Why Shout when angry?

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Offline rakz

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Why Shout when angry?
« on: December 16, 2009, 10:40:53 AM »
A saint asked his disciples, 'Why do we shout in anger?
Why do people shout at each other when they are upset?'

Disciples thought for a while, one of them said, 'Because we lose our calm, we shout for that.'

'But, why to shout when the other person is just next to you?' asked the saint.
'Isn't it possible to speak to him or her with a soft voice?
Why do you shout at a person when you're angry?'

Disciples gave some other answers but none satisfied the saint.

Finally he explained, 'When two people are angry at each other, their hearts distance a lot.
To cover that distance they must shout to be able to hear each other.
The angrier they are, the stronger they will have to shout to hear each other through that great distance.'
Then the saint asked, 'What happens when two people fall in love? They don't shout at each other but talk softly, why?
Because their hearts are very close. The distance between them is very small...'
The saint continued, 'When they love each other even more, what happens?
They do not speak, only whisper and they get even closer to each other in their love.
Finally they even need not whisper, they only look at each other and that's all.
That is how close two people are when they love each other.'

MORAL: When you argue do not let your hearts get distant, do not say words that distance each other

Offline Shamim Ansary

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Re: Why Shout when angry?
« Reply #1 on: May 25, 2010, 03:52:22 PM »
Anger in the Workplace: Preventive Measures to Reduce the Likelihood of Workplace Violence

In the wake of recent tragedies in Georgia, Alabama, and California, employers have a heightened interest in strategies to minimize workplace violence and related legal risks. A strategic plan to minimize such violence and risks should include, among other things, the following preventive measures:

1. Accept Reality. Recent events prove that no matter where you work, the risk of workplace violence is present. Thus, employers must accept reality and be proactive to prevent or minimize their exposure to such incidents.

2. Establish a Workplace Violence Policy. Employees should be told in writing that the Company takes a zero-tolerance position on violence, threats of violence, or abusive language and that any violation of these rules can be grounds for immediate termination. A workplace violence policy should also include a procedure that provides a confidential means of reporting threats of violence and a statement that every employee has a responsibility to report such threats.

3. Create a Workplace Violence Committee. Employers should identify those persons with responsibility to take or coordinate actions intended to prevent or reduce the likelihood of workplace violence. These persons should constitute an action committee on workplace violence. Among other things, this committee should be responsible for developing policies on workplace violence, employee conduct, weapons, and related matters; examining the hiring process; developing procedures for investigating threats; coordinating supervisory training sessions; evaluating and improving current security measures; dealing with an employee assistance program; and establishing a crisis reaction plan.

4. Use the Right Pre-Employment Documents and Conduct Background Checks. Employers who want to prevent workplace violence should begin by using the right employment application and other documents. The right application is important because it provides key information on the applicant as well as valid legal releases and disclaimers that allow the employer to conduct lawful background investigations. After providing appropriate disclosures and obtaining the necessary authorizations, employers should conduct background investigations to discover prior convictions, litigation history, motor vehicle records, employment references, credit history, and other relevant background information concerning the applicant. Background investigations of current employees may also become necessary, so appropriate disclosure and authorization documents should be in place in advance.

5. Conduct Substance-Abuse Testing. Private employers should test all applicants and employees for substance abuse to the maximum extent allowed by federal, state, or local law. Negative test results should be a condition of employment or continued employment.

6. Develop Procedures for Investigating Threats. Employers should have a well-communicated procedure for promptly investigating threats of violence. Among other things, this procedure should include specific guidelines for conducting an investigation and interviewing witnesses and the individual who allegedly made the threat. To the extent necessary, employers should retain security consultants, attorneys, or other professionals for advice on how to handle threats quickly, effectively, and legally.

7. Train Supervisors. Supervisors should be instructed to report all threats to upper management or the designated contact person immediately. Supervisors should also be trained in conflict resolution, stress management, effective ways to manage change in the workplace, and the early warning signs of violent employees.

8. Implement an Employee Assistance Program. EAPs can be useful in helping employees who are having a difficult time handling "stress" in their lives. EAPs can also provide trauma counseling in the event an act of workplace violence occurs.

9. Audit and Improve Security Measures. Employers should establish a relationship with local law enforcement officials and a security consultant before any workplace violence incident occurs. Employers should conduct an audit to determine areas of vulnerability and/or procedural weaknesses. Basic systems for protecting property, such as lighting, intercoms, employee identification, surveillance or alarm equipment, and other systems or devices, should be considered.

10. Establish a Crisis Reaction Plan. A crisis reaction or contingency plan should be implemented and publicized so that everyone knows what to do in the event of an emergency.

