Burnout, Work Engagement and Performance
- Burnout is a syndrome of emotional exhaustion, depersonalization, and reduced personal accomplishment that can occur among people who do "people work". It is caused mainly by the emotional demands posed by clients. Burnout has negative consequences for employees, clients, and organizations.
- Burnout is measured using questionnaires like the Maslach Burnout Inventory (MBI) and Oldenburg Burnout Inventory (OLBI). Key factors that influence burnout are job demands, lack of job resources, personality traits, and work-life imbalance. Burnout is associated with outcomes like depression, absenteeism, and turnover.
- Work engagement is a positive state characterized by vigor
The document provides information on job burnout including its definition, signs and symptoms, contributing factors, costs, and strategies for prevention and treatment. It discusses the difference between job stress and burnout, notes several statistics about the prevalence and costs of job stress, identifies common signs of burnout, and lists factors that can contribute to burnout such as workload, management style, and lack of control. It then outlines the physical, mental, and social costs of prolonged stress and burnout. The document proposes several practical strategies for preventing and reducing burnout, such as taking breaks, learning to say no, pursuing outside interests, seeking support, and considering a career change if burnout becomes severe. It also provides information on employee assistance programs
This document provides an overview and objectives for a workshop on managing and overcoming performance pressure. The workshop covers topics such as stress awareness, identifying stressors, managing performance pressure through stress control techniques, and overcoming performance pressure through stress management of internal and external stressors. Specific techniques taught include identifying personality types, signs of stress, causes of stress, relationship stressors, work stressors, and coping strategies to deal with anxiety, manage self-image and self-esteem, and reprogram negative thinking patterns.
This document discusses various theories of motivation. It begins by defining key elements of motivation like intensity, direction, and persistence. It then outlines learning objectives related to understanding motivation in the workplace. Several early theories are described, including scientific management and the human relations model. Contemporary motivation theories covered include Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, and expectancy theory. The document provides examples of how these theories can be applied in organizational settings.
This study examined the dimensionality of burnout and work engagement using three established measures - the Maslach Burnout Inventory-General Survey (MBI-GS), the Oldenburg Burnout Inventory (OLBI), and the Utrecht Work Engagement Scale (UWES). The study hypothesized that cynicism and dedication are opposite ends of the "identification" dimension, and that exhaustion and vigor are opposite ends of the "energy" dimension. Confirmatory factor analyses were conducted on data from 528 South African employees. The results supported the identification dimension hypothesis but not the energy dimension hypothesis, showing that exhaustion and vigor are not opposite ends of the same continuum. The relationships between burnout/engagement and predictors/outcomes also supported
Stress is the tension felt when there are more demands than one can afford. It can prevent reaching goals and damage relationships, productivity, health, and energy levels. There are two types of stress - eustress (good stress) and distress (acute or chronic stress). Too much stress can lead to burnout while too little can reduce productivity. Stress affects people physically, emotionally, behaviorally, and mentally. Some ways to reduce stress include exercising, eating well, sleeping, relaxing, deep breathing, practicing positive self-talk, and connecting with others.
Intrinsic motivation is key to sustainable behavior change. Extrinsic rewards can undermine intrinsic motivation and are ineffective for long-term change. True motivation comes from autonomy, mastery, and purpose. Sustainable change stems from discovering one's ideal self and assessing how to close the gap with one's real self. An individual's thoughts and values also play a central role in motivation and behavior. Organizations should foster constructive thinking to promote intrinsic motivation.
The document discusses the concept of creating results that matter through establishing structural tension. It states that creating involves bringing one's dreams and aspirations into tangible reality through actions motivated by desire rather than circumstances. In contrast to problem-solving, creating has nothing to do with fixing issues or satisfying needs, but is about using one's talents to generate the desired creation. The key is establishing structural tension between the current reality and one's vision for the desired result in order to resolve this tension through purposeful actions aimed at realizing one's creation.
This document discusses motivation in organizations. It begins by introducing the topic of motivation and some challenges in motivating individuals. It then provides an overview of several motivation theories and techniques commonly used in organizations. These include setting goals and targets, performance-related pay, rewards schemes, and recognition. However, the document notes that motivating individuals can be difficult due to differences in human nature and psychology. Effective motivation relies on understanding individuals' diverse needs and motivating through vision and shared purpose, rather than manipulation. Projecting one's own motivations onto others is an common mistake. As managers and supervisors, practical motivation tools include showing respect, recognition, listening, making work interesting, and providing opportunities for satisfaction.
The document provides information on job burnout including its definition, signs and symptoms, contributing factors, costs, and strategies for prevention and treatment. It discusses the difference between job stress and burnout, notes several statistics about the prevalence and costs of job stress, identifies common signs of burnout, and lists factors that can contribute to burnout such as workload, management style, and lack of control. It then outlines the physical, mental, and social costs of prolonged stress and burnout. The document proposes several practical strategies for preventing and reducing burnout, such as taking breaks, learning to say no, pursuing outside interests, seeking support, and considering a career change if burnout becomes severe. It also provides information on employee assistance programs
This document provides an overview and objectives for a workshop on managing and overcoming performance pressure. The workshop covers topics such as stress awareness, identifying stressors, managing performance pressure through stress control techniques, and overcoming performance pressure through stress management of internal and external stressors. Specific techniques taught include identifying personality types, signs of stress, causes of stress, relationship stressors, work stressors, and coping strategies to deal with anxiety, manage self-image and self-esteem, and reprogram negative thinking patterns.
