The Settlement Library Project offers this bibliographic service for librarians struggling with, or confused about, on-the-job stress and its management.
Preventing Staff Burnout: Strategies for Happier Staff and Healthier PatientsCornerstone OnDemand
There is a fine line between stress and passion in the workplace. Both require extreme dedication, time and commitment, however, one is not pleasant, while the other, completes the reason for your existence. The term ‘burnout’ in the workplace suggests that people are tired of working to the point that they no longer want to continue at their current pace. We often consider burnout as a ‘bad thing’ in the workplace and overall that is correct, however, this can emanate from both a stressful position as well as a passionate position.
According to of a comprehensive study conducted within the nursing ranks, there are three types of stress; eustress, distress and severe distress (i.e. burnout). Eustress is the kind of stress that generates either fear or excitement, often see to be ‘good stress.’ Distress is what we all think of when we speak of stress, the bad kind. Distress generates depression, sadness, and pessimism to name of few. Lastly, severe distress is extreme stress. This is the type of stress that causes emotional exhaustion to the point of coronary heart disease. Stress is no laughing matter and a very real issue in clinical operations. Arguably, organizations must address these issues intentionally and for multiple reasons.
In this session, Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services for Cornerstone on Demand, will discuss the challenges of dealing with both stress and passion in the workplace, both leading to staff burnout. He will go over the causes of stress in the clinical workplace as well as some struggles to help alleviate some of the issues.
Employee Counseling (Organizational Behavior)Faheem Hasan
This is a formal presentation about Employee Counseling based on the course - Organizational Behavior. Every worker needs some counseling and mental rest in order to perform better in their respective firm or organization. This presentation will help you and educate you about the various mental conditions of a worker/employee.
Preventing Staff Burnout: Strategies for Happier Staff and Healthier PatientsCornerstone OnDemand
There is a fine line between stress and passion in the workplace. Both require extreme dedication, time and commitment, however, one is not pleasant, while the other, completes the reason for your existence. The term ‘burnout’ in the workplace suggests that people are tired of working to the point that they no longer want to continue at their current pace. We often consider burnout as a ‘bad thing’ in the workplace and overall that is correct, however, this can emanate from both a stressful position as well as a passionate position.
According to of a comprehensive study conducted within the nursing ranks, there are three types of stress; eustress, distress and severe distress (i.e. burnout). Eustress is the kind of stress that generates either fear or excitement, often see to be ‘good stress.’ Distress is what we all think of when we speak of stress, the bad kind. Distress generates depression, sadness, and pessimism to name of few. Lastly, severe distress is extreme stress. This is the type of stress that causes emotional exhaustion to the point of coronary heart disease. Stress is no laughing matter and a very real issue in clinical operations. Arguably, organizations must address these issues intentionally and for multiple reasons.
In this session, Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services for Cornerstone on Demand, will discuss the challenges of dealing with both stress and passion in the workplace, both leading to staff burnout. He will go over the causes of stress in the clinical workplace as well as some struggles to help alleviate some of the issues.
Employee Counseling (Organizational Behavior)Faheem Hasan
This is a formal presentation about Employee Counseling based on the course - Organizational Behavior. Every worker needs some counseling and mental rest in order to perform better in their respective firm or organization. This presentation will help you and educate you about the various mental conditions of a worker/employee.
Workplace Stress: Impact and Outcomes - An India Study 2016 Sabita Rebecca
Chronic life-style related health issues are growing rapidly among the 'Young Indian Workforce'. It is predicted that by 2025, India will have more than 57% of its population suffering from diabetes. Cardiovascular diseases, diabetes, obesity and tobacco consumption are seen as high-risk elements in employee health and wellness that impact the workforce.
Corporates across India have become sensitive to the prevalent health issues and the impact of stress at the workplace on performance and productivity. Leadership firms are working at building health and wellness programs that make their workforce a lot more resilient to the external challenges.
CGP India, along with SHRM India have collaborated to understand the landscape in a more scientific approach than ever done before. The aim was not just to understand the areas of concern but also to measure the impact of stress on the organizations’ top line. The online survey was participated by a total of 2157 respondents and included senior management interviews from 12 organizations spanning across 3 sectors - IT, Banking and Travel & Hospitality.
