While you feel you are angry, it might not be the complete picture with what you are going through. When a person has the underlying feelings such as 'hurt', 'frustrated', 'humiliated', 'scared', 'rejected', at a very abstract and higher level he might say he is angry with this thing or that without giving a clear picture or detail about what this feeling is.We can categories anger based on how intense it is, what is its duration, and what is its frequency:
High intensity anger --> Explosive Anger Anger about long gone past --> Ruminative Anger High Frequency --> Aggressive Personality Bodily Changes --> Sweaty, Jittery Anger Distortions and Deficits --> Magnifications, Attributional Biases Anger Thermometer
Yerkes–Dodson law The Yerkes–Dodson law is an empirical relationship between pressure and performance, originally developed by psychologists Robert M. Yerkes and John Dillingham Dodson in 1908. The law dictates that performance increases with physiological or mental arousal, but only up to a point.
Identify Your Anger Cues
Note: Q: What is the relation of High Blood Pressure (Hypertension) with Anger? A: People with hypertension are very sensitive to reacting to things and they get angry.
Friday, December 11, 2020
Anger Management
Friday, December 4, 2020
Type A and Type B Personality Types
Type A and Type B personality hypothesis describes two contrasting personality types. In this hypothesis, personalities that are more competitive, highly organized, ambitious, impatient, highly aware of time management or aggressive are labeled Type A, while more relaxed, less "neurotic", "frantic", "explainable" personalities are labeled Type B. The two cardiologists who developed this theory came to believe that Type A personalities had a greater chance of developing coronary heart disease. Following the results of further studies and considerable controversy about the role of the tobacco industry funding of early research in this area, some reject, either partially or completely, the link between Type A personality and coronary disease. Nevertheless, this research had a significant effect on the development of the health psychology field, in which psychologists look at how an individual's mental state affects physical health. The types Type A The hypothesis describes Type A individuals as outgoing, ambitious, rigidly organized, highly status-conscious, impatient, anxious, proactive, and concerned with time management. People with Type A personalities are often high-achieving "workaholics". They push themselves with deadlines, and hate both delays and ambivalence. People with Type A personalities experience more job-related stress and less job satisfaction. Interestingly, those with Type A personalities do not always outperform those with Type B personalities. Depending on the task and the individual's sense of time urgency and control, it can lead to poor results when there are complex decisions to be made. However, research has shown that Type A individuals are in general associated with higher performance and productivity. Moreover, Type A students tend to earn higher grades than Type B students, and Type A faculty members were shown to be more productive than their Type B behavior counterparts (Taylor, Locke, Lee, & Gist, 1984). In his 1996 book dealing with extreme Type A behavior, Type A Behavior: Its Diagnosis and Treatment, Friedman suggests that dangerous Type A behavior is expressed through three major symptoms: (1) free-floating hostility, which can be triggered by even minor incidents; (2) time urgency and impatience, which causes irritation and exasperation usually described as being "short-fused"; and (3) a competitive drive, which causes stress and an achievement-driven mentality. The first of these symptoms is believed to be covert and therefore less observable, while the other two are more overt. Type A people were said to be hasty, impatient, impulsive, hyperalert, potentially hostile, and angry. Research has also shown that Type A personalities deal with reality and have certain defenses when it comes to dealing with problems. Janet Spence's research has shown that the Type A archetype can be broken down into two factors: Achievement Striving (AS) and Impatience Irritability (II), assessed using a modified Jenkins activity survey (with 7 questions assessing AS and 5 items assessing II). AS is a desirable factor which is characterized by being hard working, active, and taking work seriously. II is undesirable and is characterized by impatience, irritability, and anger. Subsequent work by Day and Jreige has further clarified the independence of these two subtypes of type A personality. Additionally they further defined the interactions between AS and II subtypes and psychosocial outcomes. AS was more strongly linked to job satisfaction while II was linked to self report of satisfaction and life satisfaction. Associations were demonstrated between AS and II subtypes moderating the impact of job stressors (job control, role overload and role ambiguity) on outcomes of job satisfaction, life satisfaction and perceived stress. There are two main methods to assessing Type A behavior. The first being the SI and the second being the Jenkins Activity Survey (JAS). The SI assessment involves an interviewer measuring a person's emotional, nonverbal and verbal responses (your expressive style). The JAS involves a self questionnaire with three main categories: Speed and Impatience, Job Involvement, and Hard-Driving Competitiveness. Type B Type B is a behavior pattern that is lacking in Type A behaviors. A-B personality is a continuum where one either leans to be more Type A or Non Type A (Type B). The hypothesis describes Type B individuals as a contrast to those of Type A. Type B personality, by definition, are noted to live at lower stress levels. They typically work steadily, and may enjoy achievement, although they have a greater tendency to disregard