The document defines frustration and conflict, describes their causes and types, and discusses methods for resolving conflict. It defines frustration as the blocking of a desire and notes it has internal and external causes. Conflict is defined as incompatible goals that create emotional tension. The types of conflict are described as interpersonal, person-environment, and intrapersonal, as well as approach-approach, avoidance-avoidance, and more. Methods for resolving conflict include win-lose, lose-lose, and win-win approaches, as well as styles like competing, compromising, collaborating, and accommodating.

2. DEFINITION
• The word frustration has been derived
from Latin word” Frustra” which means
:”Obstruct”.
• Frustration can be defined as the blocking
of a desire or need.
• Frustration means emotional tension
resulting from the blocking of a desire or
need.
• It is the failure to satisfy a basic need
because of conditions, either in the

3. Causes or sources of frustration
Two kinds of frustration:
a. External frustration is caused by
conditions outside of oneself(Environmental
factors):
•Physical factors: natural calamities,
obstacles in environmental situations eg:
contagious disease, death of a friend or
relative

4. • Social factors: conflicts with other people,
customs, traditions, restrictions, taboos,
laws, etc;
• Economic factors: financial problems

5. b. Personal frustration is caused by
conditions within oneself. (Internal factors):
•physical abnormalities or defects
•conflict of motives within the individual
•the individual's morality and high deals
•high levels of aspiration
•lack of persistence and sincerity in efforts

6. Reactions to Frustration
Direct approaches:
• increasing trails or improving efforts
• changing the goal to one that is more
attainable
• adopt to compromising means
Restlessness and Tension
Aggression: direct and indirect
Apathy
Fantasy: tries to escape into a dream world
Stereotype: repetitive fixed behaviour

7. Is frustration always desirable?
• Frustrations should not be allowed to
continue unresolved for a long period of
time.
• They create tensions that cannot be easily
relieved and may cause personality
deviations

8. • Frustration is a necessary accompainment
to the process of growing up
• much of our learning takes place at the
instigation of frustration
• Frustration to a certain degree can be
responsible for acts of productivity and
creativity such as great stories, novels,
paintings, sculptures etc;.

9. Dealing with Frustrations
• review the situation again
• change our goals or modify our desires
• substitute our goals with others which are
equally satisfying, but are different and
obtainable
• accept the fact that getting frustrated is
common and that one must move forward
instead of getting worked up

10. • feel good about one's effort to reach a goal
and not just the result or success
• by thinking positively
• physical or psychological withdrawl from
the frustarting situation
• becoming more organised and planning to
manage time better

12. Definition
• Conflict occurs when one has to choose
between two or more incompatible goals
or motives.
• It can alos occur when there is a clash
between an internal and an external
demand
• conflict means a painful emotional state
which results from a tension between
opposed and contradictory wishes
- Douglas and Holland

13. Types of conflicts
Classification according to source:
1. Interpersonal conflict
2. conflict between a person and his
environment
3. Intrapersonal conflict

14. Classification according to goals
1. Approach- approach conflict
2. Avoidance- avoidance conflict
3. Approach - avoidance conflict
4. Double approach- avoidance conflict

15. According to source
1. Interpersonal conflict: conflicts between
parents and children, between employer
and employee etc;
2. Conflict between a person and his
environment: natural and artificial acts in
which people are powerless to prevent
such as floods, earthquakes etc;
3.Intrapersonal conflict: conflict with in a
person of motives, desires and impulses

16. According to Goals
• Kurt Lewin described the folowing types:
1. Approach- approach conflict: this occurs
between two equally attractive goals
Ex: games and movies. sometimes it is
complex in case of choosing a career
2. Avoidance -avoidance conflict: This type
of conflict involves two negative goals.
Ex: getting punishment or geting absent for
the class

17. 3. approach- avoidance conflict: an
individual is attracted to a postive goal, but
this goal also has some negative
characteristics
Ex: you want to go on a diet, may be
attracted to icecream

18. 4. Double approach - avoidance conflict:
we frequently have to choose between two or
more goals, each of which has both attracting
and repelling aspects. since the tendency is to
approach and avoid each of the goals, this
pattern is called double approach- avoidance
conflict.
Ex: choosing a house in suburbs will mean that we
can be free from pollution, enjoy peace and
quiet, but is also means that we will have to
travel to a along distance to and from the work
and miss some entertainment facilities

20. • Conflict resolution refers to the process of
ending a disagreement between two or more
people in a constructive fashion for all parties
involved.
• this is used in schools to reduce violence and
bullying and to help young people develop
communication and problem solving skills.
• it helps to handle conflicts in a positive way
thereby strengthen interpersonal relationships

21. Methods of conflict resolution
1. Win-loose approach: In this approach,
one person gets his way and other
doesnot.
2. Loose-Loose approach: In this approach,
neither party is happy with the outcome
3. Win- win approach: here the conflcit is
resolved, and no one is delcared the
winner or looser.

22. Conflict resolution styles
1. Competitive
2. Avoiding
3. Compromising
4. Collaborating
5. Accommodating

23. • Collaborating: collaborating with others to
find a solution that can satisfy everyone.
The point of cooperation is to take
everyone's concerns seriously and to
discuss all aspects of the conflict.

24. • Compromising:If you need to resolve a
conflict more quickly, compromising might
be a good solution. With compromise,
each person gives a little bit up in order for
the ultimate solution to be acceptable to
everyone.

25. Competitive: Also called "directing" or
forcing means you insist on getting your
way. If you use forcing as a conflict
resolution style too often, people will not
want to enter into disagreements with you,
and it may push people away.

26. • Accommodating: Accommodating, or
harmonizing, means allowing the other person to
make the decision.
• Avoiding: When you avoid a conflict, you allow
others to handle it without your involvement. If
the disagreement does not intensely concern or
affect you, it may be best to simply avoid
participating in the conflict at all. Another reason
to avoid a conflict is if anger is involved--if you or
another person are very angry, avoiding the
disagreement temporarily can allow you both
time to cool down.

27. Nurses and conflict management
• Remaining as calm as possible
• Being aware of one's emotions as well as the
emotions of others
• Maintaining relationships must be the first
priority
• Listening with an open mind
• Objectively understanding facts
• Exploring options together
• Paying attention to the feeling expressed
• Being aware of differences and respecting them