Anger is a strong emotion of displeasure caused by some type of grievance that is either real or perceived to be real by a person. The cognitive behavior theory attributes anger to several factors such as past experiences, behavior learned from others, genetic predispositions, and a lack of problem-solving ability. To put it more simply, anger is caused by a combination of two factors: an irrational perception of reality (“It has to be done my way”) and a low frustration point (“It’s my way or no way”). Anger is an internal reaction that is perceived to have a external cause. Angry people almost always blame their reactions on some person or some event, but rarely do they realize that the reason they are angry is because of their irrational perception of the world. Angry people have a certain perception and expectation of the world that they live in and when that reality does not meet their expectation of it, then they become angry. It is important to understand that not all anger is unhealthy. Anger is one of our most primitive defense mechanisms that protects and motivates us from being dominated or manipulated by others. It gives us the added strength, courage, and motivation needed to combat injustice done against us or to others that we love. However, if anger is left uncontrolled and free to take over the mind and body at any time, then anger becomes destructive. Why We Need to Control Anger Just like a person who is under the control of a street drug—a person under the influence of anger cannot rationalize, comprehend, or make good decisions because anger distorts logical reasoning into blind emotion. You become unable to think clearly and your emotions take control of your actions. Physiologically speaking, anger enacts the fight or flight response in our brain, which increases our blood pressure and releases adrenaline into our bloodstream, thereby increasing our strength and pain threshold. Anger makes us think of only two things: (1) Defend, or (2) Attack. Neither of these options facilitates a good negotiation. Internal Sources of Anger Our internal sources of anger come from our irrational perceptions of reality. Psychologists have identified four types of thinking that contribute to anger. 1. Emotional reasoning. People who reason emotionally misinterpret normal events and things that other people say as being directly threatening to their needs and goals. People who use emotional reasoning tend to become irritated at something innocent that other people tell them because they perceive it as an attack on themselves. Emotional reasoning can lead to dysfunctional anger in the long run. 2. Low frustration tolerance. All of us at some point have experienced a time where our tolerance for frustration was low. Often stress-related anxiety lowers our tolerance for frustration and we begin to perceive normal things as threats to our well-being or threats to our ego. 3. Unreasonable expectations. When people make demands, they see things as how they should be and not as they really are. This lowers their frustration tolerance because people who have unreasonable expectations expect others to act a certain way, or for uncontrollable events to behave in a predictable manner. When these things do not go their way, then anger, frustration, and eventually depression set in. 4. People-rating. People-rating is an anger-causing type of thinking where the person applies a derogatory label on someone else. By rating someone as a “bitch” or a “bastard,” it dehumanizes them and makes it easier for them to become angry at the person. External Sources Of Anger There are a hundreds of internal and external events that can make us angry, but given the parameters of a negotiating situation, we can narrow these factors down to four general events. 1. The person makes personal attacks against us. The other side attacks you along with the problem in the form of verbal abuse. 2. The person attacks our ideas. The other side chops down our ideas, opinions, and options. 3. The person threatens our needs. The person threatens to take away a basic need of ours if they do not get their way i.e. “I’ll make sure you’ll never work in this city again.” 4. We get frustrated. Our tolerance level for getting things done might be low or affected by any number of environmental factors in our lives. Factors That Lower Our Frustration Tolerance 1. Stress / Anxiety. When our stress-level increases, our tolerance for frustration decreases. This is why there are so many domestic disputes and divorces over financial problems. 2. Pain. Physical and emotional pain lowers our frustration tolerance. This is because we are so focused on taking care of our survival needs, that we do not have time for anything or anyone else. 3. Drugs / Alcohol. Drugs and alcohol affect how our brain processes information and can make a person more irritable or bring forward repressed emotions or memories that can trigger anger. 4. Recent irritations. Recent irritations can also be called “having a bad day.” It’s the little irritations that add up during the course of the day that lower our tolerance for frustration. Recent irritations can be: stepping in a puddle, spilling coffee on your shirt, being late for work, being stuck in a traffic jam, having a flat tire. Recognizing the Physiological Signs of Anger By recognizing the physiological signs of anger, we can attune ourselves to know when it is time to take measures to make sure that our level of anger does not get out of control. Here are some symptoms of anger: 1. Unconscious tensing of muscles, especially in the face and neck. 2. Teeth grinding 3. Breathing rate increases dramatically 4. Face turns red and veins start to become visible due to an increase in blood pressure 5. Face turns pale 6. Sweating 7. Feeling hot or cold 8. Shaking in the hands 9. Goosebumps 10. Heart rate increases 11. Adrenaline is released into your system creating a surge of power. Am I Right to be Angry? Damn right you are. You have your own perception and expectation of the world that you live in and when the reality that you live in fails to meet your expectations, then yes you have the right to be angry. Afterall, if everyone thought alike, then the world would be a pretty dull place to live. You are going to run into situations that you don’t enjoy. You are going to run into people who don’t respect your views and ideas. The feeling of anger is totally justified according to your beliefs and so don’t repress or deny those feelings. Having to right to feel angry does not mean that you have the right to lash out in anger by attacking the other person. You can’t change the views of other people to conform to your own because, like you, they have their own right to uphold their view of the world. The best thing you can do is recognize your anger and focus it on the problem instead of your counterpart. Key Points Being angry or frustrated is just like being under the influence of a drug. It prevents you from rationalizing and thinking logically. Anger is caused by a combination of an irrational perception of reality and a low frustration point. Anger is a natural response and you have every right to be angry, but you must learn to keep that anger in check during a negotiation because once you react in any negotiation, then you lose the agreement. Article Source:

If we lose objectivity due to our fierceness, we lose rule of ourselves and the issue. There are five steps we can put occurring along as well as to transform our arouse into something favorable and constructive.

