Concept and Causes of Frustration

Concept ofFrustration

The word frustration has been derived from a Latin word ‘Frusta’ which means ‘obstruction’. The term frustration describes as the way of blocking the behaviour by assisting towards the organizational goal. The motivation always is unable to run in smooth function. The thing that occurs has the adverse affect on people from reaching the goals on which we are driven or pulled. If motives mean frustrated or blocked than emotional feelings and behaviour often arise at the outcome. People unable to achieve their essential goals feel depressed, fear, anxious, guilty or angry. Hence, frustration is defined as a negative feeling. In the psychological sense, frustration refers to the emotional response to opposition. The anger and disappointment are developed from the resistance to fulfilling the wills of an individual. The greater the distraction, the greater the will be the frustration. Frustration causes can be internal or external. In people, internal frustration occurs through challenges in fulfilling individual goals and desire, instinctual drives and needs, or dealing with the deficiencies like lack of confidence or fear of social condition. Conflict is also considered an internal source of frustration; when goals of one company interfere with one another company, it can result in cognitive dissonance. External causes of frustration include the situation outside an individual like blocked road or complex activities.

Causes of Frustration

The different causes of frustration are given below they are as follows,

Micromanagement

Micromanagers can have better intentions for getting work done well but they can drive us crazy. Micromanagement causes the apathy at the job while affecting the life of the employee. In an eye-opening article on the dangers of micromanagement, HBR blog contributor Christina Du tells that in a consistent pattern of micromanagement the workers you don’t have faith in their work or judgment, it is a major cause that trigger the disengagement. According to the Forbes that disengaged worker may stay at their firms and muddle through, or decide to leave the company. Marks tell that people don’t quit jobs, they quit managers.

Lack of progress and insecurity

As it turns out, money for progress and achieving the goal feel so great. While we work for our salary, studies define that we want to feel that our work is important and it matters. When a company cannot put everything together for attaining the goal, or when any change or new idea employee tries to function must have to pass through endless layers of red tape, workers lose any motivation or passion that they might have had. The employee should not be involved at the busy work but involvement in the specific job can make them effective. Firms should also be concerned with providing only necessary rules that benefit the company like restrictive office hours, Internet usage, or vacation policies. When they start to lose the faith and have the feeling of controlling rather than efficient, they tend to bristle. When the ship is sinking, we prepare for the jump. Workers working on the unstable firm or in jobs deemed expendable will only be able to give them their paycheck while they look elsewhere. The rest of their life is spent on sharing rumours with their co-workers by updating their resumes and planning for upcoming move. As a leader, it’s extremely hard in keep best talent in place during such changing environment. You can communicate with the member of the company in a frequent manner, and provide the group with a sense of loyalty and trust. It is difficult to make the people stay; it is easy to encourage transparency on both sides.

Lack of faith and belief

We are not fired for not loving our leaders for being happy, but it is hard to believe that they’re incompetent. Once we do not trust where our firm is leading, then our loyalties are put into the sand, and is flown away from water and we cease to wholeheartedly follow. We may even be subversive. Fellow Forbes contributor George Anders tells in his recent study which tends to confirm the essence of excellent workplace leadership, telling bosses that might inspire confidence, who show faith in their workers, and who communicate with worker an inspiring vision and so on are rewarded through the workforce which is ready for getting things done.”

Lack of recourse for poor performance and communication

When we work like to be rewarded and recognised for our contributions. If such things did not happen or get worse people do the mediocre work get the same treatment as strong performers, it’s natural to just not do our job and if the job is done it is done on autopilot. Business not dealing with issues of work performance brings down the average for all people. A seasoned journalist told about at the workplace surrounding that never attribute for the conspiracy that incompetence tends to explain. In the absence of idea or knowledge the rumours thrive. Workers involve in guessing, become confused, and get frustrated. If there’s not communication towards the leadership for clarification it becomes worse. Spending huge time in getting the information we need for performing our jobs is exhausting. Not only do clear communications throughout the company make for an efficient working environment but also employee morale and confidence.

Reactions to Frustrations:

Frustrations cannot be avoided. Therefore we should learn to cope these frustrations. Particularly the children who deal with frustrations make them stronger and help them in enhancing self-confidence. As Symonds has rightly said that the exploring and gaining knowledge of the external world for the children is only at the behest of frustration’. The symptom of frustration is difficult to avoid if there is the high level of frustration tolerance. At the same time, frustrations are not desired. They can cause the people in psychological problems. Generally, reactions to frustrations are, Attack or direct approach: In this approach, the person tries to overcome wall or obstacle through reaching the goal. If necessary he develops new and essential skills through the effort or changes the mode of attack or approach. In the case of failure, he may change the objective through the resources that are available. Reduce the level of goal: When a person has difficulty in attaining his goal through repeating the attempts at such time he knows his inabilities and limitations and tries to overcome his level of goal by avoiding further disappointment. For instance, a sportsman can overcome his level of goal by realising that he cannot attain the higher level goal. A student, cannot score the high percentage of marks, may reduce his goal to an attainable level and can avoid the frustration. Aggressiveness: Many people react on the condition in an aggressive way. The aggressive reaction is mostly used at the time of external obstacles such as people or object is main reason of frustration. He can be dangerous and might cause damage to these sources. Withdrawal: When all the measures of above become ineffective than the feelings of helplessness is developed along with inadequacy and inferiority. These negative feelings force him to withdraw situation for avoiding the further damage. Compromise: In some cases, the humiliation may be faced by workers due to failure, at the same time he is not prepared for facing the situation also. So finally he will resort to compromise to save his self-respect.

References

Dessler, Gary.a Framework for Human Resource Management.FloridaPearson Education Asia, 2002.

http://www.psychologistanywhereanytime.com/emotional_problems_psychologist/pyschologist_frustration.htm

http://www.psychologydiscussion.net/