Job involvement refers to a state of psychological identification with work—or the degree to which a job is central to a person’s identity. From an organizational perspective, it has been regarded as the key to unlocking employee motivation and increasing productivity.
Managerial effectiveness, qualities of effective managers,decision making an...Devika A K
managerial effectiveness,quality of effective managers, traits and behavior set of effective managers,productivity,decision making, steps in decision making,effective communication,how to communicate effectively in conflicts,ways for workplace communication effectiveness can increase productivity.
job involvement, types of involvement, organizational commitment, types of organizational commitment, chart of types of organizational commitment and chart of brief description about organizational commitment.
A STUDY ON EMPLOYEE ATTITUDE TOWARDS ORGANIZATIONAL CHANGE - WITH SPECIAL REF...IAEME Publication
Concept of organizational change could be better understood on several grounds. Firstly, organizational change includes variety of change which may not always be planned and whose objectives may not be very much clear. Secondly, organizational change also includes those changes which may occur with the passage of time. Besides being gradual and steady, these changes are necessary for the survival of organization. Thirdly and finally, organization change may not be measurable. Organization results in organizational development. This study helps to identify the various positive or negative outcome of change, preparedness of employees to accept change, various ways of communicating the changes to the employees; various support factors to employees during organizational change. Data’s were collected from 122 employees. Analysis used was Percent Analysis, Chi-Square and ANOVA.
there are strategies to manage problem employees in organisation
, i have included case studies related to it and i have also included that how organisations can built a good disciplinary climate in the organisation.
Workplace Stress: Impact and Outcomes - An India Study 2016 Sabita Rebecca
Chronic life-style related health issues are growing rapidly among the 'Young Indian Workforce'. It is predicted that by 2025, India will have more than 57% of its population suffering from diabetes. Cardiovascular diseases, diabetes, obesity and tobacco consumption are seen as high-risk elements in employee health and wellness that impact the workforce.
Corporates across India have become sensitive to the prevalent health issues and the impact of stress at the workplace on performance and productivity. Leadership firms are working at building health and wellness programs that make their workforce a lot more resilient to the external challenges.
CGP India, along with SHRM India have collaborated to understand the landscape in a more scientific approach than ever done before. The aim was not just to understand the areas of concern but also to measure the impact of stress on the organizations’ top line. The online survey was participated by a total of 2157 respondents and included senior management interviews from 12 organizations spanning across 3 sectors - IT, Banking and Travel & Hospitality.
Job involvement refers to a state of psychological identification with work—or the degree to which a job is central to a person’s identity. From an organizational perspective, it has been regarded as the key to unlocking employee motivation and increasing productivity.
Managerial effectiveness, qualities of effective managers,decision making an...Devika A K
managerial effectiveness,quality of effective managers, traits and behavior set of effective managers,productivity,decision making, steps in decision making,effective communication,how to communicate effectively in conflicts,ways for workplace communication effectiveness can increase productivity.
job involvement, types of involvement, organizational commitment, types of organizational commitment, chart of types of organizational commitment and chart of brief description about organizational commitment.
A STUDY ON EMPLOYEE ATTITUDE TOWARDS ORGANIZATIONAL CHANGE - WITH SPECIAL REF...IAEME Publication
Concept of organizational change could be better understood on several grounds. Firstly, organizational change includes variety of change which may not always be planned and whose objectives may not be very much clear. Secondly, organizational change also includes those changes which may occur with the passage of time. Besides being gradual and steady, these changes are necessary for the survival of organization. Thirdly and finally, organization change may not be measurable. Organization results in organizational development. This study helps to identify the various positive or negative outcome of change, preparedness of employees to accept change, various ways of communicating the changes to the employees; various support factors to employees during organizational change. Data’s were collected from 122 employees. Analysis used was Percent Analysis, Chi-Square and ANOVA.
there are strategies to manage problem employees in organisation
, i have included case studies related to it and i have also included that how organisations can built a good disciplinary climate in the organisation.