This document discusses various theories of motivation. It begins by defining key elements of motivation like intensity, direction, and persistence. It then outlines learning objectives related to understanding motivation in the workplace. Several early theories are described, including scientific management and the human relations model. Contemporary motivation theories covered include Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, and expectancy theory. The document provides examples of how these theories can be applied in organizational settings.
This study examined the dimensionality of burnout and work engagement using three established measures - the Maslach Burnout Inventory-General Survey (MBI-GS), the Oldenburg Burnout Inventory (OLBI), and the Utrecht Work Engagement Scale (UWES). The study hypothesized that cynicism and dedication are opposite ends of the "identification" dimension, and that exhaustion and vigor are opposite ends of the "energy" dimension. Confirmatory factor analyses were conducted on data from 528 South African employees. The results supported the identification dimension hypothesis but not the energy dimension hypothesis, showing that exhaustion and vigor are not opposite ends of the same continuum. The relationships between burnout/engagement and predictors/outcomes also supported
Stress is the tension felt when there are more demands than one can afford. It can prevent reaching goals and damage relationships, productivity, health, and energy levels. There are two types of stress - eustress (good stress) and distress (acute or chronic stress). Too much stress can lead to burnout while too little can reduce productivity. Stress affects people physically, emotionally, behaviorally, and mentally. Some ways to reduce stress include exercising, eating well, sleeping, relaxing, deep breathing, practicing positive self-talk, and connecting with others.
Intrinsic motivation is key to sustainable behavior change. Extrinsic rewards can undermine intrinsic motivation and are ineffective for long-term change. True motivation comes from autonomy, mastery, and purpose. Sustainable change stems from discovering one's ideal self and assessing how to close the gap with one's real self. An individual's thoughts and values also play a central role in motivation and behavior. Organizations should foster constructive thinking to promote intrinsic motivation.
The document discusses the concept of creating results that matter through establishing structural tension. It states that creating involves bringing one's dreams and aspirations into tangible reality through actions motivated by desire rather than circumstances. In contrast to problem-solving, creating has nothing to do with fixing issues or satisfying needs, but is about using one's talents to generate the desired creation. The key is establishing structural tension between the current reality and one's vision for the desired result in order to resolve this tension through purposeful actions aimed at realizing one's creation.
This document discusses motivation in organizations. It begins by introducing the topic of motivation and some challenges in motivating individuals. It then provides an overview of several motivation theories and techniques commonly used in organizations. These include setting goals and targets, performance-related pay, rewards schemes, and recognition. However, the document notes that motivating individuals can be difficult due to differences in human nature and psychology. Effective motivation relies on understanding individuals' diverse needs and motivating through vision and shared purpose, rather than manipulation. Projecting one's own motivations onto others is an common mistake. As managers and supervisors, practical motivation tools include showing respect, recognition, listening, making work interesting, and providing opportunities for satisfaction.
The document outlines 7 steps to build a balanced life with lasting results. Step 1 involves discovering personal challenges, strengths, and needs. Step 2 is to analyze values, priorities, and development areas. Step 3 is creating a compelling long-term vision for oneself. Step 4 is setting SMART goals. Step 5 is planning by focusing on achievable goals and identifying gaps. Step 6 is taking action on the plan. Step 7 reviews results and makes improvements to continuously build a balanced life through turning the steps into habits.
The document discusses anger, including its definition, physiology, and impact. It provides ways to manage anger such as meditation, exercise, deep breathing, and talking to others. Stress balls and humor are suggested to help release anger. Appropriate anger management is important to avoid negatively impacting relationships, health, and behavior.
The document discusses theories of motivation and job satisfaction, focusing on Herzberg's motivation-hygiene theory which proposes that certain factors lead to job satisfaction while other separate factors cause dissatisfaction if not present. It also examines Maslow's hierarchy of needs and how intrinsic and extrinsic motivators affect employees differently. The key is for organizations to understand what truly motivates employees in order to stimulate high performance and increase job satisfaction.
The document discusses theories of motivation and job satisfaction, focusing on Herzberg's motivation-hygiene theory which proposes that factors leading to job satisfaction (motivators) are different than those leading to dissatisfaction (hygienes). It also examines Maslow's hierarchy of needs and how addressing intrinsic rather than just extrinsic motivations can increase motivation and satisfaction. The key is finding ways to satisfy employees' higher-level needs for achievement, recognition, responsibility and growth.
SOFT SKILLS WORLD takes pleasure in introducing itself as an experienced and competent conglomeration with more than 300 Training & Development professionals. This team represents key functional domains across industries.
We sincerely look forward to joining hands with your esteemed organization in our endeavour to create a mutually satisfying win-win proposition per se Organization Development interventions.
