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Successful Management Of The Passive Aggressive Employee

1718 words - 7 pages

Source Review
A critical factor in the management of people today is the ability to handle every challenging employee situation with the appropriate communication and actions. One of the most difficult types of employees to manage is the Passive-Aggressive who refuses to accept constructive feedback and tries to stir up discontent among other employees. In order to be successful in the management of the Passive Aggressive Employee, there has to be a planned approach, which includes effective communication, consequences, and actions.

This article discusses the effect feedback has on an employee or subordinate, and evaluates the most appropriate way to deliver feedback. Negative feedback given in a positive manner can be very beneficial and stimulate change; however, negative feedback given in a negative manner has a tendency to decrease motivation and change. The article also talks about the role the Manager plays in helping the employee cope with the emotional affects of receiving negative feedback. In order for the negative feedback to have a positive effect on the subordinate, the Manager has to understand how to connect emotionally with the subordinate, and help them through the feedback process.
This article agrees that there has to be a planned approach in delivering feedback. Feedback delivered in the appropriate manner can promote change. Understanding how to connect with the difficult employee emotionally when giving feedback is pivotal in gaining their trust and acceptance.


This article evaluates the underlying factors that may contribute to bullying behaviors in the mental health organization. The author then makes recommendations on how to reduce future occurrences by helping the bully and the victim manage stress. (40) These recommendations also include the development of healthy relationships, and the creation of a harmonious environment in which all people are treated with dignity and respect. (40) The authors also note that failure to address the bullying behavior can lead to adverse consequences for the consumer, the organization, and the profession. (40)


This article looks at challenging behavior” in the clinical setting, and gives advice on how to develop an Action Plan for Education and Training. The author looks at challenging behavior from more of an interactional viewpoint instead of a judgmental viewpoint. The goal is to understand what instigated the behavior, and why certain reactions caused the situation to escalate. The key to handling challenging behavior is education and training. The training should include different ways to deal with the staff’s response to the challenging behavior as well as the environmental influences that might influence the behavior. Through increased education and training, the staff will gain a better understanding about how the behavior affects them personally, how the situation could have provoked the behavior, and how to prevent...

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