Frustration & conflict - types of conflict and measurements to overcome

This presentation on Frustration and Conflict has been prepared for 1st semester B.Sc. Nursing students under the subject Applied Psychology. It covers the concept, definition, types, causes, and effects of frustration and conflict, along with their psychological significance and role in nursing practice. The slides are designed to help nursing students understand how frustration and conflict arise in human behavior, their impact on mental health, and effective strategies for management.

This resource will be useful for nursing students to enhance their knowledge, apply psychological principles in clinical practice, and strengthen their professional approach toward patient care.

1. FRUSTRATION 1 SWATI MISTRY ASSISTANT PROFESSOR SANDRA SHROFF COLLEGE OF NURSING VAPI

2. The word frustration is derived from a Latin word “frustra” which mean ‘ obstruct ’. Frustration can be regarded as a negative feeling since the person feel depressed, fearful, anxious or angry during the blockage of motives . The blockage may be another person, object in the environment or the individual’s own lack of abilities. Meaning 2 MS. SWATI MISTRY

3. Definition Frustration means emotional tension resulting from the blocking of a desire or need. - Good When there is some interference with our goal directed behavior, the result is frustration. - Gilmer 3 MS. SWATI MISTRY

4. Frustra t ion Motives Obstac l es Goal motive may be considered as an energetic force or tendency (learned or innate) working within the individual 4 MS. SWATI MISTRY

5. Characteristics of Frustration A lways unpleasant. M ajor b l ock i n the satisfaction of basic needs. The cause o f f rustrati o n lies both i n the individual and his environment. 5 MS. SWATI MISTRY

6. SOURCES/ CAUSES OF FRUSTRATIONS The various causes of frustration can be broadly divided into; External Factors Internal factors 6 MS. SWATI MISTRY

7. External Factor s Physical Factors: Natural calamities, obstacles in environment to reach a goal, environmental situations or conditions, which we cannot control. For example, a contagious disease, death of a friend or a beloved relative. Social Factors: conflicts with other people, customs, traditions, restrictions, taboos, laws, codes, etc. 7 MS. SWATI MISTRY

8. Economic Factors: Financial problems. For example, a young man may suicide because of unemployment, a family may suicide because of poverty. 8 MS. SWATI MISTRY

9. Internal Factors Physical Abnormality: Physical abnormalities like lean and thin body, dark complexion, and blind, deaf and dumb etc. may contribute to frustrations. 9 MS. SWATI MISTRY

10. Conflicting desires: Frustration may also arise from mutually conflicting (opposite or mutually attractive) goals. 10 MS. SWATI MISTRY

11. Individual’s Morality: individual’s moral standards, code of ethics may become a source of frustration to him. He is always caught between his super ego and id. 11 MS. SWATI MISTRY

12. Internal Factors Too high level of aspiration: Human beings aspire very high in spite of their incapability or limitations. Such aspirations are bound to lead frustrations. Lack of persistence and sincerity in efforts: Frustration may be caused by one’s own weakness in putting continuous and persistent efforts with all the courage, enthusiasm and will power at one’s command. 12 12 MS. SWATI MISTRY

13. Reaction To Frust ration Simple Reactions: Simple reaction to frustration includes the following; Improving Efforts Adopting compromising Withdrawal Submissiveness (Willingness to control by other people) 13 13 MS. SWATI MISTRY

14. Violent Reactions : Sometimes the individual becomes emotionally tense and resorts aggressive activities. These reactions may be; External Aggression Here the person shows frustration towards the person Internal Aggression Here the turned to w ards the aggression is sel f . 14 MS. SWATI MISTRY

15. Measures to Face Frustration Review the situation: Try to understand the intensity of the situation. This will help to adapt appropriate measures to reduce the frustration. Eg: Career aspiration, inter group conflicts, etc. Change our goals: Set the goals or modify the goal/desires Substitute the goals: Some of the cases the original goals may not be possible to attain. Such cases we can opt for substitute goals. Eg: A student with poor academic record may shift his option to sports or cultural activities. 15 MS. SWATI MISTRY

16. CONFLICT Conflict is a painful state or condition of an individual. During this state the person experiences an intense emotional tension. Conflict occurs when one has to choose between equally desirable or equally undesirable goals. 16 MS. SWATI MISTRY

17. DEFINITION OF CONFLICT Conflict means a painful emotional state, which results from a tension between opposed and contradictory wishes. (Douglas and Holland) 17 MS. SWATI MISTRY

18. Types of Conflict Approach-approach conflict Avoidance-avoidance conflict Approach-avoidance conflict Multiple approach-avoidance conflict 18 MS. SWATI MISTRY

19. Approach-approach Conflict Approach-approach conflict occurs when a person is forced with two attractive alternative s, while only one of them can be selected. For example, there are two courses that you want to take, but they are scheduled for the same time . Approach-approach conflicts are usually easy to resolve. 19 MS. SWATI MISTRY

20. Avoidance-avoidance Conflict Avoidance-avoidance conflict arises when a person faces two undesirable situations. These types of conflicts are very difficult to resolve and create intense emotions. For example, a woman trying to choose between continuing an unwanted pregnancy and getting an abortion done (she may morally be opposed to abortion) 20 MS. SWATI MISTRY

21. Approach-avoidance conflict Approach-avoidance type of conflict exists when one event or activity has both attractive and unattractive features. The result is continuing oscillation between approach and avoidance, creating a great deal of emotional conflict and stress. For example, to marry or not to marry 21 MS. SWATI MISTRY

22. Multiple Approach-avoidance Conflict Multiple approach-avoidance conflict exists when a choice must be made between two or more alternatives, each of which has both positive and negative features. Such conflicts are the most difficult to resolve and to make the right decision, the individual must analyze the expected values of each course of action. 22 MS. SWATI MISTRY

23. For example, a person may have the alternative of accepting any of the two jobs, of which one may be boring, but with a very good pay and other may be interesting, but with a very poor pay. Either choice has a positive and a negative quality, so which one does he choose? The choice will be based on the person involved and his feelings about the pay or work involved. 23 MS. SWATI MISTRY

24. RESOLUTION OF FRUSTRATION AND CONFLICT Identify the source of frustration , try to change or control it. If cannot, learn to accept it. Decide important things carefully , check every- thing carefully before taking a decision. Review the situation again. Change our goals or modify our desires. Substitute our goals by others, which are equally satisfying but are different and obtainable. 24 MS. SWATI MISTRY

25. Seek advice from experts , friends or relatives. Encourage full expression of positive and negative feelings within an accepting atmosphere. Avoid in decision. Stick with decisions and forget about the other choices. 25 MS. SWATI MISTRY

26. Why is conflict resolution in nursing important? Conflict resolution in nursing is necessary to create a productive and safe workplace by: Keeping patients safe Boosting morale Increasing efficiency 26 MS. SWATI MISTRY