Freudenberger and subsequently developed by Maslach and colleagues, chronic stress associated with emotionally intense work demands for which resources are inadequate can result in burnout. Burnout is a work-related syndrome involving emotional exhaustion, depersonalization and a sense of reduced personal accomplishment.

2. BURNOUT – ARE WE DISCUSSING SOMETHING NEW ?
Freudenberger and subsequently developed by Maslach and colleagues, chronic stress associated with
emotionally intense work demands for which resources are inadequate can result in burnout. Burnout is
a work-related syndrome involving emotional exhaustion, depersonalization and a sense of
reduced personal accomplishment.
Workers and leadership alike have long noted the presence burnout. Nearly half, 48% of employees and 53% of managers report that they’re burned
out at work, according to Microsoft’s 2022 Work Trend Index.
Amongst physicians, emotional exhaustion includes
feeling “used up” at the end of a workday and having
nothing left to offer patients from an emotional
standpoint. A sense of reduced personal
accomplishment encompasses feelings of
ineffectiveness in helping patients with their problems
and a lack of value of the results of work-related
activities such as patient care or professional
achievements.
Types -Disengagement Vs Depletion
One type of burnout can occur when you’re tired of
doing your job, specifically.
“That is actually disengagement,” says Gavin. It
happens when you feel uninterested in doing your job
because you’ve had enough of those tasks and you feel
ready to move on to the next role.
The other type of burnout is a chronic fatigue in life at
large, or depletion of energy.

3. Craig Pinder defined Motivation as "a set of internal and external forces that initiate work-oriented behavior, determining its
form, direction, intensity and duration." That is, the interaction between environment and individual awakens this personal
stimulus - this directly impacts the performance of each collaborator.
Study - A Harvard Business Review study, presented by 99Jobs, showed that improving team motivation can boost
company profits by up to 47%. In addition, the same material indicates that satisfied, happy, and motivated
employees are up to 50% more productive. Deli Matsuo, October 2019
Study - Study - Why Workplace Flexibility Is The
Linchpin To Employee Happiness
Dan Schawbel Former Contributor-Jun 29, 2015
“Provide work flexibility to all employees. In the study,
we found that 35 percent of employees want more
flexible schedules and 46 percent of employees say that
flexibility is the most important aspect when looking for
a new job.”
Study - Study - The Power of Food
A survey of more than 1,200 full-time
professionals reveals food does more than just
keep employees fed- Seamless Business, March 2014

4. Significant to motivate healthcare workers
The health sector is characterized as labor-intensive, which means that the effectiveness of an organization that operates within its
context is inextricably linked to the level of employee performance.
Study - Motivation and retention of health workers in
developing countries: a systematic review BMC Health
Services Research, Dec 2008
Results- -Twenty articles met the inclusion criteria. They
consisted of a mixture of qualitative and quantitative studies.
Seven major motivational themes were identified: financial
rewards, career development, continuing education, hospital
infrastructure, resource availability, hospital management and
recognition/appreciation. There was some evidence to suggest
that the use of initiatives to improve motivation had been
effective in helping retention. There is less clear evidence on
the differential response of different cadres.

5. Study - Motivation of health workers and associated factors in public hospitals of West Amhara, Northwest
Ethiopia, Zemichael Weldegebriel, Yohannes Ejigu, Fitsum Weldegebreal, Published online 2016 Feb
Results - The strongest drivers of all motivation dimensions were found to be nonfinancial human resource
management tools, so policy makers and health workforce stake holders should focus on these tools to alleviate
motivation problems.
Study - The effect of organisational factors in motivating healthcare employees: a systematic review,
Abimbola Afolabi, Senaka Fernando- Published Online:7 Dec 2018
Results - Healthcare employee motivation is a key concept when attempting to achieve an efficient, effective and
good quality healthcare delivery. A systematic review of primary data from the UK, Europe, Africa and Asia was
conducted to consolidate the available evidence on the effect of organisational factors on healthcare employee
motivation. Because healthcare delivery is highly labour intensive, it must be acknowledged that human resources
are extremely critical in the drive for healthcare organisations to deliver on their organisational goals. The
organisational factors that were identified as having a great effect on healthcare employee motivation can be divided
into financial and non-financial factors. Remuneration was identified as a strong extrinsic factor, while conducive
working conditions, increased responsibilities and appreciation from the communities in which they serve were
identified as strong intrinsic factors. Even though there is a cultural aspect to motivation, remuneration, managerial
support, and career advancement are core factors that affect all healthcare professionals – irrespective of country.
Many of the factors that were observed in the literature as affecting motivation can be addressed by improving the
reward strategy of healthcare organisations.