physical or mental stress when they do not achieve. When faced with competition, they may focus less on winning or losing than their Type A counterparts, and more on enjoying the game regardless of winning or losing. Unlike the Type A personality's rhythm of multi-tasked careers, Type B individuals are sometimes attracted to careers of creativity: writer, counselor, therapist, actor or actress. Their personal character may enjoy exploring ideas and concepts. Type B personality types are more tolerant than individuals in the Type A category. This can be evident through their relationship style that members of upper management prefer. Type B individuals can "...see things from a global perspective, encourage teamwork, and exercise patience in decision making..." Interactions between Type A and Type B Type A individuals' proclivity for competition and aggression is illustrated in their interactions with other Type As and with Type Bs. When playing a modified Prisoner's Dilemma game, Type A individuals elicited more competitiveness and angry feelings from both Type A and Type B opponents than did the Type B individuals. Type A individuals punished their Type A counterparts more than their Type B counterparts, and more than Type Bs punished other Type Bs. Rivalry between Type A individuals was shown by more aggressive behavior in their interactions, including initial antisocial responses, refusal to cooperate, verbal threats, and behavioral challenges. Other studies Role of magnesium in cardiovascular health Maintaining healthy magnesium (Mg) levels in the body plays a strong role in protecting the cardiovascular health of an individual. An analysis of the literature suggests the possible role of Mg deficiency in the susceptibility to cardiovascular diseases, observed among subjects displaying a Type A behavior pattern. Type A subjects are more sensitive to stress and produce more catecholamines than Type B subjects. This, in turn, seems to induce an intracellular Mg loss. In the long run, type A individuals would develop a state of Mg deficiency, which may promote a greater sensitivity to stress and, ultimately, lead to the development of cardiovascular problems. Eat Bananas for Good Heart Health: Bananas are among the most popular fruits in the world. They're best known for their high potassium content, which can lower blood pressure and is linked to a reduced risk of heart disease. But they're also rich in magnesium — one large banana packs 37 mg, or 9% of the RDI.
Monday, November 30, 2020
Assertiveness Skills (Lesson in Behavioral Science)
When you are pressed by someone for something and it is not in your capacity to fulfil that need you can say: "I respect you for the need out of which you have reached out to me, however this is what is available currently."
People with passive behavior are fearful of confrontation. What is the root cause of this behavior? One important cause is: Upbringing Also, it could be that the person is introvert. In siblings, the first child has higher chance of developing a passive behavior. These are the people who care about others. Even if they are at inconvenience. They take a lot of trouble for themselves. The earlier a person is introduced to this subject of "Assertiveness", the higher are the chances that the person will be able to make corrections at the earliest.
Aggressive people are confrontationalist. Root cause: They were oppressed a lot in earlier life maybe so they start being aggressive. They are insecure because they are always trying to win. Why is this behavior negative: Aggressive people are not open to feedback, hence won't change themselves even if it is for good. Not open for change. Positive side of aggressive people: When the most of the others are afraid of taking the decision, they take the decision that feels right to them. They are very responsible. They have high decision making ability. They have high risk taking tendency. And, they are respected when the risks taken yield rewards. In leadership roles, they take care of their teams. When companies don't perform well, they often seek out for aggressive people who can turn the things around. Under Aggressive Behavior: we have 'Aggressive-aggressive behavior' and 'Passive-aggressive people'. Aggressive-aggressive behavior: not only thoughts and actions but general behavior is aggressive. The way they walk, the way they talk, the way they approach things, their handshakes, their greetings. Passive-aggressive people are manipulative. A passive-aggressive boss may praise you in order to get things done. They have hidden agendas. They may come across as very approachable. They use sugar coated words.
Note: It takes time to appreciate and respect them, it might not even be evident as assertiveness at beginning (rather being rude).
Without gap, it is a reaction. With gap, it is a thoughtful response. Assertive people ask questions, a lot.
You tend to get a lot of calls from credit card companies. They are doing their job for livelihood. For these calls, you can use broken record and not shout. This tool 'Broken Record' comes very naturally to us. Kids are very often using this to get their demands met. Fogging
Fogging involves using words that acknowledge the other person's point of view, and accepting that it might be true under circumstances, but without necessarily accepting it is true of you. Fogging is particularly powerful if you are able to restate the other person's opinion in a way that could be true of anyone or everyone: - You are stupid. + Yeah, we all have a stupid side to ourselves. - You're always making mistakes. + To err is human. - You're aggressive. + We all have an aggressive side to our personalities.
While being assertive, you need to make sure that you monitor your own behavior to make sure you are not becoming aggressive. Quiz Tell if the response if assertive or aggressive.
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