Burnout In the Work Environment Essay Sample

Burnout In the Work Environment Essay Sample Burnout And Its Relevant Causes In the Work Environment Essay Burnout And Its Relevant Causes In the Work Environment Essay Burnout is defined as the long-term exhaustion and the diminished interest in work among employees. Accordingly, burnout emanates chronic occupational stress with factors, such as work overload and the long working hours as the key contributors. Nevertheless, there are many evidences, which tends to point out that the etiology of burnout is multifactorial in nature with dispositional factors playing a critical role in its development. Angerer (2003) points out that burnout tends to affect individuals in highly demanding and pressurized work environments, such as mental health workers, teachers and individuals in management positions that require the constant delivery of quality results. In the DSM-5, burnout is not recognized as a distinct disorder due to its close relationship to depressive disorders. However, the ICD-10 categorizes it under the problems related to life management difficulty (Z73). It is vital to differentiate burnout from stress, as they do not have similar symptom s among individuals. For instance, a burnout is associated with disengagement, while stress is associated with over-engagement. More so, Lee and Ashforth (1996) assert that the emotions in a burnout are always blunted, while those relating to stress are usually over-reactive. Several studies have been conducted to explicate the nature of burnout and its relevant causes in the work environment. Current essay highlights the key findings of the articles, analyzes the validity of the information, and compares and contrasts it with similar or different studies. Key Findings of the Article, Analysis of the Validity of the Information/Theory, and Comparison with Other Articles. The Connection between Personality and Burnout On the relationship between personality factors and burnout, the study by Langelaan, Bakker, van Doornen, and Schaufeli (2006) focused on the explication of whether individual differences contribute to burnout and engagement. The main findings of the article indicated that high neuroticism is the key burnout element, while low neuroticism in line with high extraversion, as well as high mobility levels, are important contributors to work engagement. The overall results indicated that temperament of individuals and the personality make a difference in respect to work engagement and burnout. Such findings are valid in the sense that they point to the significance of personality factors in terms of contributing to burnout among individuals within different areas. Their validity is also connected to the study and tests conducted on employees revealing the significant view that they have varying personalities, which do not necessarily lead to burnout in their areas of work. A similar study by Kim, Kim, and Swanger (2009) brought out the view that burnout is primarily influenced by neuroticism, while engagement is mainly affected by personality factors, such as conscientiousness and low neuroticism. In agreement with the above findings, Kim, Kim, and Swanger (2009) concluded that positive personality factors, such as extraversion and agreeableness, could never be linked to burnout among employees in their respective work environments. Kim, Kim and Swanger (2009) agree with the above findings especially because they used similar variable and approaches in their study. They focused on limited aspects of neuroticism and extraversion, hence achieving similar findings. Additionally, Puig, Baggs, Mixon, Park, Kim, and Lee (2012) agreed with the above findings stating that the subscales of burnout will always be at variance with the subscales of the personal wellness of the employee. The inter-correlations and multivariate multiple regressions performed in the study could have played a crucial role in leading to the similar findings about the linkage between personality factors and burnout. However, negative work environments that employees are subjected to could lead to burnout, as most of them rapidly become disinterested in their areas of work. Organizations have the challenge of ensuring the creation of improved working environments that would give employees the opportunity to work peacefully without losing interest in their works. The locus of control is one of the key personal characteristic that needs to be understood in the explanation of the link between personality and burnout. In addition to it, Swider and Zimmerman (2010) agree with the above findings noting that the internal locus of control is strongly associated with positive work outcomes among employees. There is no relationship between the locus of control and burnout, hence, eliminating any potential contribution of such personality characteristic to its existence. Swider and Zimmerman (2010) agree on the focus on a narrower aspect of the individuals’ characteristics. They had an easier time defining the locus of control and studying its applicability to the ability of employees to deliver the desired results. However, the study conducted by Alarcon, Eschleman, and Bowling (2009) tended to disagree with the above findings. In their study, they explicated several relationships between personality and the three factors of the Maslach Burnout Inventory (MBI). Their results were differed, as they stated that personality factors, such as conscientiousness, agreeableness, locus of control, extraversion and self-efficacy, have a positive relationship with burnout. Their conclusion was that the personality of an employee has a consistent relationship with his/her burnout. They tend to differ due to the comparison of personality factors with the dimensions of the MBI, which was not done in the above two studies. The Relationship between Stress/Depression and Burnout In terms of differentiating stress/depression from burnout, Malach-Pines (2009) establishes that they are different in the sense that job stressors are commonly characterized by strain, while job importance factors are commonly associated with burnout. Such two different aspects of the job highlight the variance between stress and burnout among employees. The finding was connected to the psychoanalytic-existential theory that assisted in the discussion of the features of stress and burnout. Regarding the study by Malachi-Pines (2009), there is no direct relationship between stress and burnout, as they emanate from the different aspects of the work. Such information is valid because there has always been a common confusion between stress and burnout. Many people have found it difficult to set the differences clearly. However, the findings above try to indicate that stress and burnout are different in several aspects. For instance, it is worth noting that stress is commonly characterized by over-engagement, while burnout is characterized by disengagement. The second relevant difference is that emotions are blunted in burnout, while they tend to be over-reactive in stress. The third factor that validates the finding is that stress is mostly concerned with the loss of energy, while burnout is usually associated with the loss of hope, motivation and ideals among individuals. Lastly, the findings are validated by the fact that burnout only makes and individual perceive life as not worth living, while stress could terminate it prematurely. Nevertheless, Toker and Biron (2012) tend to differ with the above conclusion by unraveling temporal relationships between burnout and depression. They conclude that a significant increase in depression would lead to similar increase in burnout and vice-versa. Accordingly, Toker and Biron (2012) disagree with such findings due to their tendency to focus on the effect of depression on burnout and vice-versa. They have not necessarily focused on the conventional differences explained using the characteristics of burnout and depression. Organizational Factors Organizations contribute directly to burnout among their employees