One type of person I have had to deal with recently in my life, is The Hostile. What can be more difficult in your relationships than coping with people who are angry, Confrontational, obnoxious, intimidating, aggressive, manipulative, and/or hostile? You know what you feel like after an encounter with a difficult person—provoked, angry, powerless, and frustrated. That’s because hostile aggressive people have a sixth sense. They seem to know intuitively what buttons to push to keep you off balance. One person I encountered was the Bully Boss. I didn’t him let bully me, but he did to just about anyone who thought he could. He use to do mean things just too intentionally make people cry and then watch their reactions. It was a little game in …show more content…
The egoistic person can sometimes be hard to deal with or even dangerous that's why it’s important that you learn how to spot them. An Egoistic person thinks that he is extremely important and as a result the slightest sarcastic comment will be considered a serious assault. They always try to be different than others. Egoistic people believe that they are way better than most people. I have a friend that’s a lot like this. She takes everything personal, even when it really has nothing to do with them. She can walk in a store and the cashier not say what she thinks is appropriate and she starts to think they personally don’t like her. If she doesn’t agree on someone’s opinion, she believes it’s wrong. It’s completely her way or no way. That just because the egomaniac claims she can walk on water, that doesn’t mean it’s true. Don’t let her bait you into an argument or long-winded conversation about herself. There is one more type of person that’s difficult to deal with is the neurotic if you are afraid of spiders, for example, you may freak out whenever you see a spider, but once the spider has run away (or once it has been killed), you are able to regain your composure. But the neurotic becomes impulsive and start acting almost
I would follow what Principal Milhoviak did, which is contact my discipline team and get their points of view. Prior to that, I would need to understand the main problem. It sounded like he did that by talking with the sister and getting her story. This is the first step, understanding the situation. The next step is formulating a solution on how to handle the situation. This is where getting other people involved was a great idea. Principals know they cannot do it alone so they need to have a team, especially in these types of situations. The problem was that team offered many suggestions. As a principal I would listen to all of them and also refer to the school handbook. In this case, since the student is not in his fourth period, I would call for the brother and sister back to the office until parents are reached. As a principal the priority is finding the student who made the threat and keeping the victims safe until parents are reached and the team decides what to do next.
The Dance of Anger: A Woman’s Guide to Changing the Patterns of Intimate Relationships by Harriet Lerner, Ph.D. takes a deeper look into anger and how it influences our lives in different personal relationships such as with significant others, parents, children, friends, and co-workers. Anger is not an expression that women have been able to express as freely as men. However, it is an emotion that everyone has. Sugar and spice and everything nice is what girls are said to be made of. Lerner explains that there are two ways that society categorizes women in how they deal with anger. She said that there are two categories; a woman is usually either the “nice-lady” or the “bitchy” women. The “nice-lady” is the woman that stays quiet and keeps her feelings to herself in hopes of avoiding conflict. These women will often avoid telling people how they feel, because they do not want to step on anyone’s toes. However, this behavior is hurting them in the long run because they are using all of their energy toward protecting the other person and the relationship that they lose their clarity of self (Lerner, pp. 5-6). The “bitchy” woman on the other hand does not shy away from expressing her anger. She often forms a pattern of fighting, complaining, and blaming to get her point across. This way of communicating can diminish the integrity of the point they are trying to express, because when they voice their anger without clarity or control they give other people the upper hand (Lerner, pp. 8-10). The book tries to move away from these certain styles and focuses more on trying to show better ways of getting a point across. In the book, Lerner explains where anger comes from, why relationships fall into repetit...
This is a strong case of Maria Lugones’ notion of the arrogant perceiver. To perceive arrogantly is to perceive that a person is just for themselves and no one else at all. If you decide in your mind that you perceive someone as arrogant you have just completely handicapped that person into showing his/her other dimensions of their personality. In some scenarios many people have chosen sides before even seeing or interacting with that person. This type of assumption is called stereotyping. I believe stereotyping a person is a mirror image of how intelligent or ignorant a person is. With that being said everyone has done it to others or has been stereotyped against. I have fallen victim to this a...
Arrogance; an insulting way of thinking or behaving that comes from believing that you are better, smarter, or more important than other people. Arrogance is an attitude that can describe any individual with overbearing pride. However, American Psychiatric Association notes that people who are also narcissistic are frequently described as cocky, self-centered, manipulative, and demanding. According to Paul J. Hannig, Ph.D, Narcissistic Personality Disorder is “a pervasive pattern of grandiosity (in fantasy or behavior), need for admiration, and lack of empathy” (Ashmun). By examining the relationships, behaviors, and internal conflicts within, Willa Cather’s Paul’s Case, Paul’s “case” can be diagnosed as Narcissistic Personality Disorder.
