This document discusses factors related to burnout in the workplace. It identifies exhaustion as a symptom rather than a cause of burnout. Burnout is described as a form of alienation from one's work. Various factors are listed that can contribute to feelings of alienation, including meaninglessness, powerlessness, and isolation. The document also contains a questionnaire to assess one's risk of burnout. It asks questions about job content, leadership, and the organization to gauge perceptions in areas like advancement opportunities, workload, communication, and mission clarity. The conclusion asks leaders what they are willing to let go of at an upcoming event.

1. LETTING GO
POPCORNED BY DEY DOS
known
of the

2. Once again…
IT’S QUESTIONNAIRE
TIME!
D

3. The source of burnout is
the individual who
experiences it!
HOW DO I LET GO OF
WHAT CAUSES IT?
Y

4. EXHAUSTION IS
SYMPTOMATIC RATHER
THAN CAUSAL
Burnout is primarily an
outcome of physical,
psychological, and emotional
exhaustion

5. Burnout is actually a
form of alienation
from one’s work.
(Kohn, 1976; Seeman, 1959, 1975; Warley, 1983)

6. Boredom
Upward Communication
Decision Influence
Growth Opportunities
Personal Control
Remuneration
Task Identity
Task Responsibility
WORK CONTEXT FACTORS
Task Significance
Skill Variety
Specialized Skills
Leader Support
Work Load

7. Leadership Effectiveness
Planning
Clarity of Policies and Procedures
Organizational Philosophy/Mission
ORGANIZATIONAL FACTORS

8. Meaninglessness
Cultural Estrangement
Powerlessness
Social Isolation
Work-Activity Estrangement
Worker Alienation
ALIENATION FACTORS

9. Your results…
ARE YOU ABOUT TO
BURN OUT?
D

10. Do I perceive opportunities for advancement from my current
position? How do I view my opportunities for personal growth?
Do I feel indifferent or excited about my work?
Does my work have meaningful goals and a significant influence on
others?
Does my job provide me with a sense of responsibility? Does it
include a reasonable work load?
How satisfied am I with the value I get as return for the work I do?
How much autonomy and power do I have to get things done?
What visible outcomes do I see in my work?
How do I perceive my activities and tasks?
PERCEPTION OF JOB CONTENT

11. PERCEPTION OF IMMEDIATE
LEADER
Do my leader and I communicate openly?
Do I receive appropriate feedback from
my leader(s)?
Does my leader support me in my work?
Do I respect my leader(s)?

12. PERCEPTION OF THE
ORGANIZATION
How well and how clearly does AIESEC in India
put forth its philosophy or mission?
Does planning take place and does it occur at all
levels of the organization so that all members
are involved?
Are AIESEC in India’s policies and procedures
clearly articulated?
Is AIESEC in India’s leadership effective in
accomplishing its goals and objectives?

13. As leaders of AIESEC in India…
what are we willing
to let go off at
npc2015?
V