May we request you to visit us at http://www.softskillsworld.com/to have a glimpse of the bouquet of our offers .We have partnered with the best & promise you an excellent organizational capability building.
We firmly believe Hard Skills alone are not sufficient enough to enhance business success. Aligned with high performance organizational culture and given the right direction, Soft Skills is the best recipe for business success.
Ssw presents withstanding pressure at workplace pptSoft Skills World
The document discusses stress management techniques. It defines stress and identifies sources of stress like demanding situations, transitions, ambiguity and a lack of control. Both distress and eustress are discussed. Common stress symptoms are outlined across physical, emotional, cognitive and behavioral categories. Suggested stress reduction techniques include social support, changing attitudes, relaxation, humor, exercise and saying no. Specific relaxation methods like deep breathing, progressive muscle relaxation and guided imagery are described.
2014 Davis County Leadership Conference, Leader - Know Thyself; Fundamentals of EI skills in conflict resolution
Chris Wilson
Focusing primarily on self-awareness and empathy as a path to conflict resolution in the workplace.
Session C - The use of self as a guide to sensitive and compassionate communi...JaspreetBhogal
This document discusses the importance of compassion in healthcare interactions. It defines compassion and explores how stress can negatively impact compassion for both patients and healthcare providers. The role of self-awareness and mindfulness are examined as ways to mitigate stress and practice compassion even during difficult interactions. Active listening is also discussed as a way to understand patients' experiences without judgment and show compassion.
Keeping all your balloons in the air ksac2009Rabia Naushad
The document discusses stress, its causes and effects. It defines stress as the physical, mental or emotional response our bodies have to events that cause tension. Stress is caused by factors like the number of daily decisions we make, our work and personal responsibilities. Signs of stress include physical symptoms like headaches and fatigue, as well as mental symptoms like difficulty concentrating. The document discusses common myths about stress and provides many suggestions for managing stress, including relaxation techniques, time management, exercise, nutrition, spirituality and building social support. It also discusses burnout as a special type of stress that can lower productivity and dehumanize jobs.
Management Theory & Practice(Robbins, S. Coulter M.)cp2000
The document discusses various theories of motivation, including:
- Maslow's hierarchy of needs theory, which proposes humans have physiological, safety, social, esteem, and self-actualization needs.
- Herzberg's motivation-hygiene theory, distinguishing between motivators that increase satisfaction and hygiene factors that reduce dissatisfaction.
- Contemporary theories like McClelland's three needs theory focused on achievement, power, and affiliation needs and goal setting theory showing specific, difficult goals increase performance more than easy goals.
This document provides information on stress management techniques. It discusses common job stressors like excessive workloads and interruptions. It then outlines various stress management strategies like improving time management, communication skills, exercising, and using humor. The effects of stress management are also presented, including increased productivity, better teamwork, improved morale, and reduced errors.
This document provides an outline for learning about motivating employees. It discusses early theories of motivation from Maslow, McGregor, and Herzberg. Contemporary theories covered include job characteristics model, equity theory, and expectancy theory. Current issues in motivation are also examined, such as challenges in motivating diverse groups like men/women, professionals, unionized workers, and low-skilled employees. The document emphasizes applying motivation theories in practice by recognizing individual differences, matching people to jobs, using recognition programs, ensuring equity, and setting goals.
This document summarizes a workshop on motivation given by Rick Miller of Pro356 Consulting. The workshop examined what is known about motivation and whether typical business approaches align with research findings. Miller discussed the history of motivation theories, from Motivation 1.0 focusing on survival instincts to modern Motivation 3.0 emphasizing self-motivation. Key theorists such as Herzberg and Deming were cited for challenging traditional views of using only external rewards and punishments. The workshop addressed open questions about whether incentive plans achieve long-term goals and how motivation is impacted in today's work environments.
This document provides tips for preparing for and participating in a job interview. It recommends researching the company and job description, preparing a summary of qualifications, and practicing interview questions. Common questions interviewers ask relate to qualifications for the job, education and courses, and personality. Examples of other questions include how the applicant dealt with challenges or showed skills like attention to detail. Applicants should ask clarifying questions but avoid inquiries about background checks, raises, or start dates. Proper interview etiquette and making eye contact are also advised. Overall, the document outlines how to prepare for different types of questions and successfully participate in a job interview.
Do you hold people accountable in your personal and professional life? Here are ideas to consider when you need to do this and could use a refresher or motivation.
This document provides an overview of cognitive therapy (CT). It describes CT as focusing on examining cognitive beliefs and developing rational responses to negative automatic thoughts. CT aims to modify dysfunctional thinking and behavior to improve symptoms. The therapist helps clients understand how their beliefs and attitudes influence their feelings and actions, and promotes cognitive change. Clients actively participate by identifying distortions in their thinking, doing homework, and summarizing sessions. Behavioral interventions are also used. Core beliefs and cognitive distortions are discussed, along with examples. The cognitive model relating thoughts, feelings, physiology, and behavior is depicted.
Attribution theory seeks to explain how people make causal inferences about behaviors and events. There are three main theories of attribution:
1. Heider's naive scientist theory proposes that people try to rationally determine causes of events and behaviors.
2. Jones and Davis' correspondent inference theory examines how we attribute behaviors to internal dispositions versus external factors.
