Burnout

Vicarious trauma is also known as compassion fatigue and is often associated with the cost of caring for others (Figley, 1982). Other terms used to describe this phenomenon are secondary trauma, stress or secondary victimization (figley, 1982).

Social Work is a helping profession that strives to help the community on micro, mezzo, and macro levels. It is an investment of self to offer services and help to those in need. Areas of service can include, but are not limited to, traumatic situations, family situations, and child protection. As in most social service professions, the field of social work can often times take a toll on the emotional and physical stability of a social worker. One side effect from working in a helping profession is compassion fatigue. As a result, the National Association of Social Workers stresses the importance of self-care and its vitality in ensuring the social worker does not get burnt out by the profession.

One of the keys to eliminating burnout in the counseling field, is for the counselor to recognize when they are experiencing some of the symptoms. Kottler (2010) reports some of the signs of burnout include experiencing emotional exhaustion, having negative attitudes for your clients, feelings of lack of accomplishment, and becoming easily discouraged. Therefore, if we notice ourselves without the enthusiasm or drive for that passion which once drove us into this field chances are we may be experiencing symptoms of burnout. Oser, Biebel, Pullen, and Harp (2013) report it is always good to have

Burnout is a gradual onset with symptoms coming on over time slowly. Burnout symptoms may include physical exhaustion, hopelessness, negative self-concept, having difficulty leaving home, and inability to concentrate are just some of the symptoms. Due to the gradual onset of symptoms, it is often hard to detect early (Dass-Brailsford, 2007). In McCann and Pearlman’s article they discuss burnout as a, “psychological strain from working with difficult populations” (McCann & Pearlman, 1990).

As with any career, human service professionals face potential challenges that make it difficult for them to accomplish the objectives of their positions. When challenged with these obstacles, it becomes increasingly difficult for the human service professional to deliver the outstanding help and care a client needs. One such challenge is that of burnout, a reaction to the stress and strain inherent in a position that causes individuals to adopt a negative attitude about work and clients as well as become detached with the expectations of their position and its overall purpose (Woodside & McClam, 2015, p. 256). There are also physical reactions to burnout, including exhaustion, stomach issues or other illnesses, and body pain (Woodside & McClam, 2015, p. 256). This burnout can be triggered by a number of different factors, from difficulties in allocating scarce resources (Woodside & McClam, 2015, p. 249) and motivating clients to help themselves (Woodside & McClam, 2015, p. 256), to self-neglect on the part of the helper (Jackson, 2014).

Another study suggests that social workers are susceptible to burnout due to poor working conditions, copious amounts of paperwork, long work weeks, few opportunities for promotions and

Identifying the problem statement is the first step in determining what the issue is and why it is important for research. Once that has been determined formulation of the problem can been done which helps lay the groundwork for writing a research paper. In addition, the problem that has been chosen as a topic for research is, Are social workers at a higher-risk for burnout and compassion fatigue because of job stress? The problem statement is will educating social workers about burnout and fatigue decrease the possibility of burnout. Furthermore, this paper will discuss the scope of this problem such as the background and what the differences are in compassion fatigue and burnout and the purpose of why this research study is important in social work practice.

in association with patients and partners gets to be icy, far off and guided by skepticism and need

It is evident that the relationship between work stress and mental health has been established by numerous research studies. As discussed in Koesky (1993), the fact that all jobs involve some degree of stress makes it all the more alarming as to the level of stress experienced by individuals working in the human services. That is, given that these individuals are heavily involved in the lives of others, they often develop mental health symptoms that are characteristic of work-related stressors. In fact, “This involvement, which requires caring commitment and empathic responding, places workers at risk for a special type of strain commonly referred to as 'burnout'” (Koesky, 1993, p. 319).

Analysis variance identified no interaction between hadiness and coping behavior categories for Burnout; however, the lowest burnout scores had been encountered among nurse with greater increased hardiness as used direct-active coping behaviors. These findings suggest that both hardiness then prescribe lively coping processes may remain ancient independently and within live performance in conformity with decrease burnout. Rationale is furnished because of preparing practitioners in accordance with set of trouble – fixing approaches, assertive interaction, then active and, assertive interaction, and active and direct methods of conflict

One advantage for increasing workloads for current faculty and staff is the cost benefit. It would be cheaper to increase the workload instead of hiring a new person because benefits would not have to be given, and this would benefit the institution and the political establishment. A disadvantage of increasing the workload of faculty and staff is burnout. Burnout is correlated with workload, and burnout leads to less commitment and motivation to complete work, loss of energy, less fulfillment from the job, and mental and physical sickness (Gonzalez & Bernard, 2006). The interpretation of workload is different between administration and faculty (Gonzalez & Bernard, 2006). Administration views higher workload as a higher level of productivity, whereas faculty view increased workload leading to burnout (Gonzalez & Bernard, 2006). Negative attitudes, cynical viewpoints, paranoia, unwilling to accept change are results of burnout (Gonzalez & Bernard, 2006), and these personality traits are not beneficial to students, the institution, or other faculty members (Gonzalez & Bernard, 2006).

As a social work student, I have discovered that social work is an overlooked profession. Many people used to ask me “what can you do with a social work degree?” when the real question is “what can you not do with a social work degree?” Nowadays, we are surrounded by social workers; they work in the schools, universities, hospitals, courts, prisons, different community based organizations and more. People also said that “social work doesn’t pay enough”. However, what they do not know is that every day as a social worker is rewarding; knowing that you have made the difference in someone’s life is priceless.

Stressors and burnout, both play a significant role in creating an atmosphere and culture at Initech, where Peter works. Burnout “refers to a ‘wearing out’ from the pressures of work” (Freudenberger, 1974). Burnout can be a result of things like emotional exhaustion, lack of personal accomplishment and depersonalization (Maslach, 1982). It is a “chronic condition that results as daily work stressors take their toll on employees.” Stressors are factors within one’s environment, usually at work, that are difficult for an individual to deal with. Some stressors can be workload, role conflict and ambiguity, and events from one’s personal life.

Burnout is a very predominant matter within the world, especially among pastors. There are many attributing factors to pastoral burnout, such as; working too many hours, inadequate time spent refilling spiritually, lacking friends and support systems (Chandler 2), and the need to please everyone (Olsen and Grosch 300). Research has shown that burnout is composed of three aspects: “emotional exhaustion, depersonalization, and reduced personal accomplishment” (Maslach and Jackson). In David Olsen and William Grosch’s article they write; “it is easier to attempt to deal with a situation early, than to attempt to put the pieces back together” (300). It is possible to live a healthy pastoral life without suffering burnout and I intend to prevent this in my own personal life and ministry.

There is a lot to be said about occupational stress, burnout and work satisfaction. However, finding the ideal career field can be a challenging task all by itself, and even more difficult with the pressures of financial hardships. As a result, some people may not have the luxury to concern themselves with obtaining employment that offers work satisfaction. Then again, a person may only be interested in making a good honest living, getting the bills paid and enjoying a reasonable lifestyle. Others may happen to enjoy going to work everyday, regardless of their pay because they feel that what they do makes a difference and that brings them overall fulfillment. (Harper & Leicht, 2011). Due to working in