through their work schedules, work environment and other motivational factors that they are supposed to give to their employees. It is obvious that the failure of organizations to offer supportive environments to employees is one of the key contributors to the increasing levels of burnout. In the study on work demand stressors and job performance among employees, Gilboa, Shirom, Cooper, and Fried (2008) focused on some of the job stressors that are likely to lead to ambiguity. For instance, they studied relevant factors, such as environmental uncertainty, the conflict between family and work, role conflict, role ambiguity, work overload and job insecurity, and linked them to burnout among employees. They key finding of the study is that the factors affect the attitudes and the performance of employees, which translates to burnout. Gilboa, Shirom, Cooper, and Fried (2008) concluded that organizations must move forward to address such factors to avoid the increasing levels of burnout among their members of staff. They need to work consistently towards ensuring that the environment is supportive of their employees at any given moment. Such information is valid in the sense that it highlights the key areas that employees find motivational in the course of their working. For instance, factors such as job security and work overload affect employees directly and are always likely to influence their attitudes and commitment to work. Shih, Jiang, Klein, and Wang (2013) agree that they ultimately lose interest as a result of the uncertainties of the workplace, which translates directly to burnout. More so, the practicality of the information in terms of its applicability to contemporary organizations makes it valid in explaining what employees are already going through. In fact, most organizations have failed to determine burnout among their employees with the assumption that it is laziness or the intended loss of interest in the respective duties given to employees. A similar study supporting such view was conducted by NG and Feldman (2008), with the primary focus on the aspect of long-working hours among employees. Just like other workplace factors, the hours allocated to employees are crucial in affecting their rate of job burnout. In tandem with their meta-analysis, NG and Feldman (2008) agreed with the above findings by concluding that the hours worked had negative associations with the measures of their well-being. It implies that it denies them the opportunity to spend some time with their families and relax their minds. Therefore, they are frequently affected by burnout. The research in current article agrees with the key findings due to their focus on one key element of the negative work environment that is being discouraged on a global scale. Lim, Kim, Kim, Yang, and Lee (2010) also agree with the above findings in their study of work-related factors that increase the level of burnout among health professionals. They also utilized a meta-analysis setting variables that play a great role in the depersonalization and mental exhaustion of mental health workers. They agree with the view that ineffective work organization and lack of supports for employees lead to increased burnout. Depersonalization is high among older women compared to younger men in the health profession. They agree with the above findings especially because they went through studies, the review of literature and meta-analysis that gave them the opportunity to investigate the contributions of negative workplace factors to workers’ performance and dedication to the job. A related study by Hallsten, Voss, Stark, Josephson, and Vingard (2011) utilized the self-determination theory to explicate factors that might lead to long-term sickness and absence of employees from their areas of work. They observed that organizational factors, such as work overload and long hours of working, play a critical role in leading to long-term sickness and absence among employees. Most organizations keep overworking their labor force, hence, making it difficult for them to be healthy and come to their areas of work consistently. They agreed with the view that undesirable factors in the organization, such as long working hours and loaded roles for employees, are always likely to affect their performance in the long-term. As a result, it serves as a clear sign of burnout among employees. Their agreement is connected to the view that employees should be given some breathing space in the course of fulfilling their responsibilities in the organization. It should not be assumed that they are able to work for continuous hours without adequate rest. More so, the findings by Bowling, Eschleman, Wang, Kirkendall, and Alarcon (2010) are in agreement with the findings that poor work conditions increase the level of burnout among employees. They also did a meta-analysis focusing on organization-based self-esteem (OBSE). In respect to the above findings, they concluded that the work environment and the disposition of employees are directly related to the organization-based self-esteem. OBoyle, Humphrey, Pollack, Hawver, and Story (2011) confirm that work-related variables play a more crucial role in affecting the interest of employees in the completion of particular tasks in the best ways. They agree with the view because the work-related factors determine the focus of employees in terms of working and delivering their expected targets. Bowling, Eschleman, Wang, Kirkendall, and Alarcon (2010) state that poor work environments affect the ability of employees to continue doing similar tasks perfectly, and it is an indication of burnout. In conclusion, most of the above researches agree on the different factors that relate to burnout. Burnout can never be ignored among employees especially those serving in demanding environments requiring frequent reviews or delivery of immediate results. According to Ford, Cerasoli, Higgins, and Decesare (2011), the most significant thing to note from the above findings is that personal characteristics, such as extraversion, agreeableness, locus of control and self-efficacy, are not related to burnout. They are independent of the burnout that employees experience in the course of performing their duties. However, high neuroticism is a clear indication of burnout among employees. The best way to differentiate burnout from stress is to use their symptoms. As much as they appear similar in some aspects, burnout results from disengagement, while stress is a cause of over-engagement. Poor working environments in terms of long-working hours, job overloads, imbalance between work and famil y and job pressures increase burnouts. As a result, the organizations have the responsibility of looking into such matter and solving it in the most appropriate manner by establishing appropriate work environments that give employees the opportunity to relax and associate with other people. Limitations and Future Research The most significant limitation of the above studies is that they did not offer recommendations on the number of hours that men and women should be allowed to work on a weekly basis to prevent burnout. Organizations need to have a clear vision of what is expected of them so they could work appropriately toward addressing the problem. The second limitation is that there was no significant distinction of factors that might lead to burnout in both white collar and blue-collar jobs. It would have been easier and more interesting on the part of the reader to receive such detailed information. Moreover, it assists in the understanding of any differences in the level of burnout for the two groups of employees. Future research needs to focus on appropriate measures that could help organizations alleviate instances of burnout among their employees. Every organization seems to have established its own system, and some of such systems are not serving the purpose appropriately. Therefore, future research must be concerned with the development of a standard means of addressing the problem across all organizations.

