⁨أسئلة المحاضرة الـ 14 PCM (قبل التعديل) ⁩

The process of examining your own thoughts, feelings, and motivations to understand yourself better.

A skill that involves understanding and managing interactions with people who display difficult or aggressive behaviors.

A set of actions that can be applied in any situation dealing with aggressive or difficult individuals.

Being upfront about your expectations and refusing to tolerate disrespectful treatment.

Understanding your limits and avoiding situations that may endanger your safety or wellbeing.

Enlisting the support of trustworthy individuals to help navigate interactions with difficult people.

These individuals desire approval but feel inadequate, leading them to blame others when things go wrong.

The most effective strategy for dealing with passive-difficult individuals is to directly address their concerning behavior.

The act of making indirect or veiled criticisms which are not explicitly stated, potentially to avoid direct confrontation.

Individuals who exhibit passive-aggressive behavior often struggle with making decisions, taking risks, and completing assigned tasks. They tend to externalize blame for their failures.

When dealing with difficult people, it's crucial to acknowledge that their behavior is not a personal attack on you. You cannot change them, and it's not your responsibility to do so.

Individual change requires personal motivation. Trying to force someone to change their behavior is unlikely to be successful.

Focus on managing your own emotional and behavioral responses to difficult individuals. This allows you to make healthier, more productive choices for yourself in the long run.

It's essential to remain calm and avoid defensiveness when interacting with difficult individuals, as this can escalate the situation.

Avoid jumping to conclusions and look deeper into the motivations behind difficult behavior. This will help you understand their actions better.

Take some time to reflect on your own behavior and how it might be contributing to the situation. Are you doing anything that may escalate the conflict?

This type of difficult person spreads negativity and often encourages gossip, undermining team morale and creating a hostile work environment.

This type of difficult person thrives on complaining and prefers expressing grievances rather than seeking solutions, impacting team productivity and morale.

A strategy that involves providing evidence, solutions, and positive reinforcement to help redirect a difficult person's negative behavior.

A key characteristic of difficult people that involves draining the energy and motivation of others around them.

Involves consistently reminding a difficult person of their responsibilities and expectations, holding them accountable for their actions.

A personality type that is often aggressive, intimidating, and demanding.

A personality type that avoids conflict and withdraws from difficult situations.

A personality type that is often arrogant and believes they are always right.

A personality type that agrees to commitments but rarely follows through.

This strategy involves allowing the person to talk until they exhaust their anger.

This strategy involves being assertive and clearly communicating your expectations.

This strategy involves being respectful but firm in setting boundaries.

This strategy involves establishing clear goals and holding them accountable.

These individuals are quick to point out why something won't work, often exaggerating mistakes and fueling negative emotions. They discourage change and can create a hostile environment.

Directly addressing a person's undesirable actions, bringing it out into the open.

An individual who desires approval but feels inadequate, often blaming others when things don't go their way.

Being upfront about your treatment expectations and refusing to tolerate disrespectful behavior.

Using a neutral location for a meeting to avoid discomfort or feeling unsafe.

Recognizing that dealing with difficult people can be learned through practice and experience.

Recalling past incidents with difficult individuals, analyzing your responses and reflecting on how you could have handled them better.

Bringing out passive-aggressive behavior by explicitly mentioning the off-putting comments or actions of the individual.

Asking a trusted friend, colleague, or supervisor to be present during interactions with a potentially difficult person.

These individuals appear pleasant and cooperative on the surface but struggle to make decisions, take risks, or complete tasks. They often blame external factors for their failures.

Instead of directly confronting issues, they use indirect methods like veiled criticisms or backhanded compliments to express dissatisfaction.

It's crucial to accept that you can't change someone else. Focus on managing your own reactions to their behavior.

Understand that everyone's behavior is driven by motivations. Seeking to understand their underlying reasons can help you respond more effectively.

Taking responsibility for how you react to difficult people allows you to create a healthier and more productive environment for yourself.

Managing your emotions is vital. Avoid defensiveness as it can escalate the situation. Staying calm and composed helps to maintain a balanced approach.

This strategy involves accepting that the person needs to express their anger and allowing them to vent until they exhaust their frustration.

Be clear and assertive, stating your expectations directly. This approach helps to establish boundaries and communicate your needs effectively.