3. Kelley's covariation principle looks at distinctiveness, consistency, and consensus to determine if a cause is internal or external.
Weiner later expanded on this work by categorizing attributions along dimensions of locus (internal vs. external) and stability (stable vs. unstable). Attribution errors can also occur, such as the fundamental attribution error and
This document discusses stress, including its origins, definitions, types (eustress and distress), causes, methods to overcome it, workplace stress, work-life balance, social aspects, and counselling. It notes that Hans Selye first defined stress as the body's non-specific response to demands for change. Stress can be good or bad, motivating or overwhelming, and stems from a variety of sources in life and work. Maintaining balance is important for managing stress.
This document discusses how an individual's self-image affects their performance and achievement. It covers several key points:
1) An individual's self-image acts as a "performance thermostat" that controls what they can and cannot accomplish. Beliefs, attitudes, and habits reinforce one's current self-image and comfort zone.
2) Changing one's self-image involves exploring components related to satisfaction and dissatisfaction in different life areas, questioning limiting beliefs, and adopting new affirming attitudes and habits.
3) Exercises like creating a "Good for Me" list of past successes and visualizing them in "Theater of the Mind" can help strengthen one's emotional reservoir and support developing a more
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
The document outlines 7 steps to build a balanced life with lasting results. Step 1 involves discovering personal challenges, strengths, and needs. Step 2 is to analyze values, priorities, and development areas. Step 3 is creating a compelling long-term vision for oneself. Step 4 is setting SMART goals. Step 5 is planning by focusing on achievable goals and identifying gaps. Step 6 is taking action on the plan. Step 7 reviews results and makes improvements to continuously build a balanced life through turning the steps into habits.
The document discusses anger, including its definition, physiology, and impact. It provides ways to manage anger such as meditation, exercise, deep breathing, and talking to others. Stress balls and humor are suggested to help release anger. Appropriate anger management is important to avoid negatively impacting relationships, health, and behavior.
The document discusses theories of motivation and job satisfaction, focusing on Herzberg's motivation-hygiene theory which proposes that certain factors lead to job satisfaction while other separate factors cause dissatisfaction if not present. It also examines Maslow's hierarchy of needs and how intrinsic and extrinsic motivators affect employees differently. The key is for organizations to understand what truly motivates employees in order to stimulate high performance and increase job satisfaction.
The document discusses theories of motivation and job satisfaction, focusing on Herzberg's motivation-hygiene theory which proposes that factors leading to job satisfaction (motivators) are different than those leading to dissatisfaction (hygienes). It also examines Maslow's hierarchy of needs and how addressing intrinsic rather than just extrinsic motivations can increase motivation and satisfaction. The key is finding ways to satisfy employees' higher-level needs for achievement, recognition, responsibility and growth.
SOFT SKILLS WORLD takes pleasure in introducing itself as an experienced and competent conglomeration with more than 300 Training & Development professionals. This team represents key functional domains across industries.
We sincerely look forward to joining hands with your esteemed organization in our endeavour to create a mutually satisfying win-win proposition per se Organization Development interventions.
May we request you to visit us at http://www.softskillsworld.com/to have a glimpse of the bouquet of our offers .We have partnered with the best & promise you an excellent organizational capability building.
We firmly believe Hard Skills alone are not sufficient enough to enhance business success. Aligned with high performance organizational culture and given the right direction, Soft Skills is the best recipe for business success.
Ssw presents withstanding pressure at workplace pptSoft Skills World
The document discusses stress management techniques. It defines stress and identifies sources of stress like demanding situations, transitions, ambiguity and a lack of control. Both distress and eustress are discussed. Common stress symptoms are outlined across physical, emotional, cognitive and behavioral categories. Suggested stress reduction techniques include social support, changing attitudes, relaxation, humor, exercise and saying no. Specific relaxation methods like deep breathing, progressive muscle relaxation and guided imagery are described.
2014 Davis County Leadership Conference, Leader - Know Thyself; Fundamentals of EI skills in conflict resolution
Chris Wilson
Focusing primarily on self-awareness and empathy as a path to conflict resolution in the workplace.
Session C - The use of self as a guide to sensitive and compassionate communi...JaspreetBhogal
This document discusses the importance of compassion in healthcare interactions. It defines compassion and explores how stress can negatively impact compassion for both patients and healthcare providers. The role of self-awareness and mindfulness are examined as ways to mitigate stress and practice compassion even during difficult interactions. Active listening is also discussed as a way to understand patients' experiences without judgment and show compassion.
Keeping all your balloons in the air ksac2009Rabia Naushad
The document discusses stress, its causes and effects. It defines stress as the physical, mental or emotional response our bodies have to events that cause tension. Stress is caused by factors like the number of daily decisions we make, our work and personal responsibilities. Signs of stress include physical symptoms like headaches and fatigue, as well as mental symptoms like difficulty concentrating. The document discusses common myths about stress and provides many suggestions for managing stress, including relaxation techniques, time management, exercise, nutrition, spirituality and building social support. It also discusses burnout as a special type of stress that can lower productivity and dehumanize jobs.