Gino's Ice Cream Company Essay Example | Topics and Well Written Essays - 4000 words

Gino's Ice Cream Company - Essay Example ner is very eager to accept this patronage as there have been quality issues in production due to the laid back attitude of long time employees, some of whom are working for past twenty to thirty years. There is also great likelihood of resistance to any change. With such extreme views the management sought advice from a consulting firm that has recommended continuance of present practices but with changes in production patterns from batch to continuous production, closure of loss making ice-cream parlours and some strategic partnership with McBain under Gino brand for targeting a larger market. They have recommended introduction of new products and a change management programme over the next 18 to 24 months. They also advocate further investments for enhancing lean production as well as logistic management for catering to mobile customers. Environments have a great impact on companies. Strategy is the reaction or response to these external and internal situations. Ansoff et al (1976) state that, amongst other things, responsiveness to the problems is what strategy is all about. The aggressive response to competition, the sublime response to the customers, the firm but fair response to the managers and workers are but a few ingredients of strategy. Minzberg et al (1998) offer another concept of strategy which is that it acts as a mediation force between the organization and the environment. Strategy is the internal and inherent capacity of the organization to meet and face challenges posed by the external environment. In an isolated incident, this paradigm has been challenged by Smirchich and Stubbart (1985) who claim that current theories wrongly perceive that environments dictate strategies and that environments themselves are a creation of actions of organisations. But in current thinking organisations are socially constructed systems that share values and meanings (Burrell & Morgan, 1979; Pfeffer, 1981; Weick, 1979), and the mission of the management is to

