There is a significant development in the world of medicine. This has helped in making people live even longer. However, living long is not a direct translation of healthy living. This kind of movement is to prepare us to find a means of helping those that will be vulnerable. Persons in the care service providers will have to develop better means to meet these expectations. Job burnout is a recurrent problem that people in this sector often face regardless of origin. The case will likely be the same soon. Job burnout requires effective strategies that will mitigate its effects. Factors that lead to job burnout include but not limited to depersonalization, emotional exhaustion, and reduced personal achievements.

These factors reveal the problems associated with job burnout in the work environment. The conflict between the nature of the worker and that of the job requirement will cause burnout. There is a need to create awareness of the best ways to help deal with this problem. The impact and strategies of the best ways to handle employee burnout are important for any individual who is working because its effects cut across different cultures and religions. Persons doing all kinds of jobs are likely to encounter fatigue at some point and later burnout. This report analyzes the causes and effects of job burnout and the best ways of managing them.

Meaning of Employee Burnout

Employee burnout is the long-term effect that results from pressure and exhaustion from the workplace. Its effects are not instantaneous rather they happen slowly and unnoticed over a long period. This type of burnout affects both the mental and physical attributes of an individual.

2.0 Factors and Causes of Employee Burnout

Burnout is an unfriendly and a common disorder that individuals in an organization would love to change. There is reason in emphasizing on how to deal with and not overlooking its effects. Burnout is the response to the effect of the mind. Variations in the workplace that affect what and an individual prefer leads to burnout. The factors that will promote employee burn out in the workplace are analyzed as follows:

2.1 Emotional exhaustion

Emotional exhaustion is perhaps the main factor in causing job burnout. It has characteristics that include frustration, bad temper, poor energy, and a lack of emotions. This, in turn, affects an individual’s attitude. At the initial stages, the person feels less optimistic and loses interest in doing usual tasks; they will feel brain drained. In the end, they will lose connection to events around them.

2.2 Depersonalization

It involves inhumane approaches and perception of how one views customers; treating them without any consideration. Depersonalization creates a gap between workers in an organization. There exists a negative perception that creates an atmosphere of hatred. Organizations, where there is a lot of communication, are prone to this occurrence. It manifests itself amongst teachers and medical practitioners when they use medical jargon and dependence on very stringent rules.

2.3 Reduced Personal achievements

Here the individual exhibits a low self-drive towards organizational objectives. They are no longer become disinterested which leads to unproductivity. The employee will feel that there is a disparity between expectations in the workplace and materials that can be used to meet them. Consequently, it is difficult to deal with such constraints in a working environment. The employee will feel neglected and a job burnout will be the likely outcome.

2.4 Causes of Employee Burnout

The following list comprises of situations that can cause employee burnout in an organization:

2.4.1 Absence of Purpose

Employees become less disinterested with an organization the more it continues to grow. These employees no longer take part in decision-making and find it difficult to do simple work. Reasons for this are often attributed to policies or legal constraints. Employees must take part in decision-making as this encourages them to put more effort and create a feeling of importance in an organization.

2.4.2 Excessive or Inadequate Work

Stress is common amongst persons who work for long hours. It is characterized by working to fast to complete a task, being in charge of many people, or working at random hours. Moreover, such work is tiresome and only causes stress. Jobs with demanding descriptions form part of excessive work. Boring jobs tend to be less appreciated and the employee will be tempted not to put in the required effort. These kinds of jobs offer no challenges and are inadequate.

2.4.3 Insufficient Feedback

When there is no lack of clear information deciphered to workers in an organization, they will feel left out. Activities in an organization that includes evaluation, if not conveyed to an employee leave them in dismal space. Organizations that have proper structures and relay information concerning operation activities honestly and transparently will gain more benefits. Organizations that are reactive and only convey information when there is a problem will have misinformation as a common phenomenon.

2.4.4 Uncertainty or Role conflict

This arises when there is no clear definition of roles in the workplace. Conflict in roles is best defined as divergent forces that make it difficult to select the best cause of action. Several studies have revealed role conflict as being associated with low untrustworthiness, poor job morale, and frustration. Uncertainty about job specification is mostly common with administrators of institutions.

2.4.5 Individual Factors

Factors, which are personal such as marital status, introverted nature, financial difficulties, marital satisfaction, and rigidity, contribute to high-stress levels in the workplace. These factors, when combined with pressures at the workplace, will lead to burnout. A person who is unable to handle stress will often fall victim. These factors in most cases are difficult to digest and require an individual, to be honest.

