INDIVIDUAL FRUSTRATION AND INTERPERSONAL CONFLICT AMONG YOUTH

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INDIVIDUAL FRUSTRATION AND INTERPERSONAL CONFLICT AMONG YOUTH

ABSTRACT

This research project is a very crucial study for the management and students of institute of management technology (IMT) Enugu. The study was motivated by the necessity to determine the causes, role, resolution and management of frustration and interpersonal conflict among the students of IMT Enugu.

To solve the research problem both primary and secondary data were collected the researcher instrument used in collected the searcher instrument used in collocating the data were questionnaire, oral and also observation the respondents are some fraction of only IMT students.

In organizing and representing data collected tables figures and percentage were using the chi-square.

Data analysis and interpretation gave the followings.

1) Frustration among IMT students is caused mostly by inadequate accommodation, lecture method and environment, delay in attending to students and being a victime of circumstance.

2) That interpersonal conflict is mostly caused by inadequate accommodation misunderstanding and communication gap.

3) That conflict is good and bad. That is, it enhance students performance and also caused anxiety and other unpleasant feelings and can lead to destruction.

4) That more than half of the students have experienced frustration.

Based on the findings, the researcher recommends that.

1) That school management should provide adequate accommodation of lecture hall chairs/desk and also hostel accommodation.

2) The students and management should accept the presents of conflict since it is inevitable.

3) Management and lecturers should ensure that they use effective means communicating with students.

4) Management should ensure that its staff improvement on the method of attending to students.

5) Management should pay adequate attention to the needs of the students through proper understanding and co-operation.

6) Students should learn to identify their needs and predict the cause of frustration and conflict so that they would know, how to manage it.

The conclusion of the study is that frustration and conflict and conflict are phenomenon that cannot be totally eliminated in any social system. They are caused by inadequate facilities, lecture method gap, delay in solving problems and so on. Thus not all conflicts are harmful, some are beneficial. In view of these pheromone, the students have to anticipate some of them and this mange and cope with them.

TABLE OF CONTENTS

TITLE PAGE

APPROVAL PAGE

DEDICATION

ABSTRACT

ACKNOWLEDGEMENT

CHAPTER ONE

1.0 INTRODUCTION

1.1 BACKGROUND OF THE STUDY

1.2 STATEMENT OF THE STUDY

1.3 PURPOSE OF THE STUDY

1.4 SCOPE OF THE STUDY

1.5 RESEARCH QUESTIONS

1.6 RESEARCH HYPOTHESIS

1.7 SIGNIFICANCE OF THE STUDY

1.8 LIMITATION OF THE STUDY

1.9 DEFINITIONS OF TERMS

REFERENCES

CHAPTER TWO

2.0 REVIEW OF RELATED LITERATURE

2.1 THE CONCEPT OF FRUSTRATION AND CONFLICT

2.2 FRUSTRATION AND CONFLICT

2.3 VIEWS OF CONFLICT

2.4 STAGS OF CONFLICT

2.5 CAUSES OF FRUSTRATION AND CONFLICT

2.6 EFFECTS OF INDIVIDUAL FRUSTRATION

2.7 CONFLICT RESOLUTIONS AND MANAGEMENT

REFERENCES

CHAPTER THREE

3.0 RESEARCH DESIGN AND METHODOLOGY

3.1 RESEARCH DESIGN

3.2 AREA OF STUDY

3.3 POPULATION OF THE STUDY

3.4 SAMPLE AND SAMPLING PROCEDURE

3.5 INSTRUMENT FOR DATA COLLECTION

3.6 VALIDATION OF THE INSTRUMENT

3.7 RELIABILITY OF THE STUDY

3.8 METHOD OF DATA COLLECTION

3.9 METHOD OF DATA ANALYSIS.

REFERENCES

CHAPTER FOUR

4.0 DATA PRESENTATION AND ANALYSIS

4.1 PRESENTATION AND ANALYSIS OF DATA

4.2 TESTING OF HYPOTHESIS

4.3 SUMMARY OF RESULTS

REFERENCES

CHAPTER FIVE

5.0 DISCUSSIONS, RECOMMENDATION CONCLUSION

5.1 DISCUSSION OF RESULTS / FINDINGS

5.2 CONCLUSION

5.3 IMPLICATION OF THE RESEARCH FINDINGS

5.4 RECOMMENDATION

5.5 SUGGESTION OF FURTHER RESEARCHER

REFERENCES

BIBLIOGRAPHY

APPENDIXES

CHAPTER ONE

1.0 INTRODUCTION

Organizations do not always operate exactly in the manner they are designed to the reason is that organization are made up of people, who are not quite as predictable as a machine might be with a machine assuming that it is being operated properly and a good preventive maintenance programme is followed we can do reasons sure it will perform confidently, but individuals are different. They have attitude, emotions and expectations, and when these are frustrated conflict results.