Many thanks to Saul Kaplan for starting this with his original post on moving from a knowledge economy to a passion economy. Also a great shout out to everyone who worked together to make this thing a reality. NOTE: This is not a PPT, but a print document. But I got a bunch of requests to post it here as well. Enjoy!
Presentation given to Launch Memphis discussing how more brands have to channel their customers passion in order to spread their message. I highlighted the Ford Fiesta program as well as indie authors Scott Sigler and JC Hutchins to show that this can be done on any budget.
Part college, part industry apprenticeship, Tribeca Flashpoint Academy erases the boundaries between education and the professional world to propel you into “the business” in a way few other institutions can. In this presentation, learn about our degree programs in film & broadcast, recording arts, animation, graphic design, and video game development.
Create and Maintain a Passionate WorkplaceO.C. Tanner
Engaged employees produce great work and have loyalty to the organization. This SlideShare discusses eight rules that will help create and maintain a passionate work culture. This passionate workplace culture will drive superior results to organizations.
LinkedIn sits down with the CEO of Imperative (Aaron Hurst) to talk about Purpose at Work (2016 Global Report); highlighting purpose-driven companies and their professionals. In this discussion, Aaron Hurst explains why purpose matters and how you can activate it.. Specifically, the conversation narrows in on building a purpose-driven approach in regards to talent acquisition, providing interesting data on topics such as professional satisfaction, engagement, and development.
You'll learn how you can:
- Find purpose in your work
- Benefits of purpose-driven companies and employees
- Purpose driving talent acquisition
- Purpose and company culture
To learn more, visit us: http://bit.ly/2cXuuPH
Wether you're a freelance designer, or you're working in-house for a design agency or company, you need to be passionate about what you do. In this presentation I'm trying to help upping your passion by a variety of do's and don'ts.
If you're in the C-Suite, an human resources or facilities design professional or facilities manager you will find this presentation valuable in enhancing your leadership efforts.
What are the secrets to designing great offices and workplaces while cultivating active, engaged cultures? In this presentation we share best practices to help energize your workplace, improve attraction and retention all the while telling your brand story, connecting to greater sustainability initiatives and more.
Your people are your biggest expenses. You can improve engagement and productivity by tuning your office design to the DNA of your business, your mission, purpose and core values. We call this the values driven design framework. We learn together about your DNA, what makes your company go and your vision for success, your mission and core values. We take that information and identify best practices in workplace design strategies to optimize collaboration and an innovation mindset while providing much needed private, focus spaces, meeting areas and individual work areas.
Some trends we think vital to pay attention to are:
1. Get your people moving: Providing a wide range of sit to stand options at workstations and work areas, to battle the rising obesity epidemic at work. This helps keep your teams moving.
2. Choices at Work: Provide a wide range of open to more private work areas matched to differing modes of work needing to be done by your people. This includes small one to two person phone booths or huddle rooms, to informal backyard areas, front yard areas, high top worksurfaces shared by a workgroup, as well as individual workstations.
3. Bring nature near. Numerous studies show the presence of indoor plants and so call living walls promote worker wellbeing and enhance productivity. Balance interior planting with access to outdoor work areas or "work terraces", walking paths for exercise and walking meetings. See item 1. Get your people moving.
Interested in learning more? Need a design consultation or want to see this presentation adapted to your organization? Contact us at 802-448-0056 or drop us a line at steve@arocordisdesign.com. Find us also at www.arocordis.com
Guide to Emotional Resilience & well-being - Great as a reference guide in Su...Alex Clapson
The Guide to Emotional Resilience written by Louise Grant & Gain Kinman & published in Community Care Inform. The article is written in a really accessible format & whilst the target audience was Health & Social Care workers, the messages apply to a much broader audience. Ideal to give out to your direct-reports / for use in supervision.
Part (2)
What drives your community?
What skills does your library possess?
What is your best industry?
What is your passion?
It’s not a marathon, it’s a journey.
So find what best fits your library and make it real.
Here is how to articulate success creating that emotional connection by filling the community’s needs.
Part (1)
What drives you?
What skills do you have?
What is your best industry?
What is your passion?
It\’s not a marathon, it\’s a life.
So find what best fits your library and get real.
