OntheWilderSide

By Claudia Parsons

NEW YORK (Reuters) – A man who gets angry at work may well be admired for it but a woman who shows anger in the workplace is liable to be seen as “out of control” and incompetent, according to a new study presented on Friday.

What’s more, the finding may have implications for Hillary Clinton as she attempts to become the first female U.S. president, according to its author Victoria Brescoll, a post-doctoral scholar at Yale University.

Her research paper “When Can Angry Women Get Ahead?” noted that Clinton was described last year by a leading Republican as “too angry to be elected president.”

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Nonviolent Communication:  Anger as response to attempted domination

For me the subject of anger is very much a political issue. To me anger is not a central issue and I’m worried about thinking of anger as a problem. Thinking about anger as a problem is like a man who is in the habit of smoking in bed and catching the house on fire and he notices there·s always this damn fire alarm going off.

He gets really annoyed and he keeps changing houses because he doesn’t like dealing with the fire alarm. To me in many respects anger is the fire alarm. Why be worried and concerned about the fire alarm? So to me anger is not the problem. To me the problem is the thinking that creates it. It is a certain quality of thinking that supports domination systems. By systems I mean governments, organizations, institutions that regulate human affairs. In his books, The Powers That Be and Engaging the Powers, theologian Walter Wink talks about domination systems being ones in which a few people control [many] to their own advantage. In domination systems you have to train people to think in ways that support the system, so they fit the system.

Domination systems require:

1.	Suppression of self

Now anger is the result, it’s a fire alarm that tells us we are thinking in a way that supports domination systems; you are thinking in a way that contributes to the oppressive world order and you are part of it.

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