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Saturday, January 9, 2010
Burnout is discharged conditions and loss of psychic and physical energy. Usually it is caused by a work situation that does not support or not in accordance with the needs and expectations.
T (35), women's work, recalled: "For two years I felt a lot of problems in the workplace. I think I've managed to solve my own confusion at the end of last year and make resolutions for this year. However, would fit into work, I was anxious, excited, abdominal colic, and diarrhea.
It is now several days of work, I was still easy to feel tired, can not think, limp. I was also shocked, how could forget the very important things that must be my fix. In fact, think about it I can handle a lot of hard work quickly.
It seems the problem started with the introduction of new leadership in our office. He's ambitious reforms to make the total without hearing the voice of the field. As people in the midfield, I feel stuck, it's hard to continued input from subordinates. Some employees do not continue the contract and it seems now people are not concerned, just think how to save themselves.
Actually if I wanted easy, I applied only to fill the vacancy a better position in our office, and whatever my work unit would want to do. I seem to be accepted because it fits with my qualifications. However, my disappointment may be very large, it's no more excitement here.
Want to go out looking for work elsewhere I'm still confused though great desire. Well I also can not bear to field staff in my work unit vulnerable position. Their fate later how, can-can in fact be eliminated unit. I really do not know what to do .... "
Characteristic problems
Apparently T was experiencing severe burnout and are still struggling to cope. T seemed to have been the situation of psychic energy is absorbed, even in need and owe out of nowhere, to provide fuel for continued work. Demands of work far exceeds the existing energy availability.
In a long time as a middle level manager he wanted to live up to the task, creating a positive attitude, encouraging subordinates. However, he felt like a failure can not be due to a good bridge between superiors and subordinates. He is also experiencing a lot of disagreement as well with the values and approaches his superior work, and felt very burdened to improve the situation without knowing what to do.
Usually experienced burnout in the form of physical exhaustion, mental, emotional and intense. Because the nature psikobiologis (move to the psychological burden of physical appearance, such as easy dizzy, can not concentrate, easily hurt) and usually are cumulative, sometimes the problem is not so easily resolved. Especially when the source of the problem can not be settled. In fact, as the spiral grew wider, this is disturbing performance and in turn can cause additional stress for other workers.
rights and responsibilities of work and role conflict (eg job demands are inconsistent with the values believed) can contribute. Especially when there is overload, the heavy demands of work with no reward or perceived inadequate achievement. At least social support in the institution or from outside agencies as well as difficulties for independent decision-making can also be the cause.
Troubleshooting
The ideal is when the institution could work to develop mechanisms to prevent or minimize burnout, and leaders understand the role that ideally dijalankannya to bring positive energy and work in a team kesolidan.
In the case of T became the leader of the party cause, or exacerbate the situation. If possible, T may be trying to communicate with a more open, honest and be nice with his new leader, actually tried to act as a "bridge". He could try to understand the vision of the boss, and explain the real situation on the ground that the compromise occurred. Of T must equip themselves properly with the necessary information and analysis.
If subordinates are difficult to seek better communication with the boss, which can be done is develop a mechanism seems personal and work environment closest to minimize or overcome the problem.
-Manage workload realistically, realizing that not all problems can be dealt with thoroughly.
Balancing life-style, like eating healthy food, enough sleep and rest, exercise, and maintaining connections with people close to the support group.
-Reduce the tension with a variety of physical means (like breathing, relaxation, body work), cut in alternating high-stress activity (such as important meetings, lobbying) with low-voltage activity (talking with a subordinate), use time pause or rest to recharge the energy like chatting with close friends, watching the drama-comedy, sitting in front of the fish pond, or doing a hobby.
-Being aware or wary of the early signs of job stress (conflict with colleagues and superiors, overload) and immediately take steps to manage or overcome.
If we still feel very uncomfortable and no longer connected to the workplace, even kept thinking to go, maybe it's time for us to find or construct new ones.
T (35), women's work, recalled: "For two years I felt a lot of problems in the workplace. I think I've managed to solve my own confusion at the end of last year and make resolutions for this year. However, would fit into work, I was anxious, excited, abdominal colic, and diarrhea.
It is now several days of work, I was still easy to feel tired, can not think, limp. I was also shocked, how could forget the very important things that must be my fix. In fact, think about it I can handle a lot of hard work quickly.
It seems the problem started with the introduction of new leadership in our office. He's ambitious reforms to make the total without hearing the voice of the field. As people in the midfield, I feel stuck, it's hard to continued input from subordinates. Some employees do not continue the contract and it seems now people are not concerned, just think how to save themselves.
Actually if I wanted easy, I applied only to fill the vacancy a better position in our office, and whatever my work unit would want to do. I seem to be accepted because it fits with my qualifications. However, my disappointment may be very large, it's no more excitement here.
Want to go out looking for work elsewhere I'm still confused though great desire. Well I also can not bear to field staff in my work unit vulnerable position. Their fate later how, can-can in fact be eliminated unit. I really do not know what to do .... "
Characteristic problems
Apparently T was experiencing severe burnout and are still struggling to cope. T seemed to have been the situation of psychic energy is absorbed, even in need and owe out of nowhere, to provide fuel for continued work. Demands of work far exceeds the existing energy availability.
In a long time as a middle level manager he wanted to live up to the task, creating a positive attitude, encouraging subordinates. However, he felt like a failure can not be due to a good bridge between superiors and subordinates. He is also experiencing a lot of disagreement as well with the values and approaches his superior work, and felt very burdened to improve the situation without knowing what to do.
Usually experienced burnout in the form of physical exhaustion, mental, emotional and intense. Because the nature psikobiologis (move to the psychological burden of physical appearance, such as easy dizzy, can not concentrate, easily hurt) and usually are cumulative, sometimes the problem is not so easily resolved. Especially when the source of the problem can not be settled. In fact, as the spiral grew wider, this is disturbing performance and in turn can cause additional stress for other workers.
rights and responsibilities of work and role conflict (eg job demands are inconsistent with the values believed) can contribute. Especially when there is overload, the heavy demands of work with no reward or perceived inadequate achievement. At least social support in the institution or from outside agencies as well as difficulties for independent decision-making can also be the cause.
Troubleshooting
The ideal is when the institution could work to develop mechanisms to prevent or minimize burnout, and leaders understand the role that ideally dijalankannya to bring positive energy and work in a team kesolidan.
In the case of T became the leader of the party cause, or exacerbate the situation. If possible, T may be trying to communicate with a more open, honest and be nice with his new leader, actually tried to act as a "bridge". He could try to understand the vision of the boss, and explain the real situation on the ground that the compromise occurred. Of T must equip themselves properly with the necessary information and analysis.
If subordinates are difficult to seek better communication with the boss, which can be done is develop a mechanism seems personal and work environment closest to minimize or overcome the problem.
-Manage workload realistically, realizing that not all problems can be dealt with thoroughly.
Balancing life-style, like eating healthy food, enough sleep and rest, exercise, and maintaining connections with people close to the support group.
-Reduce the tension with a variety of physical means (like breathing, relaxation, body work), cut in alternating high-stress activity (such as important meetings, lobbying) with low-voltage activity (talking with a subordinate), use time pause or rest to recharge the energy like chatting with close friends, watching the drama-comedy, sitting in front of the fish pond, or doing a hobby.
-Being aware or wary of the early signs of job stress (conflict with colleagues and superiors, overload) and immediately take steps to manage or overcome.
If we still feel very uncomfortable and no longer connected to the workplace, even kept thinking to go, maybe it's time for us to find or construct new ones.
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