Here is how to articulate success through creating that emotional connection and filling the community\’s needs.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
MATATAG CURRICULUM: ASSESSING THE READINESS OF ELEM. PUBLIC SCHOOL TEACHERS I...NelTorrente
In this research, it concludes that while the readiness of teachers in Caloocan City to implement the MATATAG Curriculum is generally positive, targeted efforts in professional development, resource distribution, support networks, and comprehensive preparation can address the existing gaps and ensure successful curriculum implementation.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
7. Stress
a state of mental or emotional strain exerted
through demanding or difficult circumstances. A
condition or feeling experienced when a person
perceives that demands exceed the personal and
social resources the individual is able to mobilize.
Stress can result from any situation or experience
that makes an individual feel frustrated, angry,
nervous or anxious, and can cause severe health
problems. The word Stressor refers to anything that
provokes a stress response.
8. Burnout
a prolonged response to chronic stressors. A
disabling reaction to an overload of stress. In
professional fields and athletics it is referred to as a
“passion deficit”. Having no “passion” for a job
often overflows into every aspect of one’s life and
may contribute to a lack of energy, or loss of
interest. Symptoms fluctuate between
absenteeism; nausea, weight gain, and insomnia;
or emotional health issues involving detachment,
feelings of isolation, and lack of concentration.
10. Institutional imbalance
Challenges and demands
In the public sector, libraries have become community-building
forces of civic engagement, economic development,
neighborhood revitalization, and workforce progress. In
academia, the additions of coffee shops and collaboration spaces
have contributed to the shaping of a campus social-building
dynamism, and global information resource.
11. Institutional imbalance
Hazards and representation
The explosive growth of technology and social media have
dramatically expanded the responsibilities and perceived role of
the New Librarian. This institutionally innovation-driven new
identity is expected to be an international force for change
through multiple levels of expertise, global knowledge sharing,
and voracious social enterprise.
13. Significant issue #1
Workload
• too much work and too little time to accomplish the demand
• increased professional collaboration (including global)
• lack of on-the-job support systems
• insufficient help
• technology problems and rapid technological growth
• a lack of closure on ongoing projects
14. Significant issue #2
Control
• a lack of influence on-the-job
• budget cuts
• service reductions
• obnoxious or rude patrons
• deficient work environments
• poor management and supervision
• oppressive political climates
15. Significant issue #3
Recognition
• low salaries
• limited opportunities for advancement
• increased competition for jobs
• repeatedly defending one’s occupational status
16. Significant issue #4
Image
• a blurred idea of occupational and societal roles
• too many tasks that cross departmental lines
• a poor public representation
• an increased ethical dimension
• a “New Breed” 21st century stereotype
17. Significant issue #5
Value
• increased job discrimination
• unrealistic organizational and public expectations
• shifted workforce and workload priorities
• required to prove one’s professional value on paper
18. Pressures and problems
• Medically and
psychologically unhealthy
patrons and co-workers
• Homeless or mentally ill
populations using the
library as a shelter
• Negative or ineffective
workplace cultures
• Poor building design or
maintenance
• Aged or substandard work
facilities
19. More pressures and problems
• Inadequate knowledge or
skills to perform
assignments
• Significantly increased
workloads and deadlines
• Fewer staff and more
patrons
• Increasingly disgruntled or
obnoxious patrons
• Technology-related
problems
• Continuous interruptions
• Monotonous and routine
tasks
• Carpel tunnel syndrome,
neck and back injuries, and
muscle strains
21. The burnout factor
Occupational burnout involves a prolonged exposure to
workplace stressors that often drain an employee’s vitality and
enthusiasm, and lead to less engagement and productivity.
Results of burnout include
• an increase in turnover rates and absenteeism
• decreased professional performance
• workplace accidents
• poor customer service
• the possibility of serious personal health problems
22. A passion deficit
The repression of natural reactions and emotions contributes to
organizational and emotional exhaustion, and is often
contagious. This type of labor includes
• appearing authentic when professional norms suggest
expressing positive emotions and suppressing the negative
• mental weariness, cynicism or depersonalization, and
depression brought about by faking or pretending a specific
display of emotion
• hiding symptoms of increased stress until it affects the
immediate environment
24. Emotion regulation (management)
refers to the conscious or non-conscious control of
emotion, mood, or affect. It is the process of
modifying one's emotions to fit a social or
organizational structure by either changing the way
one feels about a situation, or modifying one’s
behavior by suppressing, faking or amplifying a
response. The emotional gap between exhibiting
true emotions and artificial responses creates
personal stress.
