Business

Another non-assertive personality that is often overlooked and difficult to recognize is the hostile-passive (Raudsepp 18). This personality, like the passive, defers to the needs of others; however instead of continually deferring without an emotional repercussion, the hostile-passive reserves all their negative emotions and resentment. Hostile-passives vent their frustrations after a time in despicable tactics such as sabotage of projects or spreading malicious gossip to undermine others reputations. Hostile-passives are known for their extremes of behavior, ranging from passive one moment and flaring into openly aggressive the next.

On the opposite end of the spectrum we have the aggressive or "too hot" manager. The aggressive manager generally possesses these characteristics; accusatory and angry tones, belligerent manners, intolerance of others, egocentric thinking, overly defensive, prone to feeling rejected and extremely sensitive to criticism. When in meetings with others this type generally dominates the discussion, often belittling opinions of others. In most situations this person will act as the dominant person, or bully. In situations where they cannot bully someone, such as a supervisor, they will often adapt a passive or hostile-passive role. Their behavior will then range from passive non-compliance to open rebellion against rules and directives. Often aggressive behavior is an over reaction of too much passive behavior in the past.

Aggressive behavior is often mistaken with assertiveness and can frequently draw new and inexperienced managers into its trap when they are attempting to assert themselves. The easiest way to differentiate between assertive behavior and aggressive behaviors is your regard for others rights. When you are "assertive", you are standing up for your own rights; when you are being "aggressive", in the truest sense of the word, you may be violating the rights of