Philosophy Essay Example | Topics and Well Written Essays - 500 words - 26

Philosophy - Essay Example Besides, Aristotle took into account those objects or notions which are impossible to sense, so he called them ideas. Hence, it is quite easy to explain reality of such notions as love, hate, happiness, etc. Different philosophers of different time explained nature of human knowledge differently. At the same time, however, they all agreed that human knowledge is limited. One of the philosophers, who claimed that it is impossible for a human being to know everything, was Lock. Human knowledge is defined as being aware of ideas and understanding relations between them. Limitation of our knowledge serves as an engine for a constant search of eternal truth and acquiring wisdom. Science is our understanding and explanation of the natural world. Human beings get to know the laws and phenomena of science with the help of their senses which are aided by the means of instruments and different technological innovations. Unfortunately, natural laws and patterns do not keep stable over the time, because they tend to change under the influence of different conditions. Science is limited due to changeability of the natural world. Moral responsibility of every human being is essential component of happy life. Such moral responsibility is called ethics. According to Aristotle, in order to have a good life and to live happily one has to be intrinsically good. Thus, the good created or delivered by one person will increase the total amount of the whole good existing in the world, that will make each person feel happy in the end. In order to have the good society, there is a need in everyone’s becoming good. The good society is the one, which does not have conflicts and wars; besides, it is a society, each member of which is respected and equally treated. Many kind, reasonable, generous people living in one community and cooperating comprise the good society. In philosophical perspective our free will to do anything is always

Financial Statement Analysis of Square Pharmaceuticals Essay Example for Free

Financial Statement Analysis of Square Pharmaceuticals Essay I hope and elieve that you will be kind enough to consider any types of mistakes that occurred at the time of preparing this proposal. Thank you. Yours sincerely, Roll : 24040 Executive Summary A few comments on the organization and content of the report may be helpful to reader. In doing so, we realize that some topics may be more important to some reader then to other. For that reason we some advanced material (e. g. questionnaires) appears in appendices. Our goal is to help the reader who must compare financial position of these two companies. First we focused on the essential element of this report. We have included here the introduction of this report, objectives of the report, findings, methodology, so that the reader can get ideas easily. The second part is very important from the sense of this report. Here we have given our recommendation of the report. We have tried out level best to give the commendation neutrally. It also contains the conclusion of this report. Contents: Topic Page Introduction Objective of the Report Limitation of the Study Literature 2 Analysis 4 Summary and Conclusion 11 Introduction: Financial Statement includes the Balance Sheet, Income statement and other tatement which determine the companys performance. Financial ratio analysis is the calculation and comparison of ratios which are derived from information in companys financial statements. Financial ratios are the analysts microscope. It allowed them to get a better view of the firms financial health than Just looking at the raw financial statements. Objective of the Report This term paper is prepared under submitted as a major requirement of the Financial Accounting Course. Financial Accounting provides the facts needed to make informed economic as well as operational control. Limitation of the study is about: ) Based on only secondary source of data b) Time bound restrict me for further research on the topic c) possible to analyze every ratio of the financial statement There is not Literature: Financial Ratio: Financial ratios are useful indicators of a firms performance and financial situation. Financial ratios can be used to analyze trends and to compare the firms financials to those of other firms. Current Ratio Current ratio is the ratio of current assets of a business to its current liabilities. It is the most widely used test of liquidity of a business and measures the ability of a usiness to repay its debts over the period of next 12 months. Current ratio is calculated using the following formula: Current Ratio = Current Assets Current Liabilities Receivables Turnover Ratio An accounting measure used to quantify a firms effectiveness in extending credit as well as collecting debts. The receivables turnover ratio is an activity ratio, measuring how efficiently a firm uses its assets. Receivables turnover ratio = Net receivable sales/ Average accounts receivables Inventory Turnover A ratio showing how many times a companys inventory is sold and replaced over a period. The days in the period can then be divided by the inventory turnover formula to calculate the days it takes to sell the inventory on hand or inventory turnover days. Inventory Turnover = Cost of Goods Sold Average Inventory Asset Turnover : The amount of sales generated for every dollars worth of assets. It is calculated by dividing sales in dollars by assets in dollars. Asset Turnover Ratio = Net Sales Average Total Assets Return On Asset: An indicator of how profitable a company is relative to its total assets.

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‘Of Mice and Men’ is based on the experiences of a migrant farmer, set in 1930’s America. The characters are also symbolized as realistic people, but influenced by the issues and circumstances based on the Wall Street crash, the American Dream and being set after WWI. I empathies for these characters for the consequences of these historical events are what to have made ‘Of Mice and Men’ a tragedy in relation to loneliness. Each character had the idea of their own American Dream, whether it was based on money, status, happiness, and so on. Yet unfortunately, only the reader realizes that they will never be fulfilled. George and Lennie’s dream of their own ranch conveyed to me as their own image of Heaven. The opening descriptions of Section One, such as the water was â€Å"twinkling over the yellow sands in the sunlight† quoted in chapter 1, convey to me on how Lennie and George travel on their journey to hopefully recreate these experiences as their ranch, for the sands were â€Å"a few miles south of Soledad† also stated in chapter 1, a land represented of loneliness and depression, which ...