25. Emotional labor
sometimes referred to as “emotion work or
management”. It explains workplace emotional
events and roles that require emotions to be
consistent with organizational goals. It is the
awareness of the emotional expressions required
on-the-job, such as showing a genuine concern for
the needs of others and making positive contacts.
When considered essential to worker performance,
these constitute emotional labor. Library workers
are likely to regulate their emotions according to
organizational demands.
26. Emotional dissonance
includes negative feelings that develop when an
individual views his or her emotions in conflict with
his or her identity. It involves a struggle between
experienced emotions and expressed emotions.
Emotional dissonance often results in job
dissatisfaction, and reduced organizational
commitment.
28. It begins in school
• Instructors in schools of Library and Information Science
generally do not address the essential component of person-
to-person interaction skills when training students.
• Students are not prepared for the realities of dealing with the
public.
• Students are not equipped to demonstrate emotion skills
necessary in the field.
• Students are not armed with the skills to combat negative
emotional labor.
• Emotional intelligence abilities are not taught in the
classroom.
29. A challenged profession
• Specific organizational emotional requirements are prevalent
within the field.
• Administrators are concerned with the effect emotion
management has on service quality.
• Professional norms suggest that librarians should express
positive emotions and suppress the negative.
• Librarians strive to produce a positive emotional state within
the library by masking their own feelings.
• Librarians are expected to perform emotional labor but are
not formally trained to do so.
30. Negative pressures
Difficult situations and emotional conflict within the library
setting, as well as organizationally imposed ideals for expressing
emotions, frequently account for
• job discontentment
• on-the-job stress
• physical injuries and mental anxieties
• occupational burnout
• organizational and emotional exhaustion
32. Display rules
are rules for expressing one’s emotions that an
institution or organization requires for on-the-job
interactions. It involves a group’s norms, which
define how and in what manner emotions are
expressed corporately.
33. Emotional intelligence
is a social awareness and relationship management
skill. It includes the ability to understand moods,
behaviors, and motives. Possessing these skills
improves the quality of relationship-building by
understanding the way people feel. It is as
important to professional success as technical
abilities, and contributes to lower staff turnover.
Positive strategies can be taught and include self-
awareness, self-management, social awareness,
and relationship management.
35. Traditional and current solutions
• Self-examination
• Coping Strategies
• Resisting
• Pro-active Solutions
• Managerial Contributions
• Organizational Strategies
36. Solutions in brief
• Self-examination attempts to address the direct cause of a
problem by defining what the librarian personally did to
promote it, or can do to change it.
• Coping Strategies ignore a patron’s or co-worker’s emotional
state and focuses on the problem only.
• Resisting involves walking away from a patron or co-worker in
an unresolvable interaction.
• Pro-active Solutions establish on-the-job personal and
organizational support.
• Managerial Contributions and Organizational Strategies
attempt to reduce stressors and emotional labor in the
workplace through education and action.
37. Discussion of possible solutions
Self-examination and Resisting
These techniques may not be
effective because each suggest
a “What if . . .” aftermath to
any workplace stressor. For
this reason, applying these
individually or organizationally
may add to personal and
organizational stress levels.
Coping Strategies
These strategies have the
potential for being very
effective in confrontational
situations between librarian
and patron.
38. Continued discussion of possible solutions
Pro-active Solutions
These solutions establish on-
the-job support, such as
flexible work schedules or
transferring within an
organization, and offer the
greatest potential for
successful implementation
within the workplace and
across hierarchies.
Managerial and Organizational
These strategies could produce
a workplace environment to
combat organizational stress,
and the effects of negative
emotional labor. Via effective
leadership, these can be
seamlessly promoted in Library
Science curriculum, seminars
offered at library association
conferences, and through
public sector management.