Management Theory & Practice(Robbins, S. Coulter M.)cp2000
The document discusses various theories of motivation, including:
- Maslow's hierarchy of needs theory, which proposes humans have physiological, safety, social, esteem, and self-actualization needs.
- Herzberg's motivation-hygiene theory, distinguishing between motivators that increase satisfaction and hygiene factors that reduce dissatisfaction.
- Contemporary theories like McClelland's three needs theory focused on achievement, power, and affiliation needs and goal setting theory showing specific, difficult goals increase performance more than easy goals.
This document provides information on stress management techniques. It discusses common job stressors like excessive workloads and interruptions. It then outlines various stress management strategies like improving time management, communication skills, exercising, and using humor. The effects of stress management are also presented, including increased productivity, better teamwork, improved morale, and reduced errors.
This document provides an outline for learning about motivating employees. It discusses early theories of motivation from Maslow, McGregor, and Herzberg. Contemporary theories covered include job characteristics model, equity theory, and expectancy theory. Current issues in motivation are also examined, such as challenges in motivating diverse groups like men/women, professionals, unionized workers, and low-skilled employees. The document emphasizes applying motivation theories in practice by recognizing individual differences, matching people to jobs, using recognition programs, ensuring equity, and setting goals.
This document summarizes a workshop on motivation given by Rick Miller of Pro356 Consulting. The workshop examined what is known about motivation and whether typical business approaches align with research findings. Miller discussed the history of motivation theories, from Motivation 1.0 focusing on survival instincts to modern Motivation 3.0 emphasizing self-motivation. Key theorists such as Herzberg and Deming were cited for challenging traditional views of using only external rewards and punishments. The workshop addressed open questions about whether incentive plans achieve long-term goals and how motivation is impacted in today's work environments.
This document provides tips for preparing for and participating in a job interview. It recommends researching the company and job description, preparing a summary of qualifications, and practicing interview questions. Common questions interviewers ask relate to qualifications for the job, education and courses, and personality. Examples of other questions include how the applicant dealt with challenges or showed skills like attention to detail. Applicants should ask clarifying questions but avoid inquiries about background checks, raises, or start dates. Proper interview etiquette and making eye contact are also advised. Overall, the document outlines how to prepare for different types of questions and successfully participate in a job interview.
Do you hold people accountable in your personal and professional life? Here are ideas to consider when you need to do this and could use a refresher or motivation.
This document provides an overview of cognitive therapy (CT). It describes CT as focusing on examining cognitive beliefs and developing rational responses to negative automatic thoughts. CT aims to modify dysfunctional thinking and behavior to improve symptoms. The therapist helps clients understand how their beliefs and attitudes influence their feelings and actions, and promotes cognitive change. Clients actively participate by identifying distortions in their thinking, doing homework, and summarizing sessions. Behavioral interventions are also used. Core beliefs and cognitive distortions are discussed, along with examples. The cognitive model relating thoughts, feelings, physiology, and behavior is depicted.
Attribution theory seeks to explain how people make causal inferences about behaviors and events. There are three main theories of attribution:
1. Heider's naive scientist theory proposes that people try to rationally determine causes of events and behaviors.
2. Jones and Davis' correspondent inference theory examines how we attribute behaviors to internal dispositions versus external factors.
3. Kelley's covariation principle looks at distinctiveness, consistency, and consensus to determine if a cause is internal or external.
Weiner later expanded on this work by categorizing attributions along dimensions of locus (internal vs. external) and stability (stable vs. unstable). Attribution errors can also occur, such as the fundamental attribution error and
This document discusses stress, including its origins, definitions, types (eustress and distress), causes, methods to overcome it, workplace stress, work-life balance, social aspects, and counselling. It notes that Hans Selye first defined stress as the body's non-specific response to demands for change. Stress can be good or bad, motivating or overwhelming, and stems from a variety of sources in life and work. Maintaining balance is important for managing stress.
This document discusses how an individual's self-image affects their performance and achievement. It covers several key points:
1) An individual's self-image acts as a "performance thermostat" that controls what they can and cannot accomplish. Beliefs, attitudes, and habits reinforce one's current self-image and comfort zone.
2) Changing one's self-image involves exploring components related to satisfaction and dissatisfaction in different life areas, questioning limiting beliefs, and adopting new affirming attitudes and habits.
3) Exercises like creating a "Good for Me" list of past successes and visualizing them in "Theater of the Mind" can help strengthen one's emotional reservoir and support developing a more
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
Job Finding Apps Everything You Need to Know in 2024SnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find your dream job with ease using the best job finding apps. Discover top-rated apps that connect you with employers, provide personalized job recommendations, and streamline the application process. Explore features, ratings, and reviews to find the app that suits your needs and helps you land your next opportunity.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
How to Prepare for Fortinet FCP_FAC_AD-6.5 Certification?NWEXAM
Begin Your Preparation Here: https://bit.ly/3VfYStG — Access comprehensive details on the FCP_FAC_AD-6.5 exam guide and excel in the Fortinet Certified Professional - Network Security certification. Gather all essential information including tutorials, practice tests, books, study materials, exam questions, and the syllabus. Solidify your knowledge of Fortinet FCP_FAC_AD-6.5 certification. Discover everything about the FCP_FAC_AD-6.5 exam, including the number of questions, passing percentage, and the time allotted to complete the test.