Conflict is an unavoidable ingredient of human society, becomes in human when it degenerate into bloodshed and depravities. Hence, conflict has to be properly checked and managed since certain amount of conflict can be constructive in any kind of human an interaction.

However, individuals frustration occurs when a motivated drive is block before reaching a desired goal. For instance an individuals (a student) may be faced with an objective external threat such as bad grades, the death of a beloved one, inadequate finance etc.

That is, the student is involved in seeking a specific goal. For example making an upper credit in HND, and some thing happens to prevent him or her from realizing that goal.

According to Kagan and Hauemann (1972, p 370) frustration of motive is “part of the price human beings (students) must pay for the privileges of living (schooling) together” resection to frustration include regression, aggression, withdrawal, fixation. The major goal in this case should be to eliminate the barriers that are or will be frustrating to students. Interpersonal conflict on the other hand is that which exist between two or more individual (Rul and Byars: 1989, 0.188). All human interaction is accompanied by since degree of conflict. Conflict is the simultaneous arousal of tow or more incompatible motives resulting in unpleasant emotions Keigan and Hanemann: 1972, p. 372). The essence of deciding whom to put first among student is almost synonymous with conflict. Group decision making produce even more confluent than individual decision. A healthy organization is one which deal constructively with conflict. At this juncture, it is worthy of note that the presence of certain degree of conflict among student is not necessarily bad. Properly managed, conflict can be a sources of progress the change, enhance knowledge, betters decision and sounder long-term inter-personal relationship. But suppressed not managed conflict includes, conflict can be highly dissipative, resulting in a, considerable amount of confusion, bad feelings and ineffectiveness among students. The sources of conflict includes competition, acquisition of power disagreement over values and interest etc. for the for the purpose of this study the various types level course of conflict, effect and approaches of resolving and managing conflict, writer will examine focusing attention on students of IMT, Enugu. The institute of management and technology (IMT) Enugu came into existence under the then East central state edit no 10 of 1973 promulgated by the administrator of East Central State. Ajie Ukpabi Asika, prior to the establishment of IMT there existed up till 1967, the college of technology which offer courses in Engineering and laboratory technology leading to the award of ordinary diploma level, the institute of administration which provided short in services training for civil servant of various grades, the co-operative college which offered a certificate course in co-operative studies to co-operative studies to co-operative inspections from the ministry.

These institutions were autonomous and located differently. The college of technology, which was part of ministry of education was directly controlled by the ministry. The institute of administration was also controlled by the ministry of establishment while the other was directly.

Under the ministry of rural development, all this institution were staffed by civil servants who were posted there from the ministry and could be reported to other departments or ministries according to the need of the civil service. In 1970, there argues the need to establish a higher institution of learning by upgrading the training of men and women in technology, managerial and engineering fields. This need was vigorously pursed and in October 1971, the Upabia Asika Administration decided to merge the former college of technology with the institution of administration to give effect to this decision, both the college came under the unified control of the cabinet office on 1st April 1972.

In October of that same year a provisional council was appointed by the administrator of east central state for a specific function. This council was charged with determining and recommend to the government appropriate structure of an autonomous institution that would provide high quality technologist and technicians, as well as professional managerial and manpower in to be indicated by the state and national needs. The council pursued it task with urgour and imagination and submitted a report early in April, 1973 tiled “the institute of management and technology (IMT) Enugu.

Dr Ukwu I Ukwu became the 1st chairman of the council, while professor M. O. Chijioke became the first rector, followed by Dr. CC Njeze and presently Dr. Tony Ezenweze Onyeisi.

1.2 STATEMENT OF THE PROBLEM

Most often than not there has been some agitation about individual frustration and interpersonal conflict among student of IMT it is other that the method of resolving these phenomenon is not satisfying or that institution does not actualized it.

This frustration and conflict mashes these student to be individual0 in attending to their lectures, disregard the rules and regulation of the institutions; a lineate fellow students and so no however some students were able to overcome the impact of frustration and conflicts, but others are seriously affected despite the fact that some amount of conflict is important. What are the cause of this individual’s frustration and interpersonal conflict among student of IMT? Is it as a result of the institutions why is it prevalent among these students.

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