By our very nature we are all interactionists and by this we define our roles in life through our relationships with others. In all interactions, including the workplace, we present our expectations by teaching others how to treat us in the form of creating interpersonal boundaries. The concept of  teaching an employer how to “treat us” may read odd,  and yet we are our best expert OR enemy when we let others treat us as they will.

Organization Anger Management for Workplace Safety is a systems approach to maximizing workplace safety between employer and employees. As a systems approach, Organization Anger Management provides a program based upon the simple principle that within all organizations, as in families, there are definable roles. The role people fill and how they identify themselves within those roles, sets for appropriate or inappropriate expression.

Employment is a relationship, and as in all functional, productive relationships, those involved “need” to feel validated.  They need to feel validated through respect, but more, the uniqueness’s of each employee must be negotiated and compromised in terms of expectations and their “shared” boundaries.

Interpersonal boundaries constitute frustration tolerance.  We all experience a threshold of what we will and will not tolerate.  When that threshold is crossed, depending upon how the involved responds, is grounded in his or her self-efficacy to communicate their innate need for competence and independence.  Lacking the self-efficacy to communicate and cope with crossed boundaries, the involved is motivated to gain power of control.

Lacking the necessary skills, the involved may experience the boundary crossing in the form of a threat, and suppress their perceived incompetence and dependence. They may suppress and later take out their frustration on those who are within their zones of comfort, or in a base case scenario, they may assert themselves in a rational functional manner as not to offend or threaten, or in a worse case, exploit themselves or others through hostile aggression.

We all want to be the executives of how we live our lives, and yet for many of us, our wants are marred by our conditioned inadequacy, insignificance, and inferiority, which culminate in our insecurities.  We all have insecurities, for no one is totally secure, adequate, or significant. In order to protect our insecurities within the workplace, we wear masks in the form of interpersonal armor. As in all armor, there are weaknesses.

We communicate our insecurities through our interactions, and communication is 60/30/10.  Sixty percent of communication is body language, thirty percent is inflection or tone in our voice, ten percent of communication is words.  In this case, talk is cheap.

The key to all effective communication is the self-efficacy to rationally and functionally teach people how to treat each other. When employees feel competent and independent in their capabilities to communicate, they feel they are part of rather than a part from the organization. This perspective of being a part of the organization motivates for a positive attitude. Considering the fact that attitude is born from a person’s real self (personal self) in relation to his or her ideal self (social self) it is attitude that influences loss of productivity, absences, illness, and anger-based hostility within the workplace.

No matter the workplace, when employees gather, interact, and produce they interact through their insecurities. The Organization Anger Management Program provides a training platform and consultation on how employees can address, establish power of control of their insecurities and embrace their insecurities not as weaknesses, but rather as source of strength.

The cost to provide this program depends upon the needs of the worker and organization and is billed at $40.00 per hour.

To arrange for a consultation, workplace interview, or group/individual sessions, call: 603-702-0117 or email Peter at peterstone@MyDiscover.org.