5 Common Mistakes to Avoid During the Job Application Process.pdfAlliance Jobs
The journey toward landing your dream job can be both exhilarating and nerve-wracking. As you navigate through the intricate web of job applications, interviews, and follow-ups, it’s crucial to steer clear of common pitfalls that could hinder your chances. Let’s delve into some of the most frequent mistakes applicants make during the job application process and explore how you can sidestep them. Plus, we’ll highlight how Alliance Job Search can enhance your local job hunt.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
1. Burnout, WorkBurnout, Work
Engagement andEngagement and
PerformancePerformance
Evangelia Demerouti, PhDEvangelia Demerouti, PhD
Athens, May 2004Athens, May 2004
2. OutlineOutline
• Burnout: backgroundBurnout: background
• Measurement of BurnoutMeasurement of Burnout
• Research FindingsResearch Findings
• EngagementEngagement
• Burnout InterventionsBurnout Interventions
3. Burnout: ‘discovery’Burnout: ‘discovery’
• Since 1974 (Freudenberger)Since 1974 (Freudenberger)
• Definition: Syndrome of emotionalDefinition: Syndrome of emotional
exhaustion, depersonalisation, andexhaustion, depersonalisation, and
reduced personal accomplishment thatreduced personal accomplishment that
can occur among people who docan occur among people who do
“people work” of some kind“people work” of some kind (Maslach,(Maslach,
1982)1982)
• Main cause: Emotional demands posedMain cause: Emotional demands posed
by clientsby clients
4. Burnout: reasons for interestBurnout: reasons for interest
• Negative consequences for employeesNegative consequences for employees
(lack of interest in work – existential(lack of interest in work – existential
doubts)doubts)
• Consequences for clients (low quality ofConsequences for clients (low quality of
service)service)
• High costs for organizationsHigh costs for organizations
• Its excessive spread (around 20% ofIts excessive spread (around 20% of
the employees)the employees)
• Important social problem but stillImportant social problem but still
unclear conceptunclear concept
5. Causes of burnoutCauses of burnout
• Work pressureWork pressure
• Emotional demandsEmotional demands
• Role problemsRole problems
• Work-family conflictWork-family conflict
• Social supportSocial support
• FeedbackFeedback
• Participation in decision makingParticipation in decision making
7. Burnout and PersonalityBurnout and Personality
• NeuroticismNeuroticism
• Low extraversionLow extraversion
• Low hardinessLow hardiness
• External locus of controlExternal locus of control
• Low self-esteemLow self-esteem
• Type A personalityType A personality
• Passive coping stylePassive coping style
8. Depression vs. BurnoutDepression vs. Burnout (clinical)(clinical)
DepressionDepression
• Depressive moodDepressive mood
• Unhappiness,Unhappiness,
displeasuredispleasure
• Weight lossWeight loss
• FearfulnessFearfulness
• Sleeping problemsSleeping problems
(wake up early)(wake up early)
• Guilt feelingsGuilt feelings
• Suicide thoughtsSuicide thoughts
• IndecisivenessIndecisiveness
• Attribution of theAttribution of the
problem: sicknessproblem: sickness
• GeneralGeneral
• Low vitalityLow vitality
BurnoutBurnout
• Anger, aggressionAnger, aggression
• Low pleasureLow pleasure
• No weight symptomsNo weight symptoms
• No fearfulnessNo fearfulness
• Sleeping problemsSleeping problems
(difficulty to fall asleep)(difficulty to fall asleep)
• Guilt feelingsGuilt feelings
• No suicide thoughtsNo suicide thoughts
• IndecisivenessIndecisiveness
(complaint)(complaint)
• Attribution of theAttribution of the
problem: workproblem: work
• Work-relatedWork-related
• Moderate vitalityModerate vitality
9. Occupation-independentOccupation-independent
conceptualisation of burnoutconceptualisation of burnout
• Related to traditional work stressorsRelated to traditional work stressors
• Work stressors better predictors thanWork stressors better predictors than
‘working with people’‘working with people’ (Schaufeli & Enzmann,(Schaufeli & Enzmann,
1998)1998)
• Burnout symptoms parallel toBurnout symptoms parallel to
phenomena in non-service occupationsphenomena in non-service occupations
(e.g., fatigue, alienation, withdrawal, efficacy)(e.g., fatigue, alienation, withdrawal, efficacy)
• Artefact of the utilized researchArtefact of the utilized research
designs: alternative hypothesesdesigns: alternative hypotheses
untesteduntested
11. Two ways of diagnosisTwo ways of diagnosis
• (Company) doctors using diagnostic(Company) doctors using diagnostic
session - decision treesession - decision tree
• Questionnaire (self-reports)Questionnaire (self-reports)
12. MBIMBI OLBIOLBI
• Emotional ExhaustionEmotional Exhaustion
(9): feelings of being(9): feelings of being
emotionallyemotionally
overextended andoverextended and
drained by othersdrained by others
• DepersonalizationDepersonalization
(5): feelings of callous,(5): feelings of callous,
cynical and detachedcynical and detached
responses towardresponses toward
clientsclients
• Reduced Personal Ac-Reduced Personal Ac-