2.4.6 Frequent Meetings

To complete duties demanded at the workplace, some jobs require frequent contact from different people. Occupations like security handlers, teachers, and nurses most often require meetings persons who are sometimes cruel or unsympathetic. Time spent by these

Employees in these areas mostly spend their time focusing on people who are in different states of mind. If they are subjected to this kind of work at once, they will feel overwhelmed. These kinds of meetings do not offer an opportunity to create connections with workmates and an improvement to personal attributes.

2.4.7 Causes of Job Burnout in an Organization

2.4.8 Rewards

Rewards come in different forms. They include pay rise, recognition, or promotions. The rewards given to employees are fall within their expectations. If there is no form of recognition from workmates, executives, and the leadership in general, the workers will feel undervalued. Production of such workers becomes compromised. There is a high prevalence of burnout amongst employees who work for the government and felt the reward system was not considerate

2.4.9 Position in the Organization

Employees at higher levels in the organization will experience more job burnout as compared to those in the lower levels. This mostly happens because of responsibility increases. Managers will have many items to think about at work. This coupled with other personal issues can push them to the edge. In contrast, a subordinate worker does not have much thinking to do regarding his work and is less vulnerable to burnout brought by such pressures. Organizations are reminded to find the best methods of eliminating job burnout in the work environment.

3.0 Impact of Employee Burnout on the Organization

Burnout is most instances will reveal itself in ways such as reduced commitment, reduced effectiveness, poor morale, frequent nonattendance, and a drop in human interests (Swider and Zimmerman, 2010). Moreover, job burnout will mostly have two identifiable outcomes in health and job routine. In regards to job routine, it complements truancy, feeling unattached with the job and the overall feeling of wanting to depart. Individuals who stay in such circumstances become less productive and efficient. This will effectively lead to less commitment towards the job and organization.

When it comes to health, burnout causes them not to function as required. There is an increased number of health practitioners committing (Govindarajan, 2018). Confidence issues, depression, and nervousness often follow this. The negative effects of burnout go beyond an individual. There is proof that an organization, which deviates from its obligations, experience high employee turnover, distrust, and lack of satisfaction, will have diverse effects. Doctors have underlined the effects of job burnout as poor physical and mental health. The concerns relating to physical aspects include exhaustion, consistent headaches, and restlessness. The mental wellbeing will resurface in the form of nervousness and depression and anxiety.

There is a revelation by a doctor that job burnout can likely lead to bad smoking habits (Naveed and Saeed Rana, 2012). Activities at the workplace have adverse effects on a person’s health. Because of depersonalization, medical practitioners are not so much attached to their friends. They reduce their social attribute to accommodate the demands of their job. Doctors can sometimes become less patient and emotionless when communicating with clients. This has a net effect on the organization. There is an existing connection between job burnout and demographic factors.

4.0 Strategies to Manage the Issue

4.1 Self-care

This method involves limiting people’s expectations, taking part in social activities, discussing with workmates, finding answers to problems, and attending seminars and pieces of training relating to job burnout. It is significant to strike a balance between work and personal life. Time should be divided appropriately to fit both aspects of an individual’s life. Creating time for family, relaxing and placing methods that help alleviate job-related stress at home are some of the practices an individual can take part in to reduce job burnout

4.2 Mental Restructuring

Mental restructuring involves replacing negative experiences with positive thoughts. The process requires stress for an individual to be realistic with prevailing circumstances. Since it is a cognitive procedure, there is a reason to be completely relaxed. Understanding situations as they were will help create a clear picture. It is from there that an individual can think of the positive aspects of the situation. The chance of experiencing burnout will significantly reduce if a person undergoes mental restructuring.

4.3 Relaxing

There is importance in giving the mind a break away from normal duties. Creating tine to you may be difficult but essential. The body can tell an individual under immense pressure when to relax. When the body is not given a break, it will not function as normal. There are several ways of relaxing. Very common methods include yoga, walking, or sleeping. The choice of relaxing depends on individual liking. People can have the same or different relaxation techniques. Common relaxation methods include autogenic training developed by Schultz, Reich’s release of diverse parts of the body, or the progressive method of relaxing by Jacobson.

5.0 Conclusion

Job burnout leads to stress and poor mental and physical health. It has a negative consequence in the workplace, which cannot be ignored. These consequences are detrimental to the individual and the organization in general. When looking at it from an individual perspective, job burnout can cause stress, lack of confidence, and the feeling of tiredness. At the organization level, there is less commitment among employees, which reduces overall productivity. Implementing coping strategies such as self-care will help mitigate its effects. This process varies from one person to another depending on the case and preference.

Organizations are required to find the best ways of reducing their impact on performance. The best way of dealing with job burnout is by practicing the outlined strategies. Initial signs are particularly important in eradicating its effects before it can spread further. Close people who work or live together are required to identify early symptoms of this problem and find a way of dealing with it. Nevertheless, the best way an organization can deal with this problem is by putting in place preventive mechanisms that will implement immediate action when called to action. There is room for finding out the impact job burnout has on society in general.

