Frustration And Conflicts
Frustration and conflictsModule Details1. Subject NameAdult Education2. Paper NamePsychological Foundation3. Module numberModule- 2.54. Module NameFrustration and conflicts5. Principal InvestigatorProf. Vandana Chakrabarti, Director, Lifelong Learning andExtension, SNDT Women’s University, Mumbai6. Paper CoordinatorProf. Anuradha Sovani, Professor, Departmentof Psychology,SNDT Women’s University, MumbaiDr. Ruchi Dubey Chaturvedi, Faculty in UG Department ofPsychology: Jaihind collegeProf. Anuradha Sovani, Professor, Department of Psychology,SNDT Women’s University, Mumbai7. Content writer8. Content ReviewerContent Outline:1. Objectives2. Frustrationa. Definition of Frustrationb. Connotations of Frustrationc. Sources of Frustrationd. Consequences of Frustration3. Conflictsa. Definition of Conflictsb. Changing perspectives regarding Conflictsc. The Conflict Processd. Conflict Management Techniquese. Negotiation as a Formal Conflict Resolution strategyf.I.The Negotiation ProcessObjectives:At the end of the session learners will be able to: Define FrustrationExplain Connotations and Sources of FrustrationIdentify consequneces of FrustrationDefine ConflictIdentify Changing perspectives regarding ConflictsDescribe the process of conflicts1
II.FRUSTRATION1)Conceptual definition of Frustration:It’s a deep chronic sense of insecurity, discouragement and dissatisfaction arising fromthwarted desires, inner conflicts or other unresolved problems. Freud (1933) definedFrustration as an unpleasant state which emerges whenever a pleasure-seeking or painavoiding behavior is blocked.2) Connotations of Frustration:i)ii)iii)iv)When progress towards a desired goal is interfered with, delayed or met withobstacles, it causes frustrationThe barriers coming in the path of one’s goals can come from either theexternal physical environment or from factors within an individualFrustration gives rise to an unpleasant emotional state that results fromblocked goal-seeking behaviorThe responses to frustrating situations determine the adequacy of one’sadjustment in lifeThe cycle leading to Frustration can be illustrated as below. Any barriers inmoving from Stage 2 to Stage 3 can give rise to feelings of Frustration1. Needs/wants/desires2. A aroused/motivated Drive state3. Drive reductionbehavior /goalachievement3) Sources of Frustration:i)ii)Approach-approach conflict involving two desirable goals: in this situation, thesatisfaction of one motive leads to the frustration of the other motiveConflicts between paths to approach a single goal: this occurs when there arevarious ways of approaching a single goal and these paths to the goal divergefrom each other2
iii)iv)v)Approach-avoidance conflict: in this situation, a single goal is both desirableand undesirable. The individual faces an ambivalent state about whether toapproach or avoid the goal attainmentAvoidance-avoidance conflict involving two undesirable goals: in this situation,the individual desires to avoid both the goals, but can avoid only one goalIntrapersonal Conflicts: this happens when expectations from an individual(by others and herself) conflict with her internal standards involving hervalues, beliefs and motives.i) ) Conflictsbetween pathsto approach agoalSources ofFrustrationiii)Approachavoidanceconflictiv) Avoidanceavoidanceconflict4) Consequences of Frustration:i)Biological: it can cause following impairments in the functioning of one’s body: Heart diseases Respiratory problems Digestive problems Decrease in body’s immunity Sleep disturbances Lifelong problems, like, asthma, ulcer, cancer, allergyii)Psychological: the mental state of the individual can get altered in followingways: Dissatisfaction, disinterest, boredom Anxiety, tension, depression Decrease in person’s efficiency at home and workDecrease in person’s self-confidence and self-esteemMood swings, improper affective state3
iii)III.Social effects: the person’s interactions with others can get impaired asfollows: Poor interpersonal relationships at home and work Prone to substance abuse, indulging in delinquent behaviorCONFLICTS1) Definition of Conflict:Conflict at Intrapersonal level: a process when one’s motive/goal starts to beincompatible with/in disharmony with another motive/goalConflict at Interpersonal level: a process that begins when one person perceivesthat another has negatively affected or is about to negatively affect somethingthat she desires2) Changes in perspectives regarding Conflicts:i) The Traditional Viewpoint: Conflicts of all kinds are bad, negative and harmful.It is associated with violence, destruction and irrationality. It disrupts thepeaceful co-existence between people. This dysfunctional conflict outcomes arecaused by:a) Poor communication between individualsb) Lack of trust and openness between individualsc) Failure of one person to fulfill the demands and expectations of the anotherpersond) Unresolved issues/instincts/desires within an individualii)The Interactionist Viewpoint: Conflicts must be accepted and encouraged. It isa positive force, necessary for people to improve and grow. A minimum level ofongoing conflict keeps individuals introspective, creative, self-critical andenergetic. Too much cohesiveness and harmony might make peoplenonevaluative, lethargic and nonresponsive. This perspective categorizes conflicts aseither Functional or Dysfunctional.a) Functional Conflicts: it helps individuals to improve and experience personalgrowthb) Dysfunctional Conflicts: it is destructive in nature, causes harm to individualsand builds up mistrust and disrespect among peopleWhether a conflict will turn out to be Functional or Dysfunctional depends ontwofactors: Type of conflict and the Level of conflict. Based on these there arethree types of Conflicts:a)Task Conflict: This conflict arises because of the type of work which people aredoing.For this kind of Conflict to be functional, it must be kept between low tomoderate levels. This will only happen when there is mutual trust amongindividuals and when an individual understands his and other’s roles, duties andresponsibilities.4
