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'''Anger''' is an [[emotion]]. The [[physical]] effects of anger include increased [[heart]] rate, [[blood pressure]], and levels of [[adrenaline]] and noradrenaline.[1] Some view anger as part of the fight or flight [[brain]] response to the perceived threat of harm.[2] Anger becomes the predominant [[feeling]] behaviorally, cognitively, and physiologically when a [[person]] makes the conscious choice to take [[action]] to immediately stop the threatening [[behavior]] of an outside [[force]].[3] The [[English]] term originally comes from the term angr of Old Norse language.[4]  

'''Anger''' is an [[emotion]]. The [[physical]] effects of anger include increased [[heart]] rate, [[blood pressure]], and levels of [[adrenaline]] and noradrenaline.[1] Some view anger as part of the fight or flight [[brain]] response to the perceived threat of harm.[2] Anger becomes the predominant [[feeling]] behaviorally, cognitively, and physiologically when a [[person]] makes the conscious choice to take [[action]] to immediately stop the threatening [[behavior]] of an outside [[force]].[3] The [[English]] term originally comes from the term angr of Old Norse language.[4]  

Anger can lead to many things physically and mentally.The external expression of anger can be found in facial [[expression]]s, [[body]] [[language]], physiological responses, and at times in [[public]] [[act]]s of aggression.[5] [[Human]]s and non-human [[animal]]s for example make loud [[sound]]s, attempt to look physically larger, bare their teeth, and stare.[6] Anger is a behavioral [[pattern]] designed to warn aggressors to stop their threatening behavior. Rarely does a physical altercation occur without the prior expression of anger by at least one of the participants.[6] While most of those who experience anger explain its arousal as a result of "what has happened to them," psychologists point out that an angry person can be very well mistaken because anger causes a loss in self-monitoring capacity and objective observability.[7]

Anger can lead to many things physically and mentally.The external expression of anger can be found in facial [[expression]]s, [[body]] [[language]], physiological responses, and at times in [[public]] [[act]]s of aggression.[5] [[Human]]s and non-human [[animal]]s for example make loud [[sound]]s, attempt to look physically larger, bare their teeth, and stare.[6] Anger is a behavioral [[pattern]] designed to warn aggressors to stop their threatening behavior. Rarely does a physical altercation occur without the prior expression of anger by at least one of the participants.[6] While most of those who experience anger explain its arousal as a result of "what has happened to them," psychologists point out that an angry person can be very well mistaken because anger causes a loss in self-monitoring capacity and objective observability.[7]

 

Modern psychologists view anger as a primary, natural, and mature [[emotion]] [[experience]]d by all [[human]]s at times, and as something that has [[function]]al [[value]] for survival. Anger can mobilize psychological resources for corrective [[action]]. Uncontrolled anger can, however, negatively affect personal or social well-being.[7][8] While many philosophers and writers have warned against the spontaneous and uncontrolled fits of anger, there has been disagreement over the intrinsic value of anger.[9] Dealing with anger has been addressed in the writings of earliest philosophers up to modern times. Modern psychologists, in contrast to the earlier writers, have also pointed out the possible harmful effects of suppression of anger.[9] Displays of anger can be used as a manipulation strategy for social influence.[10][11]

Modern psychologists view anger as a primary, natural, and mature [[emotion]] [[experience]]d by all [[human]]s at times, and as something that has [[function]]al [[value]] for survival. Anger can mobilize psychological resources for corrective [[action]]. Uncontrolled anger can, however, negatively affect personal or social well-being.[7][8] While many philosophers and writers have warned against the spontaneous and uncontrolled fits of anger, there has been disagreement over the intrinsic value of anger.[9] Dealing with anger has been addressed in the writings of earliest philosophers up to modern times. Modern psychologists, in contrast to the earlier writers, have also pointed out the possible harmful effects of suppression of anger.[9] Displays of anger can be used as a manipulation strategy for social influence.[10][11]

