This document discusses different types of conflict: 1. Interpersonal conflict occurs between two individuals due to differences in personality. Intraprsonal conflict occurs within an individual involving their thoughts and emotions. 2. Intragroup conflict happens among members of a team due to interpersonal disagreements or differences in views. Intergroup conflict occurs between different teams in an organization due to varied goals and interests. 3. Conflict styles include competing (advocating one's own needs over others), accommodating (yielding to others' needs), avoiding (not addressing the conflict), compromising (tradeoffs to satisfy both sides), and collaborating (finding a win-win solution by addressing all needs).

1. UNIT 5

2. Frustration
• Miller and Dollard (1939) have given a very classic
example of frustration. James wanted to eat an ice-
cream in the hot afternoon, but was prevented from
eating it. Such an interference with an occurrence of
instigated goal response is called frustration.
• According to Symonds, frustration is the blocking and
interference of the satisfaction of an aroused need
through some barrier or obstruction.
• A situation to which a person can readily adjust, can
never induce frustration. In frustrating situation
learning is usually stopped and there are lots of tension
and worry.

4. • The word frustration has been derived from a
Latin word ‘Frusta’ means ‘obstruct’. The term
frustration refers to the blocking of behaviour
directed towards the goal. The course of
motivation does not always run smoothly. Things
that happen prevent us from reaching the goals
toward which we are driven or pulled.
• If motives are frustrated or blocked, emotional
feelings and behaviour often result. People who
cannot achieve their important goals feel
depressed, fearful, anxious, guilty or angry.

5. • In the opinion of Otto Rank (1932) the process
of birth brings the greatest frustration in
human life. For the first time frustration is
experienced by the new born baby through
the process of birth and thereafter. Thus, the
never-ending frustration of life undoubtedly
starts with birth cry.

6. Sources
• Environmental forces
• Personal Inadequacies
• Conflict produced frustration

7. Management
• Distance yourself from events
• Feel the frustration and let it go (Activity)
• Be calm and then take action
• Managing frustration by distinguishing
between wants, needs, and reality
• Assess if you need to accept your situation or
change it
• Subjective

8. Conflict
• The interaction of interdependent people who
perceive incompatible goals and interference
from each other in achieving those goals. -
Hoeker & Wilmot
• It occurs when both the parties cannot agree
upon the same way.
• Clash between two thoughts.

9. • Interpersonal conflict
• refers to a conflict between two individuals. This occurs typically due to how
people are different from one another. We have varied personalities which usually
results to incompatible choices and opinions. Apparently, it is a natural occurrence
which can eventually help in personal growth or developing your relationships
with others. In addition, coming up with adjustments is necessary for managing
this type of conflict. However, when interpersonal conflict gets too destructive,
calling in a mediator would help so as to have it resolved.
•
• Intrapersonal conflict
• Intrapersonal conflict occurs within an individual. The experience takes place in
the person’s mind. Hence, it is a type of conflict that is psychological involving the
individual’s thoughts, values, principles and emotions. Interpersonal conflict may
come in different scales, from the simpler mundane ones like deciding whether or
not to go organic for lunch to ones that can affect major decisions such as
choosing a career path. Furthermore, this type of conflict can be quite difficult to
handle if you find it hard to decipher your inner struggles. It leads to restlessness
and uneasiness, or can even cause depression. In such occasions, it would be best
to seek a way to let go of the anxiety through communicating with other people.
Eventually, when you find yourself out of the situation, you can become more
empowered as a person. Thus, the experience evoked a positive change which will
help you in your own personal growth.

10. • Intragroup conflict
• is a type of conflict that happens among individuals within a team. The
incompatibilities and misunderstandings among these individuals lead to an
intragroup conflict. It is arises from interpersonal disagreements (e.g. team
members have different personalities which may lead to tension) or differences in
views and ideas (e.g. in a presentation, members of the team might find the
notions presented by the one presiding to be erroneous due to their differences in
opinion). Within a team, conflict can be helpful in coming up with decisions which
will eventually allow them to reach their objectives as a team. However, if the
degree of conflict disrupts harmony among the members, then some serious
guidance from a different party will be needed for it to be settled.
• Intergroup conflict
• takes place when a misunderstanding arises among different teams within an
organization. For instance, the sales department of an organization can come in
conflict with the customer support department. This is due to the varied sets of
goals and interests of these different groups. In addition, competition also
contributes for intergroup conflict to arise. There are other factors which fuel this
type of conflict. Some of these factors may include a rivalry in resources or the
boundaries set by a group to others which establishes their own identity as a
team.

12. • Conflict Styles
• Conflict is often best understood by examining the consequences of
various behaviors at moments in time. These behaviors are usefully
categorized according to conflict styles. Each style is a way to meet
one's needs in a dispute but may impact other people in different
ways.
• Competing is a style in which one's own needs are advocated over
the needs of others. It relies on an aggressive style of
communication, low regard for future relationships, and the
exercise of coercive power. Those using a competitive style tend to
seek control over a discussion, in both substance and ground rules.
They fear that loss of such control will result in solutions that fail to
meet their needs. Competing tends to result in responses that
increase the level of threat.
• Accommodating, also known as smoothing, is the opposite of
competing. Persons using this style yield their needs to those of
others, trying to be diplomatic. They tend to allow the needs of the
group to overwhelm their own, which may not ever be stated, as
preserving the relationship is seen as most important.

13. • Avoiding is a common response to the negative perception of conflict.
"Perhaps if we don't bring it up, it will blow over," we say to ourselves.
But, generally, all that happens is that feelings get pent up, views go
unexpressed, and the conflict festers until it becomes too big to ignore.
Like a cancer that may well have been cured if treated early, the conflict
grows and spreads until it kills the relationship. Because needs and
concerns go unexpressed, people are often confused, wondering what
went wrong in a relationship.
• Compromising is an approach to conflict in which people gain and give in a
series of tradeoffs. While satisfactory, compromise is generally not
satisfying. We each remain shaped by our individual perceptions of our
needs and don't necessarily understand the other side very well. We often
retain a lack of trust and avoid risk-taking involved in more collaborative
behaviors.
• Collaborating is the pooling of individual needs and goals toward a
common goal. Often called "win-win problem-solving," collaboration
requires assertive communication and cooperation in order to achieve a
better solution than either individual could have achieved alone. It offers
the chance for consensus, the integration of needs, and the potential to
exceed the "budget of possibilities" that previously limited our views of
the conflict. It brings new time, energy, and ideas to resolve the dispute
meaningfully