40. #1: Begin in the classroom
Emotional intelligence abilities need to be taught, and should
encompass the idea of “service,” by teaching students how to
• communicate across geographic, cultural, societal and
jurisdictional boundaries
• develop rapport, acquire relationship-building skills, and
promote connectedness
• reflect a caring and responsive attitude
41. How?
When teaching courses that focus on organizational dynamics–
such as administration and management—content should
include
• defining and explaining emotional labor and the performance
of emotion work
• allowing students to discover their own communication style
to understand how they will respond to emotional labor
• teaching necessary skills that lead to emotional intelligence
• targeting the warning signs of burnout, and the positive
techniques for mastering it
42. #2: Benefits for on-the-job
Successful managers should provide support to staff for dealing
with problems associated with occupational stress, including
• employee orientation and learning programs
• involving employees in decision-making
• providing employees an opportunity to vent
• keeping the workplace fun
• enhancing available personal resources
43. How?
• Define organizational goals and plans on paper.
• Encourage open communication.
• Prioritize opportunities for professional education, staff
training, and in-house innovation.
• Create collaboration and cross-departmental team efforts.
• Provide break rooms for time-off to release tension.
• Rearrange the workday to keep unnecessary duties at a
minimum.
• Limit time working at labor intensive tasks.
• Encourage taking vacation days, sick leave, and breaks.
44. #3: Combating burn-out
Dealing with the long-term demands and consequences of
emotional labor should include introducing specific strategies,
such as
• teaching display rules
• teaching emotional intelligence
• offering staff assistance programs
• practicing buffering
45. How?
• Like an emergency response checklist that is easily practiced
at staff meetings, display rules are organizational rules for
responding to any patron or issue.
• Teaching skills in emotional intelligence helps reduce the
likelihood of chronic emotional conflict that leads to
emotional exhaustion.
• Stress management and emotional health services should be
made available to employees.
• Front-end personnel—as trained strategists—can help diffuse
potential “situations” by directing problems to skilled workers.
46. The answers
• Public engagement involves both technical knowledge, as well
as emotion skills.
• Personal competence includes an ability to stay aware of
one’s own emotions, and managing one’s own behavior and
tendencies.
• Specific occupational stressors can be reduced or eliminated.
• Training programs can be developed that assist librarians and
library science students in handling negative emotional labor.
47. Summary
• Dealing proactively with staff morale reduces staff turnover.
• Proactive solutions reverse the symptoms of a passion deficit.
• Stress reduction strategies result in an acceleration of
performance and efficacy in the workplace.
• Library policies are needed that reflect an understanding of
emotional labor.
• Professional development should reflect an understanding of
emotional labor, skilled relationship-building techniques, and
an acquired emotional intelligence.
48. Online Resources
Burnout Self-Inventory:
American Institute for Preventive Medicine. (2001). Burnout self-
inventory: Systematic stress management: The proven way to
relax. Retrieved from
http://aipm.wellnesscheckpoint.com/library/banner_main.asp?P
=338992ASM2C&zsection=Burnout%20Self%20Inventory&lang=
E&title=N
49. Online Resources
Stress Management:
Mind Tools: Essential Skills for an Excellent Career. (2014). Stress
management techniques by category. Retrieved from
http://www.mindtools.com/pages/main/newMN_TCS.htm
HelpGuide.org. (2014). Preventing burnout: Signs, symptoms,
causes, and coping strategies. Retrieved from
http://www.helpguide.org/mental/burnout_signs_symptoms.ht
m
50. Online Resources
Preventing Burnout:
Infopeople Webinar: U.S. Institute of Museum and Library
Services. (2011). Preventing staff burnout. [PowerPoint slides].
Retrieved from
https://infopeople.org/sites/default/files/webinar/2011/06-22-
2011/preventing_burnout.pdf
TalentSmart: World’s #1 Provider of Emotional Intelligence.
(2014). Newsletter articles. Retrieved from
http://www.talentsmart.com/articles/
51. Reference
Christian, Linda A. (2015). A passion deficit: Occupational
burnout and the new librarian: A recommendation
report. The Southeastern Librarian, 62, 4, 2-11. Retrieved
from http://selaonline.org/publications/index.htm