==Psychology==

==Psychology==

Modern therapies for anger involve restructuring [[thought]]s and [[belief]]s in order to bring about a causal reduction in anger. These therapies often comes within the schools of CBT (or Cognitive Behavioural Therapies) like modern systems such as REBT (Rational Emotive Behavior Therapy). Research shows that people who suffer from excessive anger often harbor and act on dysfunctional attributions, assumptions and evaluations in specific situations. It has been shown that with therapy by a trained professional, individuals can bring their anger to more manageable levels.[38] The therapy is followed by the so-called "stress inoculation" in which the clients are taught "[[relaxation]] skills to control their arousal and various cognitive controls to exercise on their attention, [[thoughts]], images, and [[feelings]]. They are taught to see the provocation and the anger itself as occurring in a series of stages, each of which can be dealt with."[9]

Modern therapies for anger involve restructuring [[thought]]s and [[belief]]s in order to bring about a causal reduction in anger. These therapies often comes within the schools of CBT (or Cognitive Behavioural Therapies) like modern systems such as REBT (Rational Emotive Behavior Therapy). Research shows that people who suffer from excessive anger often harbor and act on dysfunctional attributions, assumptions and evaluations in specific situations. It has been shown that with therapy by a trained professional, individuals can bring their anger to more manageable levels.[38] The therapy is followed by the so-called "stress inoculation" in which the clients are taught "[[relaxation]] skills to control their arousal and various cognitive controls to exercise on their attention, [[thoughts]], images, and [[feelings]]. They are taught to see the provocation and the anger itself as occurring in a series of stages, each of which can be dealt with."[9]

===]Suppression===

===Suppression===

While the early philosophers were not concerned with possible harmful effects of the suppression of anger, modern psychologists point out that suppression of anger may have harmful effects. The suppressed anger may find another outlet, such as a physical symptom, or become more extreme.[9][39] John W. Fiero cites Los Angeles riots of 1992 as an example of sudden, explosive release of suppressed anger. The anger was then displaced as [[violence]] against those who had nothing to do with the matter. Another example of widespread deflection of anger from its actual cause toward a [[scapegoat]], Fiero says, was the blaming of Jews for the [[economic]] ills of Germany by the Nazis.[8]

While the early philosophers were not concerned with possible harmful effects of the suppression of anger, modern psychologists point out that suppression of anger may have harmful effects. The suppressed anger may find another outlet, such as a physical symptom, or become more extreme.[9][39] John W. Fiero cites Los Angeles riots of 1992 as an example of sudden, explosive release of suppressed anger. The anger was then displaced as [[violence]] against those who had nothing to do with the matter. Another example of widespread deflection of anger from its actual cause toward a [[scapegoat]], Fiero says, was the blaming of Jews for the [[economic]] ills of Germany by the Nazis.[8]

===As a strategy===

===As a strategy===

As with any emotion, the display of anger can be feigned or exaggerated. Studies by Hochschild and Sutton have shown that the show of anger is likely to be an effective manipulation [[strategy]] in order to [[change]] and design attitudes. Anger is a distinct strategy of social influence and its use (i.e. belligerent behaviors) as a goal achievement [[mechanism]] proves to be a successful strategy.[10][11]

As with any emotion, the display of anger can be feigned or exaggerated. Studies by Hochschild and Sutton have shown that the show of anger is likely to be an effective manipulation [[strategy]] in order to [[change]] and design attitudes. Anger is a distinct strategy of social influence and its use (i.e. belligerent behaviors) as a goal achievement [[mechanism]] proves to be a successful strategy.[10][11]

A question raised by Van Kleef et al. based on these findings was whether expression of emotion influences others, since it is known that people use [[emotion]]al [[information]] to conclude about others’ limits and match their demands in negotiation accordingly. Van Kleef et al. wanted to explore whether people give up more easily to an angry opponent or to a happy opponent. Findings revealed that participants tended to be more flexible toward an angry opponent compared with a happy opponent. These results strengthen the argument that participants analyze the opponent’s emotion in order to conclude about their limits and carry out their decisions accordingly.[43]

A question raised by Van Kleef et al. based on these findings was whether expression of emotion influences others, since it is known that people use [[emotion]]al [[information]] to conclude about others’ limits and match their demands in negotiation accordingly. Van Kleef et al. wanted to explore whether people give up more easily to an angry opponent or to a happy opponent. Findings revealed that participants tended to be more flexible toward an angry opponent compared with a happy opponent. These results strengthen the argument that participants analyze the opponent’s emotion in order to conclude about their limits and carry out their decisions accordingly.[43]

