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Articles (Total : 31)

Date   Title

• 3 Tips For A Seductively Healthy Valentine’s Dinner 7 Feb 2007 • Why Exercise is Important after Baby 20 Jun 2007 • Quick Exercises for Parents 7 Nov 2007 • High Fructose Corn Syrup: The Obesity Link 30 Jul 2007 • Holidays with Ease: A One-Pot Turkey Dinner with All the Trimmings 7 Nov 2007 • Get Ready to Diet 13 Jan 2007 • Notes for Valentines Day and Beyond 7 Feb 2007 • Emotional Development is the Software 22 Oct 2007 • Coverting a Picky Eater 24 Feb 2007 • A Puppy Party for Kid-Friendly Dogs 22 Oct 2007 • What You Need to Know About Dog and Cat Nutrition 22 Oct 2007 • Three Steps for Meeting a Dog: Instructions for Parents 3 Jul 2007 • The Family Dinner: Fast and Simple 2 Mar 2007 • Healthy First Birthday Cake Ideas 2 May 2007 • What to Do When Your Child is Afraid of Dogs 30 Jul 2007 • Is it Safe to Eat? 30 Jul 2007 • Kymythy's Kitchen Nutrition: Natural Anti-inflammatories 7 Nov 2007 • Healthy Habits: Starting Family Food Traditions 7 Nov 2007 • Harvest Heaven 22 Oct 2007 • Exercise and Pregnancy 30 Jul 2007 • Flu Fighting Foods 13 Jan 2007 • Dealing with Belligerent People 22 Oct 2007 • Creating a Balanced Inner World for Our Children 7 Nov 2007 • Rainy Day Activities for Kids and Dogs 7 Nov 2007 • Time with the Kids vs a Home-Cooked Meal? You can have both! 2 May 2007 • Sleep Deprived Children Have Health Problems 13 Jan 2007 • The Last-Minute Cook 24 Feb 2007 • Test Your Flexibility 11 Sep 2007 • Getting Along in the Office: Improving the Work Environment 7 Nov 2007 • Three Steps for Meeting a Dog: Instructions for Parents 21 Jun 2007 • Music for Motivation 22 Oct 2007

People behave in predictable ways. Have you ever noticed yourself saying, "Charlie is so much like my Uncle Henry?" If you observe interactions in the workplace, you will eventually agree with me that there are three main ways that people approach workplace problems and people interactions. Your co-workers are either:

Mostly concerned about procedures,

1. Mostly concerned about people, or
2. Mostly concerned about themselves.

Those who are concerned mostly about procedures are the type of people that I call belligerent. They are very concerned that there be clear forms for every situation. They like checklists. They figure that, if everything is written down in a formal procedure and people check off the steps, the work will get done. Belligerent people are often frustrated when others refuse to use their detailed procedures. They can become explosively angry when they find their steps not being followed.

Belligerent people are judgmental, with a strong, almost chivalrous sense of right and wrong. They respect anyone who can admit a mistake, and anyone who can stand up to them. They do not intend to hurt others, but often do because of their quick, unthinking responses to situations. They often control situations by speaking loudly and forcefully.

When a belligerent person is running a project, the project may grind to a halt as a result of elaborate procedures. The staff may not understand or perform all of the steps that are set out, and the belligerent person cannot allow things to proceed until all of the steps are followed by the assigned person.

To handle a belligerent co-worker or supervisor, you must often apologize, even if it is not your fault. At other times, you must be willing to speak louder than they do, and interrupt them when necessary. You must also ignore any rude comments, anticipate things that will upset them, warn them in advance, and tell them in private if they have hurt you. Of course, you must never return rudeness for rudeness.

Author: Ruth Haag

Ruth Haag helps managers and employees understand the dynamics of the work environment, and how to function smoothly within it. She is the President/CEO of Haag Environmental Company. She has written a four-book business series: "Taming Your Inner Supervisor", "Day-to-Day Supervising", "Hiring and Firing", and "Why Projects Fail." Her enjoyable, easy-to-read books provide a look at life the way it is, rather than the way that you might think it should be.

Contact the Author:

Web: http://www.RuthHaag.com

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