b)Relationship Conflict: This conflict deals with interpersonal relationships. Itshould be maintained at lowest level. If its level rises it will become dysfunctionalas it will cause hostilities, personality clashes and obstacles in goal achievementof people.c)Process Conflict: This deals with how people should divide tasks and do theirrespective work. A low level of this conflict must be maintained. If it rises to ahigh level it will become dysfunctional for individuals.iii)The Resolution – Focused Viewpoint: This viewpoint regards conflict asinevitable. Its focus is on resolving all kind of conflicts productively andminimizing its negative and disruptive effects. This can be achieved by thefollowing ways:a)Developing an understanding among people aboutnature of conflicts and causesof conflictsb)Helping people developing problem solving strategies to resolve conflictsc)Develop greater sensitivity and an inclusive approach among people towardsothersThe changing perspectives regarding Conflicts can be illustrated as follows:1)Traditional Viewpoint: Conflictsare always dysfunctional2)Interactionist Viewpoint: encourageFunctional Conflicts & discourageDysfunctional Conflicts3)Resolution Focused Viewpoint: conflicts areinevitable, people must be taught conflictresolution startegies5
3) The Conflict process:There are five stages along which Intrapersonal and Interpersonal conflicts arises:a) Stage I: Potential Opposition: Certain conflict arising conditions must be presentfor conflict to arise. These conditions can be broadly categorized as follows:i)Communication:a) Semantic Barriers where same words have different meanings fordifferent peopleb) Misunderstanding and mistrust between sender and receiverc) Use of certain technical terms (Jargons), which are not understoodsimilarly by everyoned) Inadequate or filtered information being circulatede) Obstruction or noise in the communication channelsf) Too much or too little communication between individualsii)iii)Size and Structural issues:a) As there is an increase in the number of peopleinterdependent tasks, the potential of conflict increasesb) Conflicts are more among young people, who have spentwork with each otherc) When there are ambiguities relating to peoples roles,responsibilitiesd) When benefits and resources can be given to limitedindividualsworking inless time atduties andnumber ofPersonality Characteristics:a) Higher conflicts are experienced by people who exhibit the traits ofdisagreeableness, neuroticism, authoritarianism, dogmatism, irritationand angerb) Stage II: Cognition and Personalization: This stage involves perception osinginterests/motives/goals. Further, people start personalizing the conflict i.e. reachthe stage of ‘felt conflict’ where they start experiencing mistrust, anxiety, tension,frustration and hostility.c) Stage III: Intensions:it involves decisions taken by people to act in a certain waydue to conflicts with the other people. People vary along two dimensions- degreeto which they are ready to Cooperate and the degree to which they want toAssert themselves. Even though the approach of people changes in differentsituations, they generally have an underlying disposition for one type of conflicthandling strategy.Five conflict-handling intensions are:i)ii)iii)iv)Compromising: it involves moderate levels of Cooperativeness andAssertivenessCompeting: it involves Assertive and Uncooperative approachAvoiding: it involves Unassertive and Uncooperative approachAccommodating: it involves Cooperative and Unassertive approach6
v)Collaborating: it involves Assertive and Cooperative approachd) Stage IV: Behavior: in this stage the conflict situation becomes visible vide theactions, statements and reactions of the conflicting persons.e) Stage V) Outcomes: in this stage the consequences of the conflict becomesevident. It could be Functional outcomes or Dysfunctional outcomes.i)Functional outcomes are as follows:a) The conflicting individuals get an opportunity to rethink, self-evaluate,self-introspect, innovate, project their ideas, thoughts and problemsb) It offers platform for sharing of information, understanding aboutothers viewpoints, become flexible and improve on the quality ofdecisions.ii)Dysfunctional outcomes are as follows:a) sunderstanding and mistrustb) Reduces cohesiveness and cooperativenessc) Time, effort, energy and resources are diverted away from productivegoals and directed towards conflict situationThefivestagesoftheConflictprocesscan1) PotentialOpposition:problems incommunication,tasks, personalitytraits5) Outcomes:functional nsbeillustratedasfollows:2) Cognition &Personalization:'felt conflict'3) Intensions:degree ofCooperativeness vsAssertiveness4) The informal Conflict-management techniques:i)Develop Problem Solving strategies: in Interpersonal conflicts the beststrategy is face-to-face meetings and open discussions. In Intrapersonalconflict situation, the individual can carry out self-introspection, selfevaluation and learn conflict resolving strategies7