===The Dual Thresholds Model==

==The Dual Thresholds Model==

Anger expression might have negative outcomes for [[individual]]s and organizations as well, such as decrease of productivity [44] and increase of job [[stress]] [45], however it could also have positive outcomes, such as increased work motivation, improved [[relationships]], increased mutual [[understanding]] and etc. (for ex. Tiedens, 2000 [46]). A Dual Thresholds Model of Anger in Organizations by Geddes and Callister, (2007) provides an explanation on the valence of anger expression outcomes. The [[model]] suggests that organizational norms establish [[emotion]] thresholds that may be crossed when employees feel anger. The first "expression threshold" is crossed when an organizational member conveys felt anger to individuals at work who are associated with or able to address the anger-provoking situation. The second "impropriety threshold" is crossed if or when organizational members go too far while expressing anger such that observers and other company personnel find their actions socially and/or culturally inappropriate. The higher [[probability]] of negative outcomes from workplace anger likely will occur in either of two situations. The first is when organizational members suppress rather than express their anger—that is, they fail to cross the "expression threshold". In this instance personnel who might be able to address or resolve the anger-provoking condition or event remain unaware of the problem, allowing it to continue, along with the affected individual’s anger. The second is when organizational members cross both thresholds—“double cross”— displaying anger that is perceived as deviant. In such cases the angry person is seen as the problem—increasing chances of organizational sanctions against him or her while diverting attention away from the initial anger-provoking incident. In contrast, a higher probability of positive outcomes from workplace anger expression likely will occur when one’s expressed anger stays in the space between the expression and impropriety thresholds. Here, one expresses anger in a way fellow organizational members find acceptable, prompting exchanges and discussions that may help resolve concerns to the satisfaction of all parties involved. This space between the thresholds varies among different organizations and also can be changed in organization itself: when the change is directed to support anger displays - the space between the thresholds will be expanded and when the change is directed to suppressing such displays – the space will be reduced. [47]

Anger expression might have negative outcomes for [[individual]]s and organizations as well, such as decrease of productivity [44] and increase of job [[stress]] [45], however it could also have positive outcomes, such as increased work motivation, improved [[relationships]], increased mutual [[understanding]] and etc. (for ex. Tiedens, 2000 [46]). A Dual Thresholds Model of Anger in Organizations by Geddes and Callister, (2007) provides an explanation on the valence of anger expression outcomes. The [[model]] suggests that organizational norms establish [[emotion]] thresholds that may be crossed when employees feel anger. The first "expression threshold" is crossed when an organizational member conveys felt anger to individuals at work who are associated with or able to address the anger-provoking situation. The second "impropriety threshold" is crossed if or when organizational members go too far while expressing anger such that observers and other company personnel find their actions socially and/or culturally inappropriate. The higher [[probability]] of negative outcomes from workplace anger likely will occur in either of two situations. The first is when organizational members suppress rather than express their anger—that is, they fail to cross the "expression threshold". In this instance personnel who might be able to address or resolve the anger-provoking condition or event remain unaware of the problem, allowing it to continue, along with the affected individual’s anger. The second is when organizational members cross both thresholds—“double cross”— displaying anger that is perceived as deviant. In such cases the angry person is seen as the problem—increasing chances of organizational sanctions against him or her while diverting attention away from the initial anger-provoking incident. In contrast, a higher probability of positive outcomes from workplace anger expression likely will occur when one’s expressed anger stays in the space between the expression and impropriety thresholds. Here, one expresses anger in a way fellow organizational members find acceptable, prompting exchanges and discussions that may help resolve concerns to the satisfaction of all parties involved. This space between the thresholds varies among different organizations and also can be changed in organization itself: when the change is directed to support anger displays - the space between the thresholds will be expanded and when the change is directed to suppressing such displays – the space will be reduced. [47]

==Further reading==

==Further reading==

[http://home.medewerker.uva.nl/g.a.vankleef/bestanden/Van%20Kleef%20et%20al.%20(2004a%20JPSP).pdf Academic Articles]

