Issue: Anger Management

This is a definition of anger management: "Anger in and of itself is a normal and healthy emotion. However for some, it becomes an overwhelming drive that creates social, interpersonal or intrapersonal conflict. This is why we strive to manage anger rather than eliminate it. There are over 20 different facets to anger, and determining the particular problem areas within a particular individual can be very beneficial for streamlining counseling for that individual." Anger be used for good if you use it the right way. For example, athletes use moderate anger in the sports, but it can get out of hand if to much anger is present. Many people view anger management as a punishment, but insteaad it is creating positive change to help control their anger. People aslo deny they have an anger issue, but it effects everyone else around them. Many of these people end up divorcing, just like Bo's parents, or spousal abuse. Anger can also cause disappointment, hurt, frustration, sadness, confusion, shame or other negative emotions that can cause other problems throughout their lives. The most response to anger is retaliation, "Retaliation is the act of expressing hurtful and angry feelings in ways that inflict those same feelings on someone else. " Anger management is used to make other people share their pain. There are also problems with physicians.
A recent ACPE Physician Behavior Survey reported the following:
•Over 35% of Hospital Executives report problems with physician behavior monthly, weekly, or daily.
•The most common problems reported include:
1.Disrespect (83%)
2.Yelling (41%)
3.Insults (37%)
4.Physical abuse—including throwing objects (9%)

In this same Physician Behavior Survey:
•Problems with physician behavior most often involves conflicts with:
1.Nurses, physician assistants, etc. (57%)
2.Other physicians (15%)
3.Members of hospital administration (14%)
•It was reported that the majority of the physician behavior problems mention before stem from the following:
1.Conflicts between physicians and staff (36%)
2.Physicians who are feeling frustrated & vulnerable due
3.Physicians who refuse to embrace teamwork (5%)