Job Satisfaction Among Care Managers

Nursing “burnout” is becoming a common issue in the nursing community. Psychologist Herbert J. Freudenberg “described

Social work is a profession which has the objective to improve the quality of life of other individuals. The NASW code of ethics is used as a guideline for social workers and the interaction they have with their clients. In addition, within the code of ethics, there are six values, which include service, social justice, dignity and worth of a person, importance of human relationships, integrity, and competence. Therefore, going into the social work field it is important to understand that your

The National Association of Social Workers (NASW) has written a code of ethics that serves many purposes. The main purpose is to identify the core ethics and values that provide the foundation for the profession. It details six basic principles for social workers to follow: service, social justice, dignity and worth, human relationships, integrity, and competence (National Association of Social Workers, 1999). The code acts as an ethical guide for students, and those professionals just

As well as management, managerialism can be seen to have many other positive impacts on the delivery of social care and social work services. Managerialism implies that there are specific core functions and techniques of management which can be applied and transferred across all contexts, noted in Coulshed and Mullender (2006b, p.14). This includes private, public and voluntary sectors. The objectives may vary slightly from one agency to another but overall the general aim is to engage and relate to service users, help others to achieve their goals, helping to maintain morale and consulting a wide range of sources to encourage decision making and problem solving (Coulshed and Mullender 2006c). These transferable skills and core functions can be applied not only to the groupwork in organisations and services, but the group work that was taking place on my placement. On my placement, in a rehabilitation centre for

In many careers especially the field of social work it is easy to feel burnout and compassion fatigue. Burnout and compassion fatigue can be a slippery road for social workers to go down. It is the feeling of mental and emotional exhaustion, frustration, feeling like work has no meaning, and loss of enthusiasm ("Compassion Fatigue | The American Institute of Stress," n.d.). We do not go into the field of social work to absorb everyone’s problems and become engulfed in them, we do it for the satisfaction of being able to help others and to try and make a difference. For this reason it is important that we remember take time for ourselves and become self-aware to prevent burnout and compassion fatigue. If we no longer care about the work that we do and dread going to work each day, it will show and client’s may start to feel that there is no hope. The good thing is that there are warning signs and ways to

A study was created to establish a caseload standard for child welfare workers (Engel, Rafael, Spjeldnes, and Yamatani 2009). They wanted to see how the workloads for child welfare workers affect their service provision, recruitment, and retention; the study was located in Pittsburgh. Child welfare systems are supported to provide permanent, wellbeing, and safety for all children who enter the system (Child Welfare League of America [CWLA], n.d.-a, [paragraph] 5). This is visually impossible if you do not have the time to spend with the families. It’s essential that workers are not overloaded with caseloads. Child welfare workers have a high turnover, burnout, and potential for errors that currently undermine system. 4Kids of South Florida

This study conducted at Women In Need Inc. was important because domestic violence workers and advocates have a high burnout rate and high turnover rate. This job burnout has alternatively been described as compassion fatigue. On the opposite

A workshop will be developed to focus on prevention burnout among mental health workers by implementing mindfulness. Studies have found that mental health workers have a high risk of developing burnout, which impacts the client’s quality of care (Green, et al., 2014). Burnout is a result of sustained time of stress caused by high caseloads, monthly productivity demands, policies, administrative responsibilities, and low-wages (Franco, 2015). The process of burnout involves failure, wearing out, exhaustion due to high demands on the workers resources, energy, and strengthens (Franco, 2015). Symptoms of burnout are exhibited physically and behaviorally, such as sleepiness, articulating negative attitudes and difficulty holding feelings (Freudenberger,

Working as a mental health caregiver often offers great satisfactions, rewards, and allows individuals the opportunity to positively impact those most vulnerable to stigma and discrimination. However, this profession can also be emotionally draining, stressful and challenging. Caregivers are often perceived as healthy providers, however, there is a lack of understanding among the general public of the daily burdens they experience in the field and the negative consequences this has in their overall health. According to Pamela Hyde (2013), administrator of the Substance Abuse and Mental Health Services Administration (SAMHSA), social service providers often experience “burn-out, stress and lack of social support” which ultimately leads to a high turnover rate in the profession (p. 10). Dorning (2014) notes that social workers

Nurses are more likely to develop burnout because of the high constant demands of physical and emotional work. Maslach, Jackson, and Leiter (1996) described burnout as a syndrome consisting of emotional exhaustion, depersonalization, and a reduced sense of personal accomplishment (as citied in Hamadieh, 2011). Job statisfaction and social support are factors closely associated with burnout. Luetal; Pinikahana, and Happell state job satisfaction was found to be related to stress and burnout, organizational commitment, communication with supervisors and coworkers, autonomy, recognition, age, years of experience, education, social support, workload, role ambiguity, and depression and hostility(as cited in Hamaideh, 2011). In addition, Button

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).

While many of the nation’s social workers feel overburdened and underappreciated from time to time, burnout is another matter. Burnout is a serious issue whose endpoint can entail mental confusion, psychosocial distress, and physical collapse. Burnout is pervasive. Enter the words “social work” and “burnout” into an Internet search engine and you’ll be rewarded with thousands of hits, a sober reminder of the significant stresses inherent in our profession, particularly among CPS workers. According to experts, the causes of burnout are varied, including heavy caseloads, unrealistic timeframes, low pay, lack of appreciation, and adverse working conditions without foreseeable relief. Burnout may be intolerable, but the consequences of burnout

The recent controversy and outrage over the death of Gabriel Fernandez, an 8 year old boy from Antelope Valley, left in the custody of his mother and her boyfriend which resulted in his untimely death sparked debate over negligence on the part of the Department of Child and Family Services. One critique of the agency was reportedly due to high caseloads and backlogs of child abuse investigations. This is an extreme example of how continued increases in employee demands play a role in job duties and potentially affect employee satisfaction.

Alternatively, one of the most common methods used to manage an employee’s stress level is through supervision. As previously stated, social workers who work within the child welfare system can use daily debriefing based on the critical incidents that occur with this population. For example, from personal experience of being a supervisor over case managers working with children, supervision was crucial not only for myself but for the caseworkers. The caseworkers were able to release their emotions, concerns, and possible fears when dealing with their clients and their family. Huss (2012) shows how employees use supervision to cope and discuss stressful situations, however, it is explained how supervision is beginning to suddenly decrease.

Job satisfaction is determined by how happy a person is at his or her job. This measurement has multiple factors that can contribute to it. According to Brian Hill (2015), one category of factors that contributes to job satisfaction involves the various physical work conditions at place in the employee’s work environment. These conditions can include temperature, climate, comfort and physical demands. For example, someone may be happier working in a comfortable environment with appropriate physical demands as opposed to a job that requires them to be too hot or too cold and exert too much physical energy.