ii)iii)iv)v)vi)vii)viii)ix)x)xi)Creating Superordinate tasks and goals: these tasks can be done andgoals can be achieved only when the individuals who are conflicting witheach other, share their resources and knowledgeExpansion of resources and benefits: this will enable the individuals to gettheir shareAvoidance: individuals can also take a conscious decision to withdraw fromthe conflict situation. This is used more by individuals who are inCooperative cultures.Smoothing: it involves highlighting common interests between conflictingpeople and downplaying their differencesCompromise: each person gives up something that is important and ofvalue to the other personPeople who enjoy greater authority take control of the situation and try toresolve conflicts between individualsAlter personal traits: people try to change their attitudes, feelings,behavior and thoughtsRedesign tasks, rules, regulations, roles, duties and responsibilities ofindividualsMake changes in the nature and amount of communicationIntroduce an outsider who is neutral towards both parties and is able toobjectively assess the situation5) Negotiation as a Formal Conflict Resolving process: Negotiation is a processin which two individuals/parties exchange goods or services and attempt to agreeon the exchange rate for them. This kind of bargaining can take two forms:i)ii)Distributive Bargaining: the negotiation seeks to divide up a fixed amountof resources in such a way that it creates a win/lose situation. The twoparties involved have opposing interests, share little information with eachother, their relationship is short-term. Each party sets their Target pointwhich they want to achieve and a Resistance Point – a lowest point whichthey will accept.Integrative Bargaining: the negotiation process assumes that there is morethan one alternative or solution to a problem. It is possible to resolve it bycreating a win/win situation. The focus here is on each other’s interests,high amount of information is shared and the relationship between the twoparties is long-term. Both parties are flexible, sensitive towards each otherand are honest in their dealings.6) The Negotiation Process:i)ii)iii)Step 1: Preparation and Planning for the negotiation: it involves doingone’s homework thoroughly regarding nature of and causal factors ofconflictStep 2: Definition of ground rules for the negotiation: it involves setting upof the place, time, schedule and procedure of the negotiation processStep 3: Clarification and Justification: it involves the two parties providingnecessary information and understanding to the other party regardingtheir perspective on various conflict arising issues.8
iv)v)Step 4: Bargaining and Problem Solving: it is the actual stage ofnegotiation in which both parties make demands and concessions.Step 5: Closure and Implementation: it is the final stage in which the twoparties decide on monitoring and implementing a formal agreement.The formal conflict resolving process involving Negotiations can be illustrated asfollowsi) Preparation &planningii) Definition ofground rulesiv) Bargaining &Problem Solvingv) Closure &implementationiii) Clarifications& Justifications9
Whether a conflict will turn out to be Functional or Dysfunctional depends on twofactors: Type of conflict and the Level of conflict. Based on these there are three types of Conflicts: a)Task Conflict: This conflict arises because of the type of work which people are doing.For this kind of Conflict to be functional, it must be kept between low .
999 battle deaths, while conflicts resulting in 1,000 or more battle deaths are coded as major civil wars. As most contemporary conflicts are intrastate conflicts, this paper focuses mainly on these. Uppsala classifies violent conflict in three different categories: 1) state-based armed conflicts, 2) non-state conflicts and 3) episodes of one-sided violence.While “state-based armed conflicts .
character frustration and shows the leadership ability in The Maze Runner. The findings of the analysis showed that; first, the causes of frustration are anxiety, hatred, and fear. It had been found that frustration was the results of the superego pressure that cannot be controlled by the ego. The frustration can be dangerous if
The Conflict of Interest-Guidebook to Practice Forms and Letter provides sample documents to manage conflicts and potential conflicts. MLM’s Law Practice Management Booklet Series, Avoiding Conflicts of Interest offers information to help you identify, check for and manage conflicts of interest situations.
Large-scale conflicts are a major challenge for the Middle East and North Africa (MENA). Since about the middle of the last century, the region has experienced more frequent and severe conflicts than any other part of the world, exacting a devastating human toll. Yet, as conflicts intensify and spread, the region now faces unprecedented challenges.
conflicts. Scholars have for the most part concentrated on why violent conflicts begin. As a consequence, we know a great deal about the outbreak of civil wars and riots. Considerably less attention has been paid to how and why large conflicts subside. There is, of course, a growing literature on how civil wars end and why they recur.
novel more interesting to read. Most of fiction contains conflicts. Through the conflicts, the author captures the reader’s attention with sense of high interest. In short, without conflicts the novel will be boring (Koesnosubroto, 1988: 27). According to Daiches in his book “Critical Approaches to Literature‖
Communal conflicts are violent conflicts that do not include the state as one of the key parties. As such, they are often assumed to be sporadic in nature and significantly less deadly than civil wars. However, in countries such as India, Nigeria, Mali, Indonesia or South Sudan, communal conflicts have
3 CLEFS The clef, a symbol that sits at the leftmost side of the staff, specifies which lines and spaces belong to which notes. In a sense, the clef calibrates or orients the staff to specific notes. The three most common clefs are: The Treble clef for high range notes The Bass clef for low range notes The Alto clef for middle range notes The Treble clef (also called the G Clef because it .
