Get access to the exclusive HR Resources you need to succeed in 2018.
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 14 cities across the U.S. this fall.
Gain the skills you need to rise to the next level in your career. Jon us at SHRM's Leadership Development Forum, October 2-3 in Boston.
Screen for hotheads during hiring; more.
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Screen for Hotheads
April’s "Helping Employees Cool It" distinguished between employees who show cold anger (gossip, back-stabbing) and those who show hot anger (red face, road rage). It is estimated that 5 percent to 7 percent of people, mostly men, have an intermittent explosive disorder. Their loose emotional controls lead to hot anger, aggression or, at times, violent outbursts disproportionate to the circumstances. In extreme cases, such behavior can lead to workplace violence.
A new employee does not suddenly develop this disorder or hot-anger outbursts. Such behavior likely can be traced to developmental years. It can go untriggered for months, then suddenly erupt with negative consequences. Considering bosses’ reluctance to say anything negative about former employees in reference checks, disruptive behavior reflecting loose emotional controls will seldom be identified in background checks. What to do?
Two psychologists, Lawrence James and Michael McIntyre, after extensive research, published the
Conditional Reasoning Test of Aggression, a psychological assessment designed to measure a candidate’s predisposition to engage in aggressive acts. The assessment is short, easily administered and scored, and inexpensive. Another instrument is the Emotional Quotient Inventory, especially its assertiveness and impulsiveness subscales.
High scores on these assessments would not, by themselves, be a "stop signal" for a candidate’s selection but would warrant careful exploration in interviews and background checks. A candidate with this disorder will leave a trail, although often hard to identify, of damaged relationships, angry and aggressive outbursts, sabotage, or worse. Once hired, these folks are essentially untrainable by conflict management programs, so just don’t hire them.
Donovan R. Greene, Ph.D.Mountain View, Calif.
I was completely inspired by "Focusing on the ‘Human’ in HR" (April).
Learning about Nikki Jackson’s goal of developing a more focused and engaged workforce while having fun and increasing productivity for the Kentucky government’s HR function was refreshing and truly
Tamela G. SmithClayton, N.C.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
SHRM Member Discounts Program
SHRM’s HR Vendor Directory contains over 10,000 companies