Q.21. Relate motivation and frustration. What is Frustration Aggression Hypothesis? Write down the importance of frustration in industry. (AKTU. 2012 - 13)
Ans. Earlier the motivational cycle was defined as a process beginning with a need followed by a response directed toward a goal object. Very often we see situations in life when a goal that would ordinarily satisfy a need is blocked for some reason. For example, consider a person who has a high need for prestige and desires to become a surgeon (the goal) as a means of satisfying the need. Suppose, however, his grades are not good enough for medical school. These grades form a barrier around the goal.
When a person is blocked from a desired goal in this fashion we say that he has been frustrated. Frustration is a common event in our daily lives, and it is an important concept in trying to understand the behavior of workers. The strength of frustration in a situation is related to the magnitude of the need that is being thwarted.
When a person is frustrated he can respond in either of two ways:
1. Adaptive responses: The person may find some new and acceptable way of reducing the need - that is, an acceptable substitute goal which is attainable.
2. Maladaptive responses: The person may continue trying to reach the unattainable goal, or he may give up trying to reach any goal whatsoever. One of the standard maladaptive responses to frustration is that of aggression.
Frustration - Aggression Hypothesis: -
First proposed by Dollard and others at Yale, the frustration-aggression hypothesis states that “aggression is always a consequence of frustration. More specifically, the proposition is that the occurrence of aggressive behavior always presupposes the existence of frustration and, contrariwise, that the existence of frustration always leads to some form of aggression”. This hypothesis has been subject to some revision in recent years, due to a body of research evidence which has been accumulated. In its current form it is generally accepted that aggression is typically produced by frustration, but that being frustrated does not necessarily result in an aggressive response. Responses to frustration are now considered to be of four basic types:
(i) Withdrawal responses. (ii) Limitation responses
(iii) Attack responses (iv) Substitution responses.
The importance of frustration in industry: -
The concept of frustration is important in a work situation. The work situation necessarily have to be a source of frustration to the worker. Certainly every one finds his job frustrating at times - indeed, many people might even- say that it is the very fact that they do get frustrated which makes the job worth having. To them, the challenge of finding a way to deal effectively with whatever barriers confront them as they strive for a particular goal is what provides the “spice” to their job. They actually look forward to meeting these obstacles, and if they did not occur they would probably find their work very drab and dull. The point is that one can make a good case that for some people it may be that the lack of frustration is the most frustrating situation of all.
Evidence for this notion is actually rather substantial, particularly in the domain of tasks which are very repetitive and unchallenging to the worker. Workers typically find such tasks exceedingly unrewarding, dull, and hence very frustrating. Scott (1966) has recently reviewed this data and has suggested that activation theory is a very appropriate model for understanding behavior in this kind of work environment. Briefly, activation theory states that the human organism needs stimulation and variety in its environment; without this, motivation will suffer and frustration may result. To the extent, then, that barriers and obstacles to goals provide variety and stimulation to the worker, they may actually tend to reduce the overall frustration experienced.
Q.22. Management has been defined as the technique of executive leadership. Discuss the nature and significance of leadership in Industry. (AKTU. 2014 - 15)
Ans. Significance Of leadership: -
1. Leadership envolve other people - Employees are follower. It also envolves the willingness of employees/followers to accept direction from the leader. Group members help define the leader’s status and make the leadership process possible. The leadership quality of a manager would be irrelevant if there is no group of follower.
2. Leadership envolves unequal distribution of power between leader and the group members. Where does the power come from? There are five basis of power of managers - reward power, coercive power, legitimate power, referent power and expert power. The greater the number of these powers available to the manager, the greater is his or her potential for effective leadership.
3. Third is the ability to influence the follower’s behaviour in number of ways. Leaders have influenced soldiers in battlefield to make supreme sacrifice.
4. Fourth is that the leader must have values. James Mc Gregor Burns argues that a leader how ignors the moral component of the leadership may go down in history with bad reputation. Moral leadership ligent choices when it comes to responding to a leader’s proposal to lead.
Five Characteristics or Nature of Effective Leadership: -
1. Integrity - We need leaders with strong values grounded in a commitment to a life that is whole and consistent with the things they believe. They should take personal responsibility for their actions and be honest with others and with themselves.
2. Energy - Leaders who energis and inspire other people make every one around them better-not by administering, but by ministering.
3. Inspiration - Trust and confidence are vital, but it is a leader’s responsibility to help create a vision of what is possible. They should inspire others to see the greatness that is with in them.
4. Wisdom - Leader’s need to be teachers. They must see beyond the horizon and understand the principle that underlie success. It is necessary to be a great communicator and teach indeed.
5. Courage - Leaders have to do hard things. They have to have standards and make tough decisions that might make them unpopular and do the right thing though the wrong thing is easier. Courage is hard, but it can be developed.