complishmentcomplishment (8):(8):
decline in one’s feelingsdecline in one’s feelings
of competence andof competence and
successful achievementsuccessful achievement
in work with peoplein work with people
• ExhaustionExhaustion (7):(7):
feelings of emotionalfeelings of emotional
emptiness, overtaxingemptiness, overtaxing
from work, strong needfrom work, strong need
for rest and a state offor rest and a state of
physical exhaustionphysical exhaustion
• Distancing from workDistancing from work
(8): distancing oneself(8): distancing oneself
from one’s work,from one’s work,
negative attitudes andnegative attitudes and
behaviours toward workbehaviours toward work
in general, workin general, work
contents and objectcontents and object
13. Oldenburg Burnout InventoryOldenburg Burnout Inventory
• Positive and negative worded itemsPositive and negative worded items
• Only the core dimensions of burnoutOnly the core dimensions of burnout
• Not context-specificNot context-specific
• Based on theory and not on empiricalBased on theory and not on empirical
findingsfindings
• Cut-off scores: - clinical burnoutCut-off scores: - clinical burnout
- above the 75- above the 75
percentile on bothpercentile on both
dimensionsdimensions
Demerouti, 1999
14. Example items OLBI & MBI-GSExample items OLBI & MBI-GS
• Exhaustion (OLBI)Exhaustion (OLBI)
• ““After my work, I usually feel worn out and weary”After my work, I usually feel worn out and weary”
• ““After my work, I usually feel totally fit for my leisureAfter my work, I usually feel totally fit for my leisure
activities” (R).activities” (R).
• Distancing from work (OLBI)Distancing from work (OLBI)
• ““I usually talk about my work in a derogatory way”I usually talk about my work in a derogatory way”
• ““I get more and more engaged in my work” (R)I get more and more engaged in my work” (R)
• (1 = totally disagree, 4 = totally agree)(1 = totally disagree, 4 = totally agree)
• Exhaustion (MBI-GS)Exhaustion (MBI-GS)
• ““I feel burned out from my work”, “I feel tired when I get up inI feel burned out from my work”, “I feel tired when I get up in
the morning and have to face another day on the job”.the morning and have to face another day on the job”.
• Cynicism (MBI-GS)Cynicism (MBI-GS)
• ““I have become less enthusiastic about my work”, “I haveI have become less enthusiastic about my work”, “I have
become more cynical about whether my work contributesbecome more cynical about whether my work contributes
anything”.anything”.
• Professional efficacy (MBI-GS)Professional efficacy (MBI-GS)
• ““I feel I am making an effective contribution to what thisI feel I am making an effective contribution to what this
organization does”, “In my opinion, I am good at my job”.organization does”, “In my opinion, I am good at my job”.
• (0 = never, 6 = every day)(0 = never, 6 = every day)
22. Job Demands-Resources ModelJob Demands-Resources Model
Job
Resources
Support
Autonomy
-
Feedback
Etc.
Job
Demands
Mental
Emotional
Physical
Etc.
Organizational
Outcomes
Demerouti et al., 2001
(Impaired)
Health
Motivation
+
+
-
+
23. AssumptionsAssumptions
• Unique Working Environment for everyUnique Working Environment for every
occupational groupoccupational group
• 2 categories: Job Demands and Job2 categories: Job Demands and Job
ResourcesResources
• 2 Processes2 Processes
• Health Impairment processHealth Impairment process
• Motivational processMotivational process
• Job Resources can be Buffer against JobJob Resources can be Buffer against Job
DemandsDemands
• Job Demands may undermine theJob Demands may undermine the
Motivational Impact of Job ResourcesMotivational Impact of Job Resources
30. (Im) Balance(Im) Balance
Impaired health
Low motivation
Impaired health
Motivation
Health
Low motivation
Health
Motivation
L
H
L
H
JOB RESOURCES
JOBDEMANDS
31. Study among salespersonsStudy among salespersons (N=(N=
650)650)
• burned-outburned-out salespeople: lowest in-role & extra-rolesalespeople: lowest in-role & extra-role
performanceperformance
• non burned-outnon burned-out salespeople: highest in-role &salespeople: highest in-role &
extra-role performanceextra-role performance
• customer-exhaustedcustomer-exhausted: among the highest: among the highest
performers (in-role & extra-role performance)performers (in-role & extra-role performance)
compensation strategycompensation strategy
• customer-depersonalizedcustomer-depersonalized: in-role performance: in-role performance
uninfluenced, extra-role performance diminisheduninfluenced, extra-role performance diminished
loss-based selection, in a proactive mannerloss-based selection, in a proactive manner
• ineffectiveineffective:: highest similarity with the burned-outhighest similarity with the burned-out
group (low in- & extra-role performance)group (low in- & extra-role performance) feelingsfeelings
of in-efficiency & poor professional self-esteemof in-efficiency & poor professional self-esteem
!!! The relationship between burnout –!!! The relationship between burnout –
performance is not clear cut!performance is not clear cut!