Obviously, this list is just a summary of actions that employers can take to reduce their exposure to workplace violence and legal risks. A more detailed checklist of these items is available from Fisher & Phillips LLP attorneys. Employers who seriously review these points and adopt those recommendations that are appropriate for their workplace will go a long way toward preventing workplace catastrophes and the legal liability arising from such incidents.

Source: D. Albert Brannen and Lawrence McGoldrick
« Last Edit: May 26, 2010, 01:04:03 PM by Shamim Ansary »
"Many thanks to Allah who gave us life after having given us death and (our) final return (on the Day of Qiyaamah (Judgement)) is to Him"

Offline Shamim Ansary

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Re: Why Shout when angry?
« Reply #2 on: May 26, 2010, 01:05:59 PM »
Seven Ways to Minimize Our Anger

I am a firm believer in the "tell the truth now, tell the truth later" method of living a successful life. Truth is authentic, clean, and it just simply feels right. We have a great method of discernment for catching when people are telling the truth, including ourselves, and it's our feelings. So the best way to overcome anger is to tell the truth about it. If that feels right, then you are on the right path. You don't have to agree with these steps for them to work well for you either. And know that it isn't that anger doesn't come up for all of us, it does. But what we can do is reduce the amount of time we're in the state of anger, because for most of us, we'd rather be some other place! Here is a brief list of ways to do that:

1) Breathe, in the moment of anger, and relax as much as you can, and then tell the truth to others and to yourself, when you are angry. The sheer physical trigger of breathing deeper always helps. It reminds us to get out of our heads and into our bodies.

2) Tell the truth now, tell the truth later. Truth is, when we're angry, we're angry. And then what happens? We begin to justify our anger through thoughts. "Well, wouldn't you be angry if that happened?" Might be, might not be. But truth is you are.

3) Ask yourself all the time, "Am I willing?" A simple question with profound results. Am I willing to let go, to give up my anger, and to see it for the indicator of something I desire to control with that anger? And tell the truth about this. If it's no, great, if it's yes, great, your power is always in the truth.

4) Also ask yourself with regard to your anger, "What does being angry mean?" Well, what does it mean to you? Usually when we are angry, what happens is that we resist that anger, and to resist something is to have it continue, because the Universal Law operating here is that "what you resist, persists." So, what are you resisting that is persisting? Truth? Well, truth is, when you are angry, you are angry, and what that means is that you are angry. Anything else we add to that is value added.

5) Truth is, what makes you angry, doesn't necessarily make anyone else angry. We all have our buttons, and our partners didn't install them, they only push them. If they weren't there in the first place, they wouldn't get pushed! Or our kids push them, or we push them, or someone somewhere will manage to push them. That's because they're sticking out so far!

6) When our buttons get pushed it is a signal that we want something to change. Most people immediately think that what we want to change is something outside of ourselves, or that which is "making" us angry. But it isn't! The signal for us is that we want to change something inside of ourselves, and that's the tough part to face. But the good news is, it's us who want to change ourselves, and that's an easier fact to deal with than when others desire to change us.

7) And finally, at least for this article, seek support. That's right. People who live successful lives, don't do it alone. For whatever your particular anger is over, seek support from those who have been through it themselves, and then successfully navigated the rocky path of anger. Nothing works as well as experience.

Here's to your success!
TB Wright

TB Wright is the coursework creator of The One Penny Millionaire!â„¢ a thirty week online seminar designed for your success.
"Many thanks to Allah who gave us life after having given us death and (our) final return (on the Day of Qiyaamah (Judgement)) is to Him"

Offline shibli

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Re: Why Shout when angry?
« Reply #3 on: June 03, 2010, 11:47:11 AM »

Please don't shout while angry...
Those who worship the natural elements enter darkness (Air, Water, Fire, etc.). Those who worship sambhuti sink deeper in darkness. [Yajurveda 40:9]; Sambhuti means created things, for example table, chair, idol, etc.

Offline bidita

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Re: Why Shout when angry?
« Reply #4 on: August 09, 2010, 09:00:30 PM »
Anger is which emotion that can run off with your mental and physical health. So do you hold it in? Or do you let it all hang out?
 .......shouting is focus on weakness.........nothing else/............
Bidita Rahman :)
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Offline Mostakima Yesmin

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Re: Why Shout when angry?
« Reply #5 on: October 12, 2010, 01:52:20 AM »
Your work will not become successful when you will become angry. So it's not useful for us. We should avoid this habit.
Mostakima Yesmin Mita
Dept. of CSE
23rd batch
Daffodil International University.
E-mail: mita_17dhk@yahoo.com