Causes And Prevention Of Burnout In Human Services

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Burnout is not only a big concern among human services staff but also within the organization. Human Services is a job that can be awesome but at the same time it can also be stressful. A large amount of work, a lack of control, and balancing between home and work can cause the environment to become stressful. The objective of this paper is to evaluate burnout, describe some of the individual, cultural, organizational, supervisory, and social support factors that cause burnout. It will also describe various individuals, job role, and organizational methods to prevent burnout. The paper will also include my own personality and share how I may react and respond to personal and work-related stress, and how to reduce the effects of burnout. Finally, I will discuss what to do as a human service manager to be alert and ready to assist with staff burnout. Burnout An organization cannot stand by itself it needs to have employees, so employees should be protected at all times. Employees are vulnerable to different work- related conflicts, which can lead to burnout. According to Lewis, Packard, and Lewis (2007) burnout is a state of physical, mental, or emotional exhaustion, which is caused by excessive and tedious stress from involvement with individuals in emotionally demanding situations. Burnout is composing of three major factors: emotional exhaustion, feelings of low personal accomplishment with clients, and a sense of depersonalization feelings (Lewis, Packard, & Lewis, 2007). Burnout should be avoided for the fact that it has a serious effect on human services employees, clients, and even organizations. Available is a large list that can be breakdown into groups of what causes burnout. The following are four groups available, which are individual- personality factors, cultural- policies that are not for employees’ with different cultural beliefs,

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