College is Worth it in the End Essay

Right now in our century, a college education is no longer an option, but a necessity. Many college students at universities around the world all have one big question when entering into their next step of education. A college student’s biggest problem when entering school is whether or not their college degree is worth going into debt and how they will afford tuition, books, activity fees, etc. There are different opinions from both sides that contain a valid argument. I believe college is definitely worth possibly going into debt. Here are some statistics from the Bureau of Labor Statistics. The BLS announced in 2011 that the unemployment rate for people with college credits but no degree was eight point seven percent. That number plummeted to four point nine percent for people who earned a bachelor’s degree and three point six percent for those with a master’s degree. There are salary benefits as well. In that same year, those who did not finish college earned seven hundred nineteen dollars per week, while college graduates earned approximately one thousand fifty-three dollars per week and those with graduate degrees earned one thousand two hundred and sixty-three dollars per week. A growing number of students suffer soaring college debt, many questions are being raised about the value of higher education and the job offerings in a struggling economy (BLS.) The main reason why people go to college is not because they want to but because they have to. Nowadays it is hard to get a decent paying job without a college degree. Going to college and getting a degree does not necessarily guarantee that a student is going to get a job right after graduation. A student needs to get a job as soon as possible after graduating to pay back all student loans and debts. The main question asked today is, â€Å"Is College really worth going into debt?† Kaycie Sonnier a freshman says, â€Å"It really depends on if you are going to college for a high paying career choice.† It is not that some majors are worthless, but that students have to face the reality of how they are going to pay back the money they have borrowed for their education. Many students enter college without knowing what degree they want to major in. Sonnier believes college is worth the debt you may possibly fall under. She believes there are rewards for going to college and finishing with a degree. Being able to get a high paying job right out of college will help pay off any loans taken out (Sonnier.) Student loans have helped many students be able to experience the college life without having to pay up front for tuition. To a large extent, debt is unavoidable, and some students graduate with some amount of it. Students like Joshua Sonnier who only completed two semesters of college says, â€Å"Hell no college is not worth going into debt.† Sonnier had the opportunity to get on at a job that did not require a college degree. â€Å"I work as a train conductor making more money than most people who do go to college. I got hired on and immediately started taking classes that my company paid for, passed my entire test and became a certified conductor. This did not cost me any money out of my pocket, and I do not have to worry about paying back any type of student loans† (Sonnier.) Some individuals feel like college is just a waste of money and time. There are definitely pros and cons when it comes to college. I think college can either be some of the best years of one’s life or it can be an absolute nightmare. College is all about how you make it. In the end having a diploma will absolutely be worth the debt that may come along throughout your journey through college. Works Cited Home page. U.S. Bureau of Labor Statistics, 2012. Web. 14 February 2013. Sonnier, Joshua. Personal Interview. 6 February 2013. Sonnier, Kaycie. Personal Interview. 6 February 2013.

The Importance of Working Together in Groups and Teams Essay

The Importance of Working Together in Groups and Teams Realizing that a group can become a high performance team is important. Accomplishing this goal is invaluable, advantageous and profitable. Once able to operate from a group to the high performing team is a great step into preparation into the big business world. Leaders and members must also realize not only how to accomplish this but that some problems will and can arise from different demographic characteristics and cultural diversity. That is if one is in such a group, which the probability would be quite high. It is important that members of a group be knowledgeable and skillful in their positions, the degree to which those members can work harmoniously and cooperatively†¦show more content†¦Diversity in culture and demographic characteristics can be a negative impact or be one of the teams greatest strengths, depending on how the team as a whole functions and applies these different â€Å"routes to success†. A group can become a high performing team by understanding how cultural and demographic differences influence group behavior. The groups must realize that they can benefit from their diversity to their advantage and into a high performance team. â€Å"When differences are regarded as valued resources, as in a truly inclusive environment, individual and group differences no longer need to be suppressed†¦ An inclusive organization culture enables contributions from a broader range of styles, perspectives and skills, providing a greater range of available routes to success.† Miller, 1998 Once people can mesh well into a great high-performance team, they will fit right into the business world. As todays extremely competitive and ever changing, business world is not meant for the slow growing or for the unprepared. It is now the goal of every organization to create a high performance organization. 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