Article Evaluation Template

CRITERIA	Title of Article 1 An Organizational Improvement Model for Preventing Burnout of Healthcare Employees	Title of Article 2 Born to burnout: A meta-analytic path model of personality, job burnout, and work outcomes	Title of Article 3 Job Burnout Process and its Implications in HRM practices: A case study of Trainee Doctors in Public Health Organization.
CURRENCY Date of Article: (When was the article published?) Some topics, such as those in the health sciences, require current information. Other subjects, such as geology, value older material as well as current. *Know the time needs of your topic and examine the timeliness of the article; is it:* up-to-date/current out-of-date, or timeless?	This webpage article Govindarajan Rajaram was published on December 10, 2018, and is considered recent.	The journal article was first published in June 2010 by Brian Swider and Ryan Zimmerman. The information therein is current and timeless. The article analyzes the 5-model personality trait and its close relationship with job burnout, which is still relevant to many organizations today.	This journal article was first published in January 2013 by Naveed Saed Rana and Shabana Naveed. Information in this article is relevant to the study because of its emphasis on Human resource and is therefore presumed as timeless.
RELEVANCY – Usefulness: · Is the article relevant to the current research project/ Is this article useful to me? · Does the article provide me with the necessary information needed to write my report? If yes, which part?	The information provided in the webpage article is important because it outlines the effects employee burnout has on healthcare givers. Moreover, the practitioners in this area are significant as mentioned in the report because they give first-hand assistance to other causalities.	The journal article is significant for this report because it looked at previous experiences of job burnout. Essentially, its work such as the turnover of employees on job performance provided me with the gateway to critically discuss the issues surrounding this topic.	Information in this journal article is pertinent to this report as it provides a conceptual and theoretical framework when studying job burnout. Additionally, its implications provided sufficient evidence regarding job burnout.
AUTHORITY – · Who is the author/sponsoring organization/agency/ institution? E.g. WHO, KPJ. · Does he/she have the necessary qualifications to write the article? / What are the agency’s/organization’s credentials and reputation? · What else has he/she written? · Has he/she won awards or honors? • Is the work cited in other writings (especially articles in comparable fields)?	The webpage was written by Govindarajan Rajaram who works for the Department of Operations Management, Innovation, and Data Sciences, ESADE Business School, Barcelona, Spain.	This journal article is written by Brian W. Swider and Ryan D. Zimmerman of the University of Florida and Virginia Polytechnic Institute and State University respectively. They have written many journal articles with several citations attached to their work.	This journal article is published by researchgate written by Naveed Saeed Rana an independent researcher and Shabana Naveed of University of Central Punjab. They have several publications between them.
ACCURACY – Reference List: · Is a reference list available so information can be verified? · Is the information protected by copyright? Who is the copyright holder?	The article has a copyright and is licensed under the Creative Commons Attribution International License. It has 22 references.	The article is an extract of the Journal of Vocational Behaviour, volume 76, issue 3. Both authors have years of experience in writing. This particular article has more than 50 references.	The journal article retrieved from the Asian Journal of Business Management, volume 5, issue 1. It is certified by ISSN and has more than 20 references.
PURPOSE – · What is the purpose of the information? (Is it stating a point of view, promoting an idea, service or product? Explain. Is the purpose of the article to persuade, inform, or prove something? Explain. Is the information fact, opinion, or propaganda?)	The purpose of the webpage is to discuss in detail the causes of burnout amongst workers and eliminate their root causes. It is significant to establish ways of measuring job satisfaction to ensure there is continuous improvement.	The purpose of this journal article is to analyze relationships between the five-factor model personality trait and turnover and job performance. Furthermore, the authors provide various hypothesis tests to help validate the truth behind this.	This journal article explores the theoretical and practical aspects of job burnout syndrome. It emphasizes valid proof on the medical field and is consistent with the processes that lead to job burnout.

References

Govindarajan, R., 2018. An organizational improvement model for preventing burnout of healthcare employees. Journal of Human Resource and Sustainability Studies, 6(04), p.306. https://doi.org/10.4236/jhrss.2018.64044 [Accessed 20 May. 2020]

Naveed, S., and Rana, N.S., 2013. Job burnout process and its implications in HRM practices: A case study of trainee doctors in public health organization. Asian Journal of Business Management, 5(1), pp.113-123.

Swider, B.W. and Zimmerman, R.D., 2010. Born to burnout: A meta-analytic path model of personality, job burnout, and work outcomes. Journal of Vocational behavior, 76(3), pp.487-506.

EMPLOYEE BURNOUT REPORT