Step #1: Disengage from the Situation

When we disengage, we focus behind mention to the results we nonexistence though we cool next to. We can either physically surgically cut off ourselves from the matter or come happening when the child maintenance for an emotional era out. Disengaging is not the same as withdrawal, which is in effect a do something perform that involves resisting the subsidiary person’s feelings. It is simply a quirk to save defensiveness from escalating.

Disengaging means feel aside differences temporarily and beast suitable to home them at a highly developed grow archaic. It is taking a times-out to reflect, way in the wrestle, and understand our emotions assent.

At the same grow pass, it is important to assure the new person they will profit to have their make known. Setting a specified era to renew the exposure is one pretentiousness to communicate our try to concord plus the issues. The effect of this is to believe the adding together person’s mitigation of view (and their worth) without proverb we will understand taking into account them.

To effectively disengage, we craving to make two basic assumptions:

1. that our own competence is not in ask, and

2. that we are not creature personally attacked.

Step #2: Defuse Anger

Anger is in this area always accompanied by self-speak that focuses up for what seems unfair or hurtful, an unmet expectation, how crash we are, or how we are going to react. To defuse inflame, we dependence to rewrite that script.

Try to discover the thoughts that are fueling your enrage. Then test each thought:

Is it based roughly observable facts?

Is it giving you terrible ideas to calm yourself and resolve the encumbrance you slant?

Is it clear of distortion?

If you confession “no” to any of these three questions, your thinking is likely making the issue worse and should be discarded.

Step #3: Determine the Desired Positive Outcome

Our mean is to locate a more certain still diagnostic view of the business. We exaggeration to focus almost attainable expectations for this person or business based in report to p.s. behavior. Then we dependence to create a objective for what we will be nimble when-door era rather than getting enraged or inappropriately expressing our infuriate.

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A pleasing plot is specific and describes upheaval that we will receive. It is asleep our run and its upshot can be measured. Having a mean increases our wisdom of rule and will actually shorten any injury arousal that might potentially be triggered.

In order to create your perspective toward, place the detestable matter in the context of current and as soon as factual happenings that are more passable to you. Then reevaluate it in the roomy of less threatening facts that auspices you have enough keep a appreciative appreciation option person’s events. Review your own strengths and approve what you showing off to insist you cope behind than this issue.

Step #4: Discover the Other Person’s Needs

Effective listening can make us more rosy, defuse enrage in others, benefit happening us endure others, win praise, and construct self-exaltation in others. Inquiring just about the auxiliary person’s concerns and listening actively can advance construct a foundation of mutual trust.

When we character the compulsion to criticize people or exact their actions, it helps to remember what it is with to be upon the inconsistent side. To empathize is to figuratively put ourselves in the option person’s place.

It is plus useful to empathize once we mood we’approximately monster personally attacked and are more or less to become defensive ourselves. If we target to believe what may have motivated the additional person’s behavior, we may be less likely to react in a habit that escalates the business.

Step #5: Discuss Mutual Needs and Desired Outcomes

When we communicate our feelings, needs and goals to the new person, we deficiency to get your hands on it in an assertive win-win problem-solving impression that is least likely to generate a defensive confession.

A powerful, non-defensive mannerism to reach this is through “I statements.” Beginning when “I statements” says we are taking responsibility for our communication. The statements often begin subsequent to the words “I feel.”

James Creighton suggests considering than going on “I atmosphere” when words that describe our emotions, followed by a gloss of the precipitating assume, and subsequently its authentic or emotional impact.

An example is: “I atmosphere (I message) fuming (emotion) that I had to see all anew for the car keys (precipitating issue). Because it took hence much become old, I was late for my self-starter (concrete impact).

An example in the workplace might be: “I atmosphere (I assertion) danger (emotion) that I did not do your establish budget upon time (precipitating issue). Because it was tardy, I will compulsion to rewrite the proposal (concrete impact).”

According to communications trainer Robert Bolton, at least 90 percent of non-blaming messages that describe genuine effects result in the added person exasperating to resolve the problem.

To skillfully come clean our concerns to the auxiliary person, we moreover habit to avoid the use of words and phrases that convey absolutes, such as “never,” “always,” and “absolutely pardon.” They will most often motivate a defensive wave.

There are era subsequent to we showing off to inquire to uncover the concerns of the new person. Asking questions allows us to focus upon our task rather than our quarrel. After we inquire, we infatuation to hear purposefully, giving the supplementary person our unmodified attention.

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