Does anger suppresses igniting human potential and affects progress and development of team, organisation and society?

yes

Yes, I believe it does hinder one's progress and development along with that of the team, organization and society.
  We tend to lose logical thought process and reasoning when we get angry which can prove detrimental to our well-being and success, professionally.

Yes Alvill destroys the person and the end of social relations and workflow Jager

  Absolutely! Agree with the above statement.
Obsessively getting angry is a person’s worst enemy.
It not only destroys one’s personality but also makes him unlikeable to people around him and does not allow him to build any kind of meaningful relationships on personal and professional level.
In a team environment, it’s detrimental to the growth and potential of the whole group.
It always has a knock-on effect to the surrounding people.

Anger is usually a sign of the persons inability to cope with the stress / demands of the job.
When the person loses control they tend to lose perspective and the ability to reason and rationalise.
It also tends to be a form of bullying on the person towards whom the anger is directed.
This tends to also affect the potential of the person taking the brunt of the anger

Yes, of course.
It actually destroys ones personality and he/she becomes an unliked person in the office.

To be igniting human potential and affects progress and development of team, organisation and society must be:

 

• There can be no effective way of working if employees do not know their responsibilities or if responsibilities and authorities are ‘vague’.
• Everyone should know what they are expected to do (responsibilities) and what they are allowed to do (authorities). 
• They should know their role (position) in the organization and how this relates to other roles (positions). 
• Others in the organization (as well as customers) should be aware of these relationships.
•  Organization charts, job descriptions, deployment flow charts, and procedures can be used to define organizational responsibilities and authorities … but organization charts alone rarely define how things really get done in an organization.

 

• Descriptions do not have to be elaborate or complex. 

 

• It is important that descriptions clearly reflect the “real life” situation and allow for flexibility.

 

•  One method of identifying responsibilities and authorities is to have a simple procedure or deployment flow chart supplemented by a job description or training document.

 

•  Also, placing an organization chart in the quality manual will help customers identify key personnel and delegated responsibilities and authorities in the organization.