32. Reciprocal effectsReciprocal effects
• ExhaustionExhaustion ErrorsErrors more JDmore JD moremore
ExhaustionExhaustion
• DepersonalisationDepersonalisation negative behaviournegative behaviour
less JRless JR more Depersonalisationmore Depersonalisation
• CompetenceCompetence good performancegood performance more JRmore JR
more Competencemore Competence
• NegativeNegative oror PositivePositive Spiral...Spiral...
33. Exhaustion I
Job
Demands I
Exhaustion II
Job
Demands II
Exhaustion III
Job
Demands III
Personal
Accomplishment I
Personal
Accomplishment II
Depersonalization I
Job
Resources I
Depersonalization II
Job
Resources II
Depersonalization III
Job
Resources III
Personal
Accomplishment III
Bakker, Demerouti, van Dierendock & Schaufeli, submittedBakker, Demerouti, van Dierendock & Schaufeli, submitted
35. Towards positive psychology
• Most psychologists are busy with sicknesses insteadMost psychologists are busy with sicknesses instead
of well-beingof well-being
- Publications on negative vs. positive states are 17:1- Publications on negative vs. positive states are 17:1
(Diener et al., 1999)(Diener et al., 1999)
• Causes of sicknesses are not identical with the causesCauses of sicknesses are not identical with the causes
of well-beingof well-being
• Absence of sickness does not automatically meanAbsence of sickness does not automatically mean
presence of well-beingpresence of well-being
• Different focus: instead of treatment and prevention,Different focus: instead of treatment and prevention,
improvement and optimalization!improvement and optimalization!
37. Work engagement: definitionWork engagement: definition
• Engagement: a positive, fulfilling, work-related state of mind
that is characterized by vigor, dedication, and absorption
(Schaufeli et al., 2004). It refers to a persistent and pervasive
affective–cognitive state that is not focused on any particular
object, event, individual, or behavior.
Dimensions
• Vigor is characterized by high levels of energy and mental
resilience while working, the willingness to invest effort in
one’s work, and persistence also in the face of difficulties.
• Dedication is characterized by a sense of significance,
enthusiasm, inspiration, pride, and challenge.
• Absorption is characterized by being fully concentrated and
happily engrossed in one’s work, whereby time passes quickly
and one has difficulties with detaching oneself from work.
38. Work Engagement
• VigorVigor
• At my work, I feel bursting with energyAt my work, I feel bursting with energy
• At my job, I feel strong and vigorousAt my job, I feel strong and vigorous
• DedicationDedication
• To me, my job is challengingTo me, my job is challenging
• I am enthusiastic about my jobI am enthusiastic about my job
• AbsorptionAbsorption
• When I am working, I forget everything else around meWhen I am working, I forget everything else around me
• I am completely immersed in my workI am completely immersed in my work
39. Engaged Employees
• Take personal initiativeTake personal initiative
• Generate their own positive feedbackGenerate their own positive feedback
• Are also engaged outside their workAre also engaged outside their work
• Are tired in a different wayAre tired in a different way
• Also want to do other things thanAlso want to do other things than
workingworking
44. Overview of the strategiesOverview of the strategies
IndividualIndividualOrganizationOrganizationFocusFocus
AimAim
IdentificationIdentification
PrimaryPrimary
preventionprevention
SecundarySecundary
preventionprevention
TreatmentTreatment
47. Success (meta-analysis)Success (meta-analysis)
Van der Klink et al. (2000)Van der Klink et al. (2000)
kk
1818
1717
88
55
NN
858858
982982
470470
14631463
dd
.08.08 non-sign.non-sign.
.51.51 moderatemoderate
.35.35 smallsmall
.68.68 moderatemoderate
EffectEffect
Cogn. therapyCogn. therapy
RelaxationRelaxation
MultimodalMultimodal
OrganizationOrganization
48. Critical success factorsCritical success factors
• Stepwise systematic approachStepwise systematic approach
• Adequate diagnosis and analysesAdequate diagnosis and analyses
of the problemsof the problems
• Combination of work- and person-Combination of work- and person-
oriented approachesoriented approaches
• Active participation of all involvingActive participation of all involving
partiesparties
• Commitment of the topCommitment of the top
Kompier & Cooper (1999)Kompier & Cooper (1999)
55. Summary and FutureSummary and Future
• Burnout: Syndrome of our timesBurnout: Syndrome of our times
• More clarity regarding causality & consequencesMore clarity regarding causality & consequences
• Multi-dimensional approachesMulti-dimensional approaches
• JDR-model: flexible and static structureJDR-model: flexible and static structure
• Scientific - IntegrationScientific - Integration
• Practice – Application to organizations, teams, andPractice – Application to organizations, teams, and
individualsindividuals
• Future ResearchFuture Research
• Longitudinal, positive health indicators, reciprocalLongitudinal, positive health indicators, reciprocal
relations, burnout contagion and crossover, internationalrelations, burnout contagion and crossover, international
researchresearch