Occupational Burnout And Its Effects On The Workplace

Regarding the connection between resilience and burnout, there have been studies conducted in multi-occupational populations (Edward, 2005; García-Izquierdo, Ramos, & García-Izquierdo, 2009; Menezes, Fernández, Hernández, Ramos, & Contador, 2006) that have shown a negative relationship between the two variables, reflecting the moderating potential that resilience has in terms of the emergence of elements of burnout. Therefore, it makes sense to insist on the relevance of encouraging this psychological capacity from the educational sphere in order to prevent the appearance of burnout and to promote maintenance of psychological health in this population of future professionals (McAllister & McKinnon, 2009). As described above, studies with various

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).

In fact, I am currently experiencing burnout concerning my college degree. When I have an objective, I invest everything in my power to accomplishing it; it is almost as if I have tunnel vision- the accomplishment of the objective supersedes everything else. I invest so much of myself that I reach a point when there is nothing left to give. I also become stressed and anxious when I cannot achieve my goals to my standards. Whatever the particular situation, when I reach the burnout stage, I become disillusioned and lose my commitment to the

A third aspect of the burnout syndrome, reduced personal accomplishment, refers to the tendency to evaluate oneself negatively, particularly with regard to one's work with clients. Workers may feel unhappy about themselves and dissatisfied with their accomplishments on the job. The consequences of burnout are potentially very serious for workers, their clients, and the larger institutions in which they interact.

One of the warrants stated by the authors is that all previous study on the subject has focused on similar claims of why burnout occurs. The authors then list the previous claims for why burnout occurs in this employment sector. This makes it very clear to the reader the

Burnout is a pattern of emotional, physical, and mental exhaustion in response to chronic job stressors. It is a disorder characterized by emotional exhaustion, depersonalization and a low level of personal accomplishments, which primarily affects people who are dealing with other people in their work (Maslach, 1982). Burnout develops due to the persistent emotional strain, which is the result of dealing with other people who cope with serious problems. Thus, burnout could be considered as a type of professional stress, which results from the social interaction between the person who provides

Burnout is a response to job stress that results in a detachment in the worker-client relationship that dehumanizes the client and decreases worker effectiveness. The source of this stress is the interpersonal

Christina Maslach and Susan Jackson are the most well documented researchers on burnout and the most frequently referenced in the literature. Maslach and Jackson (1981) defined burnout as consisting of three component: overwhelming emotional exhaustion, depersonalization, and reduced personal accomplishments. The feeling of being overworked/overextended and drained of physical and emotional resources is at the core of emotional exhaustion. Depersonalization refers to a cynical, negative attitude towards people one is interacting with (coworkers, clients, etc.), and excessive detachment and emotional numbing from the various aspects of the job. Feelings of emotional exhaustion subsequently lead to depersonalization. Depersonalization is a protective state of cynicism that spurs dissonance, either cognitive or emotional, with others as a coping strategy for work demands and exhaustion (Halbesleben & Buckley, 2004). Reduced personal accomplishment (also referred to as personal efficacy) refers to the feeling of ineffectiveness, unproductiveness, personal incompetence, and lack of the feeling of accomplishment on the

I appreciate your straight forwardness in regards to your negative habits. Rӧssler (2012) states that the risk for burnout for certain occupations mostly for individuals employed in the health care industry. As a mother, I understand the unique and additional stress that comes along with parenting. Piggybacking off of your comment about pastimes, I too enjoy listening to music as a stress reliever.

According to Abdo, El-Sallamy, El-Sherbiny, and Kabbash (2015), burnout is considered an epidemic of modern society and can have a detrimental

Burnout is a vocational syndrome that can manifest in any field; those that work in the helping and healthcare professions have added considerations that potentially place them at additional risk. Whereas occupational burnout typically is characterized by increasing work expectations and decreasing support and recognition, mental health clinicians are also vulnerable to compassion fatigue and vicarious traumatization. These can manifest beyond the usual burnout symptoms of emotional exhaustion, depersonalization, and decreasing feelings of accomplishment (Kerr, 2016). Self-care, self-directed by the clinician, can act as a first-line defense against these serious problems, and along with the buffer of organizational supports, can mitigate

The research that I have chosen correlates burnout and depression. It asks the question, “Is Burnout a Depressive Disorder?” It further reexamines burnout with special focus on atypical depression. Its main purpose is to study the prevalence of depression disorder in workers with burnout while surveying the overlap of burnout with atypical depression. (Bianchi, Schonfeld , & Laurent, 2014) The researchers have derived this problem from researching through previous literature and researches that discuss about burnout, depression and furthermore into atypical depression; in which they have noted that burnout shares key features with atypical depression. (APA, 1994; Quitkin, 2002). In their research, the researchers referenced a study that used more conservative cutoff scores for defining cases of burnout, have found no diagnostically significant difference between burned-out workers and depressed outpatients in terms of reported depressive symptoms. (Bianchi et al. (2013). The author of the study suggested that burnout and depression may, in fact, reflect the same psychopathology. There are other study that the researcher have referenced that further support the finding that burnout share the same similarities as depression. Although they have also deduced that the overlap of burnout and atypical depression has never been investigated in a systematic manner. Thus the need for the study as burnout should be considered a form of depression still remains a controversy

Burnout in Nursing has been an issue of concern as nursing profession has evolved over time with increasing demands that have been placed on nurses. These increased demands have been magnified during the decades where massive nursing shortages have been seen. It has also been heightened by the fact that we are now dealing with the baby boomer generation and the fact that American are living longer, but does not necessarily show that they are healthier. Longevity has been partly attributable to improved diagnosis aided by technological advancement in the treatment of disease processes that otherwise will not have been treatable. Nurses are not only dealing with keeping up with the changing faces of health care with advancing technology but

By recognizing that burnout is a serious problem that impacts an organization’s viability, an assembly of staff nurses, nursing supervisors, human resource staff, social services, nurse administrators, and a physician champion will be arranged to construct mission, objectives and strategies to help ameliorate the issues at hand. Researching literature on nursing burnout is essential so that the members of the task force has a solid grasp on potential underlying hardships contributing to nursing burnout within the facility as well as the financial effects on the organization. Furthermore, in order to determine a solution, the nurse’s work environment should be assessed (Nedd, 2006) and measured using the 26-item Brisbane Practice Environment Measure (B-PEM) (Flint, Farrugia, Courtney, & Webster, 2010). The B-PEM instrument was developed to measure nursing satisfaction within the work environment and the perceived facilities inadequacies (Flint et al. 2010; Hayes et al., 2014; Nedd, 2006). Next, the Conditions of Work Effectiveness - Questionnaire-II (CWEQ-II) will also be utilized to measure the nurses’ perceived access to the four job related empowerment structures: opportunity, information, support, and resources will be administered (Laschinger et al., 2003). Then nursing burnout will be assessed and analyzed by using the Maslach Burnout Inventory (MBI) which is a widely used instrument to assess burnout and is considered the gold standard due to its established

Any work environment can have stressful aspects that can negatively affect the employees’ performance and may lead to burnout. Oftentimes when employees are stressed or burnout their commitment at the job may begin to weaken and they may lose satisfaction. Many organizations have recognized that workers burnout is the result of aggravated chronic work stressors and embodied by enervation and inefficacy. This author will discuss the impact of stress and worker burnout on organizations. Moreover, this author will consider the implication of stress and worker burnout on the employee, as well as the short- and long-term productivity of a business.