Power Point Presentation on Anger Management on the basis of organization only

1. Faizal Kamil
MBA(HR)-Kalyani University

2. What is Anger Management?
 Anger is a condition in which tongue work faster then
the mind.
 Anger management is a psycho-therapeutic program
For anger prevention and control.
 Anger management is About Understanding your
Anger and why it is happen?

3. Why Anger Management is
important?
Out-of-control anger hurts your physical health (heart
disease, diabetes, high cholesterol levels)
Out-of-control anger hurts your mental health( stress,
depression, and other mental health problems)
Out-of-control anger hurts your career
Out-of-control anger hurts your relationships with
others

4. Causes of Anger at Workplace?
• General harassment,
whether sexual or some
other form
• Lack of resources for the
employee to meet his/her
objectives
• Over Loaded Work
• Favoritism of one employee

5. Causes of Anger Due to Employer?
Employee was promised a raise, promotion
or important project, and it did not happen
Employee felt better qualified and skilled
than his supervisor
Management don’t give value to employee

6. Situation:- HR manager given a task to make a
report on the performance of 10 employees to Alena
(most effective employee of an organization) She
need to submit the report(paper made) before 7pm,
But due to some reason she unable to submit.
What HR Manager Should do?
Manager will get angry or not?

7. Ways To Stay Cool When Work Is Making You
Angry
 Focus on the Solution, Not the Problem
 Don’t Fight The Feeling
 Disrupt It
 Choose your Words Carefully

8. How to Deal with Angry Employees
• Don’t Do This:-
• Don’t correct minor details
• Don’t quote policy
• Don’t demand calm

9. How to Deal with Angry Employees?
• Show your concern
• Share mutual purpose
• Get to the facts
• Resolve the problem

10. The Six Steps For Dealing With an Angry Employee
BY MEL KLEIMAN
• Thank them for their feedback. Let them know the time, energy (and
probably courage), it took to let you know about the situation is of great
valuable.
• Empathize with their frustration. Saying something like: “I can imagine
how frustrating this must have been for you,”
• Ask for the details. Assure them that you will look into the details of what
happened and, the more information they can provide, the more quickly you
will to be able offer a remedy.
• Apologize. Not just a quick “I’m sorry,” but an honest apology for the
frustration they have experienced.
• Take action. This is truly what the employee wants to know: What are YOU
going to do about it? Just as you would with a customer complaint, this is
the time to surprise and delight the employee. Your next action will be what
the employee remembers. You are working to win back an employee’s trust.
• Follow up! Be sure to say, “I’ll follow up with you in (time frame) to make
sure we get this right and it doesn’t happen again.”