Recently a golfer in Calgary was attacked by two other golfers when his ball hit their car. An internet search for stories of golf rage proves that this is not a unique incident. This begs the question: if people will react this way to stress during what is supposed to be an enjoyable leisure activity, then how will they react to a stressful situations at work? Based upon You Tube videos showing workers smashing desktop computers, throwing monitors and jumping over desks to attack co-workers, the answer to this question may be ‘not too well.’
Angry outbursts of this type seem hard to imagine at our workplaces, or are they? According to Reuters, “nearly half of U.S. workers in America report yelling and verbal abuse on the job, with roughly a quarter saying it has driven them to tears.” Reuters also quotes experts who state "3 percent of people admit to pushing, slapping or hitting someone at work.” Meanwhile, The National Institute for Occupational Safety and Health says "studies show that stressful working conditions are actually associated with increased absenteeism, tardiness, and intentions by workers to quit their jobs-all of which have a negative effect on the bottom line." Employees who choose not to control their angry outbursts represent a threat to other employees, company productivity and equipment.
Thus, efforts to prevent desk rage are worthwhile. The National Institute for Occupational Safety and Health (NIOSH) advises organizations to address both individual “stress management” and “organizational change.” Individual stress management focuses on providing positive coping strategies and outlets for employees. Meanwhile, organizational change -- suggests NIOSH -- may involve task design, “management style,” worker relationships, the environment, “work roles” and “career concerns.” In essence, we all have a role to play in reducing desk rage. Positive steps can be taken to lower stress and eliminate desk rage at the individual, group and organizational level.
Individual relationships can be a source of worker stress. Clear expectations and boundaries can help reduce stress and improve conflict resolution. Tony Fiore – an expert in anger management – recommends that managers focus on building communication and listening skills, creating “healthy boundaries,” building emotional intelligence skills and establishing consequences for inappropriate behaviors. Meanwhile, Anna Maravelas – author of How To Reduce Workplace Conflict and Stress – suggests in Oprah magazine that the focus should be on “what went wrong, and how do we fix it?” instead of on placing blame.
Has desk rage become an issue at your workplace?
References:
Fiore, Tony. “Resolving Workplace Conflict: 4 Ways to a Win-Win Solution.” Business know-how [www.businessknowhow.com]. Obtained July 27, 2008.
National Institute for Occupational Safety and Health. Stress…At Work. NIOSH Publication No. 99-101, Obtained July 27, 2008.
Raffel, Dawn. “The Two Self Defeating Habits Of Otherwise Brilliant People.” Oprah Magazine, September 2006.
Silverman, Craig. “Meet the new anger: ‘desk rage’.” Globeandmail.com [www.theglobeandmail.com]. July 17, 2008.
Wolff, Steven B. “Building the Emotional Intelligence of Groups.” Harvard Business Online [www.harvardbusinessonline.hbsp.harvard.edu], Obtained July 27, 2008.
Wulfhorst, Ellen. “Desk rage spoils work for many Americans.” Reuters [www.reuters.com]. July 10, 2008.