6. More than half of the populations of middle- and high-
income countries are likely to suffer from at least one
mental condition during their lifetime. Since the start of
the COVID-19 pandemic, some 42 percent of
employees globally have reported a decline in mental
health. Symptoms of burnout are increasing among
employees and leaders alike, according to press reports.
The World Health Organization estimates that
depression, anxiety disorders, and other conditions cost
the global economy $1 trillion per year in lost
productivity. But mental health is a continuum from
wellness to acute illness, including substance-use
disorders , and even people without a recognized
condition may struggle because of stress, external
circumstances, or other reasons.

7. Automated Tasks & Tasks which can remain Manual Depends on how much
is the paying capacity of
customer
Organization
revenue
Service mobile apps ease the management of patient
care
Provision of Quality Care- patient
indexing, data entry, and medical
history
Most operational and
administrative areas-
EHR machines, faster
data retrieval
AI in revenue
applications can help
regenerate bills quicker
Speed &
Precision in
Medical
Diagnostics
Technological advances
like AI in healthcare,
it's easier to determine
if a patient has a
particular disease
Curbside Check-In
Home Health
Patient Intake
Virtual Triage HR/MRD

8. Cost of adverse events due to burn out vs cost of investing in solutions to
address burnout?
The 2017 Medscape Physician Lifestyle Report suggests that 50% of physicians in the United States report signs of burnout,
representing a rise of 4% within a year. Burnout is associated with increased risk for cardiovascular disease and shorter life expectancy,
problematic alcohol use, broken relationships, depression, and suicide.
• Physicians with burnout are twice as likely to be involved in patient safety incidents, twice as likely to deliver
suboptimal care to patients owing to low professionalism, and 3 times more likely to receive low satisfaction ratings
from patients.
• The depersonalization dimension of burnout appears to have the most adverse association with the quality and
safety of patient care and with patient satisfaction.
• The association of burnout with low professionalism was particularly strong among studies based on residents and
early-career physicians.
• The reporting method of patient safety incidents and professionalism had a significant influence on the results,
suggesting that improved assessment standards for patient safety and professionalism are needed in the health care
field. physician burnout is associated with a reduced efficiency of health care systems to deliver high-quality, safe
care to patients.
• Preventable adverse events cost several billions of dollars to health care systems every year.

9. • Physician Burnout, Well-being, and Work Unit Safety Grades in
Relationship to Reported Medical Errors- Mayoclinic 2018 - 6695
responding physicians in active practice, 6586 provided information on
the areas of interest: 3574 (54.3%) reported symptoms of burnout, 2163
(32.8%) reported excessive fatigue, and 427 (6.5%) reported recent
suicidal ideation, with 255 of 6563 (3.9%) reporting a poor or failing
patient safety grade in their primary work area and 691 of 6586 (10.5%)
reporting a major medical error in the prior 3 months
• Few Cross-sectional studies have linked physician burnout with
suboptimal patient care practices as well as with a doubled risk of
medical error and a 17% increased odds of being named in a medical
malpractice suit.

10. Study : Evaluating the Costs of Nurse Burnout-Attributed Turnover: A Markov Modeling Approach, K. Jane Muir, BSN,
RN,* Tanya N. Wanchek, PhD, JD, 2021
Hospital spends an expected $16,736 per nurse per year employed on nurse burnout-attributed turnover costs. In a hospital with a
burnout reduction program, such costs were $11,592 per nurse per year employed. Nurses spent more time in burnout under the
status quo scenario compared with the burnout reduction scenario (1.5 versus 1.1 y of employment) as well as less time employed at
the hospital (2.9 versus 3.5 y of employment)
The most widely accepted standard for burnout assessment is the Maslach Burnout Inventory (MBI), which includes a
Human Services Survey applicable to healthcare professionals .This instrument is comprised of 22 items, each scored from
0 to 6 based on self-reported frequency of the feeling addressed by each item.

11. STRATEGIES TO IMPROVE EMPLOYEE MOTIVATION AND PERFORMANCE
EMPLOYEE
MOTIVATION
Implement
performance
goal
Recognize
positive
attitude
Invest in
training
Town hall
activity for
Doctors
Buddy system
Nursing
Reward &
Recognition
program
Provide
constant
feedback

12. STRATEGIES TO IMPROVE EMPLOYEE MOTIVATION AND PERFORMANCE
communication channels
Immunization
timely
Psychosocial Training Intervention
(Yoga , Meditation, Mindfulness)
Ensuring staff given
adequate leaves for
burnout
Hostel visits by
Nursing director
Group events/Thankful Events –
Family Involvement
Psychiatric interventions
Professional identity
development program
Online programs & Internet
based interventions
Stimulate creativity – encourage
events /platforms to display creativity
Provide open and transparent
01
02
03
04
05
06
07
08
09
10
Cultivate &
encourage
Social Support
Allow
employees to
be active
crafters of their
work
Provide stress
management
interventions

13. Thank You