A person with a defensive personality may feel as though they are being attacked and to cope with it they need to defend their choice of words and actions when they are dealing with other individuals. My younger sister, Carlee, has a defensive personality. We have the same mother, but different fathers. This caused us to be raised in different situations. She has moved around a lot, going from my dad’s house, to our mom’s house, and to her dad’s house. She did not have a set place where she could call her “home”. Generally, Carlee is a good kid and listens, and does not argue too much. However, as siblings usually do, there are quarrels between us. She will get overly defensive and extremely furious very easily. She overreacts to the littlest comments, and actions. To discuss her defensive trait, I will be discussing personality psychology trait theories by Lawrence Kohlberg and Erik Erikson.
In the 10 years Mazey had been employed with Hudson, he was observed throwing things which barely missed employees, yelling at subordinates “in a rage” and making “derogatory and demeaning remarks” possibly regarding ethnicity or origin, among other inappropriate behavior (Yemen & Clawson, 2007). Mazey can be considered as a workplace bully. Hocker and Wilmot (2011) define bullying as “repeated and persistent patterns of negative workplace behavior that is ongoing for six months or longer in duration” (p. 175). The excessive bullying behavior Mazey displayed created interpersonal tension that affected productivity. Hudson associates were hesitant, or refused to work with Mazey due to prior...
Bullies like to interact with people who have the same issues as them, because they don’t have to deal with competition. Bullies can be independent, but mostly bullies like to have admirers encouraging their ruthless behavior. When adult cliques bully other people, they usually focus on people who are possible rivals. They do not like to see people’s full potential, because bullies can tell that it can outshine their position in their workplace (“Sanctuary for the Abused”). Troubled adults and children have problems within themselves that they cannot fix, so they tend to take their anger out on people (“Bullying: Characteristics and Interventions”). They like to damage people’s confidence, because they know they do not have good self-esteem. Also, dictators are very reliant on others, because they want people to do their dirty work. When two dictators come together, they can possibly go to war as allies together and make horrific changes in their
If anger were a disease, there would be an epidemic in this country. Road Rage, spousal and child abuse, and a lack of civility are just a few examples. Emotionally mature people know how to control their thoughts and behaviors how to resolve conflict. Conflict is an inevitable art of school and work, but it can be resolved in a positive way.
emphasized a lack of restraint. Popular psychology identified “the positive aspects of anger” and encouraged couples to communicate their desires to one another.
I chose “How to Survive a Jerk at Work” as an article that captured my attention. This article explains several ways to handle bullies in a person’s workplace. Keeping your distance, slowing down your reactions, knowing when someone is in a bad mood, and changing your perspective, are some of the examples given to illustrate how to handle these office bullies. Finally, the article does acknowledge that those who themselves are bullies, rarely recognize it.
Stress-management. Humans usually react on impulse without giving a thought of what they are about to do or what they are about to say. If we give enough time to think if our actions or words would hurt others, then our violent behaviors will be reduced. One strategy that really works well is by keeping silent when you're at the peak of your emotion. When you are angry, frustrated, depressed, or hurt, it is much better to keep silent for a while. If you are already able to think clearly, that's the time that you ought to confront the person
The theory background is based on a research conducted by Djurkovic, McCormack, & Casimir (2005), which related workplace bullying and victims' reactions, divided in three possible categories: assertiveness, avoidance, and seeking formal help. According to the results of this research, the avoidance reaction was the most common revealed (p. 451). Also Ayoko, Callan & Härtel (2003) related bullying and conflict events in the workplace as well as interpersonal relationship problems, their intensity, frequency and duration in the organizational environment. The outcomes of this research were also analyzed by showing that bullying can promote counterproductive behaviors as consequence of “frustration, aggression and humiliation” (p. 285). Another study that supports that idea was written by Vega & Comer (2005) which suggests that “most frequently victims of bullying are unassertive, conflict avoidant, and make little effort to be part of the group” (p. 106).
Most studies that focus on interpretational bias to date have only focused on children. Interestingly, these studies found a relationship between (hostile attribution bias) and impulsive aggression (Crick & Dodge, 1996; Dodge & Coie, 1987). However, as far as we know only two studies focused on adult students and they failed to find a similar pattern (Helfritz-Sinville & Stanford, 2014; Miller & Lynam, 2006). Both adult studies used vignettes depicting three types of everyday conflict situations (intentional, ambiguous, and unintentional provocation) and asked participants to indicate how certain they were that the events were intentional and hostile. These studies did not observe the direct association between (hostile attribution bias) and
I am here to explain about witness intimidation and Strategies for its prevention intimidation is Terrorizing is purposeful conduct that "would influence a man of normal sensibilities" to fear damage or mischief. It isn't important to demonstrate that the conduct was so savage as to cause dread or that the casualty was really frightened. Here i explained about the polices of police and their strategies to prevention of intimidation and I did a brief research on the intimidation extent and circumstances of intimidation and prevention.
Namie, Ph.D., Gary, and Ruth Namie, Ph.D. The Bully at Work: What You Can Do to Stop the Hurt and Reclaim Your Dignity On the Job. First Edition. Naperville: Sourcebooks, Inc., 2000. 274-275. Print.