Three Dimensions Of Intelligence Quotient

In “A Rounded Version: The Theory of Multiple Intelligences”, Howard Gardner illustrates how there are a variety of intelligences. Gardner starts off with an example how IQ tests may predict achievement in school but may not predict achievement in life. After finding out certain parts of the brain are responsible for certain functions, such as “Broca’s Area” which is responsible for sentence production, Gardner proposes the existence of multiple intelligences. Multiple studies later led him to propose seven distinct intelligences; Musical, bodily-kinesthetic, logical-mathematical, linguistic, spatial, interpersonal, and intrapersonal. Each intelligence has certain classifications. According to Gardner’s classifications, I realized my intelligences are bodily-kinesthetic, logical-mathematical, and intrapersonal.

Burnout, according to the Maslach & Jackson model, relates to a feeling of weariness, indifference and reduced performance (Maslach & Jackson 1981, 1993). It is a gradual process whereby the stresses of working closely with individuals requiring support or guidance result in various symptoms detrimental to both in one’s professional field as well as and personal functioning. It is characterised within three domains: the depletion of emotional reserves (emotional exhaustion), an increasingly cynical and negative approach towards others (depersonalisation) and a growing feeling of work related dissatisfaction (diminished personal accomplishment) (Maslach & Jackson, 1981, 1993). Although any employee may be vulnerable to burnout, human service

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).

Depersonalization occurs when employees become emotionally detached from those around them because of stress with limited or no resources available to assist the employee in coping. One of the biggest contributors to depersonalization is burnout by employees that leads to a decrease in job satisfaction, employee performance, and turnover. Conservation of resources theory (COR) addresses how burnout develops and the effects it has on an employee’s job performance. Burnout often develops because of limited work resources while attempting to keep up with work demands. This addresses the fourth hypothesis where employees with higher levels of depersonalization will more than likely engage

49. Shriom, A. & Melamed, S. Does burnout affect physical health? A review of the evidence. In A.S.G. Antoniou & C.L. Cooper (eds.), Research companion to organizational health psychology (pp.599-622). Cheltenham, UK: Edward Elgar, 2005

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 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

Burnout affects people both personally and professionally regardless of occupation. In recent years the conception of burnout has been modified, and above all it has begun to be treated as a phenomenon which affects members of many professions not only those of the human service professions, due to burnout is described as a crisis in one’s relationship with work in general (Chirkowska-Smolak & Kleka, 2011). Academicians routinely spend many tiring hours reading, writing, lecturing, and solving countless problems that are sustained by their students and institutions. This level of involvement can be emotionally draining and coupled with working environments that are often highly stressful has the potential to lead to burnout (Maslach et. al, 2001). This emotional involvement is the primary reason of the increasing rate of burnout among academic staff in an educational institution depending on the country’s working conditions (Akgemci et al., 2013). Feelings of emotional exhaustion are a key aspect of the burnout syndrome.

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

According to the Association for Psychological Science (APS), there are three types of burnout; overload burnout, boredom burnout, and worn-out

Do you feel exhausted, anxious, or dread the thought of going to work each day? In last month’s article, we discussed these subtle signs (and more) which indicate your body may be headed for burnout. Already feeling burned out? Let’s look at some steps you can take to overcome this chronically stressful state and begin thriving again.

The research materials consisted of questionnaires, while two are standardized test and the other questions are to collect the sociodemographic and health data of the participants. The first standardized questionnaire that the researchers used is MBI. It consists of 21 questions that measures burn-out and furthermore into its components namely: emotional exhaustion, depolarization and accomplishments. It uses a scale system from 0 to 6 wherein 0 is never and 6 is for every day experience. (Ahola et al., 2005; Brenninkmeijer & van Yperen, 2003) Participants were assigned to a burnout group or non-burnout group based on their mean score. To be assigned to the burnout group, subjects need to score at least 5. The non-burnout group subjects were those that scored, at most, 1.

I dug into some research further regarding burnout and would like to share a few points I found extremely valuable from the journal article, Taking Care of Ourselves to Take Care of Others:

Do you ever feel tired after endless days of work, exhausted after the daily grind, or distraught after you poor your heart and soul into a task only to be repaid in only the most minuscule of scraps? Eventually, you are not happy anymore. You go back to work in order to physically survive, but you definitely are not thriving. This is actually a serious condition, referred to as burnout, which is affecting millions of Americans according to an article written by Jari J. Hakanen and Arnold B. Bakker speaking of this little-discussed topic. The article, titled “Born and Bred to Burn Out” introduces its topic fairly well and contains fairly high quality of research used, at least in my eyes. It mentions how it was difficult to obtain its research,

The theory of multiple intelligences was developed by Dr. Howard Gardner in 1983. The Theory of Multiple Intelligences is a critique of the standard psychological view of intellect: there is a single intelligence, adequately measured by IQ or other short answer tests. Instead, on the basis of evidence from disparate sources, the theory claims that human beings have a number of relatively discrete intellectual capacities. IQ tests assess linguistic and logical-mathematical intelligence, and sometimes spatial intelligence; they are a reasonably good predictor of who will do well in school. This is because humans have several other significant intellectual capacities (Harvard University).