*[https://home.medewerker.uva.nl/g.a.vankleef/bestanden/Van%20Kleef%20et%20al.%20(2004a%20JPSP).pdf Academic Articles]

[http://www.apa.org/topics/controlanger.html The Interpersonal Effects of Anger and Happiness in Negotiations

*[https://www.apa.org/topics/controlanger.html The Interpersonal Effects of Anger and Happiness in Negotiations]

Controlling Anger -- Before It Controls You]

*[https://www.ncbi.nlm.nih.gov/sites/entrez?cmd=Retrieve&db=PubMed&list_uids=11195894&dopt=Citation Anger and advancement versus sadness and subjugation: the effect of negative emotion expressions on social status conferral]

[http://www.ncbi.nlm.nih.gov/sites/entrez?cmd=Retrieve&db=PubMed&list_uids=11195894&dopt=Citation Anger and advancement versus sadness and subjugation: the effect of negative emotion expressions on social status conferral]

*[https://scholar.google.com/scholar?hl=en&lr=&q=Get+mad+and+get+more+than+even%3A+The+benefits+of+anger+expressions&btnG=Search Get mad and get more than even: When and why anger expression is effective in negotiations]

[http://scholar.google.com/scholar?hl=en&lr=&q=Get+mad+and+get+more+than+even%3A+The+benefits+of+anger+expressions&btnG=Search Get mad and get more than even: When and why anger expression is effective in negotiations]

*[https://www.questia.com/googleScholar.qst?docId=5001520967 Managing emotions in the workplace]

[http://www.questia.com/googleScholar.qst?docId=5001520967 Managing emotions in the workplace]

 

==References==

==References==

# "Anger definition". Medicine.net. Retrieved 2008-04-05.

# "Anger definition". Medicine.net. Retrieved 2008-04-05.

# Bashir, Shahzad. Anger, Encyclopaedia of the Qur'an, Brill, 2007.

# Bashir, Shahzad. Anger, Encyclopaedia of the Qur'an, Brill, 2007.

# see for example Quran 3:134; 42:37; Sahih al-Bukhari, vol. 8, bk. 73, no. 135.

# see for example Quran 3:134; 42:37; Sahih al-Bukhari, vol. 8, bk. 73, no. 135.

^ Mohammed Abu-Nimer, Non-Violence, Peacebuilding, Conflict Resolution and Human Rights in Islam:A Framework for Nonviolence and Peacebuilding in Islam, Journal of Law and Religion, Vol. 15, No. 1/2. (2000 - 2001), pp. 217-265.

# Mohammed Abu-Nimer, Non-Violence, Peacebuilding, Conflict Resolution and Human Rights in Islam:A Framework for Nonviolence and Peacebuilding in Islam, Journal of Law and Religion, Vol. 15, No. 1/2. (2000 - 2001), pp. 217-265.

# Kaufmann Kohler, Anger, Jewish Encyclopedia

# Kaufmann Kohler, Anger, Jewish Encyclopedia

# Shailer Mathews, Gerald Birney Smith, A Dictionary of Religion and Ethics, Kessinger Publishing, p.17

# Shailer Mathews, Gerald Birney Smith, A Dictionary of Religion and Ethics, Kessinger Publishing, p.17

# Tiedens, L. Z. 2000. Powerful emotions: The vicious cycle of social status positions and emotions. In N. M. Ashkanasy, C. E. J. Ha¨ rtel, & W. J. Zerbe (Eds.), Emotions in the workplace: Research, theory and practice: 71–81. Westport, CT: Quorum.

# Tiedens, L. Z. 2000. Powerful emotions: The vicious cycle of social status positions and emotions. In N. M. Ashkanasy, C. E. J. Ha¨ rtel, & W. J. Zerbe (Eds.), Emotions in the workplace: Research, theory and practice: 71–81. Westport, CT: Quorum.

# Geddes, D. & Callister, R. 2007 Crossing The Line(s): A Dual Threshold Model of Anger in Organizations, Academy of Management Review. 32 (3): 721–746.

# Geddes, D. & Callister, R. 2007 Crossing The Line(s): A Dual Threshold Model of Anger in Organizations, Academy of Management Review. 32 (3): 721–746.