned already on a bunch of different websites, most notibly on this app site.

EasyPublish™ this article - publishers click here