Understanding and Managing Job Burnout Presented by: Bolivar Nieto, Hands United

Objectives Define “Burnout.” Identify the causes of burnout. Identify the symptoms of job burnout. Utilize self assessment tools to identify burnout. Identify and develop strategies to manage burnout.

Agenda: Topics Welcoming Ice Breaker: Video and Discussion on stress at work. Stress vs Burnout Dimensions, Stages, and Symptoms of Burnout. Causes of Job Burnout. Recognizing Job Burnout and Burnout Self Assessment (MBI) Activity. Reversing Burnout: Motivation. Resilience: FLOW theory.

https://www.youtube.com/watch?v=_iiOEQOtBlQ

WHAT CAN BE STRESSFUL AT WORK?

WHAT IS THE DEFINITION OF STRESS?

Stress is: A negative emotional experienced accompanied by predictable biochemical, physiological, cognitive, and behavioral changes directed either towards altering the stressful event or accommodating to its effects (Baum, 1990) Events that provoke stress are called stressors.

WHAT IS THE DEFINITION OF BURNOUT?

A syndrome characterized What is Burnout? A syndrome characterized by emotional exhaustion, depersonalization, and lack of personal accomplishment. (Maslach and Jackson) …burnout is not just exhaustion!

Stress vs. Burnout Stress Characterized by over engagement, Emotions are overactive, Produces urgency and hyperactivity, Loss of energy, Leads to anxiety disorders, Primary damage is physical, Can affect your health. Burnout Characterized by disengagement, Emotions are blunted, Produces helplessness and hopelessness, Loss of motivation, ideals, and hope, Leads to detachment and depression, Primary damage is emotional, May make life seem not worth living.

Three Dimensions of Burnout Sometimes often referred to as engaging in dehumanizing; treatment of other people as if they were objects, or without regard to their feelings A negative shift in responses to others: negative or inappropriate attitudes toward clients, loss of idealism, and irritability Is an attempt to put distance between one’s self and the service recipient Is a chronic state of physical and emotional depletion that results from excessive job demands and continuous stress. Is a feeling of being emotionally overextended and exhausted by one's work. It produces to distance oneself from work Emotional Exhaustion Depersonalization Reduced Personal Accomplishment A negative response toward oneself and one’s personal accomplishments, also described as depression, low morale, withdrawal, reduced productivity or capability, and an inability to cope. It appears to be a function of exhaustion, cynicism, or a combination of the two. Burnout! Maslach, 2001

Stages of Burnout A compulsion to prove oneself, Working harder, Neglecting one’s own needs, Displacement of conflicts, Revision of values, Denial of emerging problems; cynicism and aggression become apparent, Withdrawal (from social scenes,) Behavioral changes become obvious to others, Depersonalization, Inner emptiness, Depression, Burnout. Freudenberger, H. & North, G. (1992). Burnout bei Frauen [Burnout in Women]. Frankfurt/Main

QUESTIONS

Symptoms of Burnout Activity #1 Excessive Stress Fatigue Insomnia Unhealthy weight changes Depression Anxiety Alcohol or substance abuse A negative spillover into one’s relationships or home life. Isolation Procrastination Skipping work or coming in late and leaving early.

Causes of Burnout Lifestyle Personality traits Work-related

Work-related Causes of Burnout High Level of Demands vs. Low Level of Resources Pressure Cognitive Emotional Autonomy Support Coaching Leiter, M. P., Bakker, A. B., & Maslach, C. (2014). Burnout at work: A psychological perspective. New York, NY, US: Psychology Press.

According to Maslach and Leiter; Burnout occurs when there is a disconnect between the organization and the individual with regard to what they called the six areas of work life: workload control reward community fairness values

Overcoming Job Burnout

Strategies to Overcome Burnout The Three “R” Approach Recognize – watch for the warning signs of burnout Reverse – undo the damage by managing stress and seeking support. Resilience – build your resilience to stress by taking care of your physical and emotional health.

RECOGNIZE

RECOGNIZE Self-Assessment & Job Burnout Christina Maslach and Susan E. Jackson were the creators of the Maslach Burnout Inventory (MBI)- Human Services Survey. The tool was validated with people from the human health services and education field.

MBI Survey Activity #2

QUESTIONS

Debrief: How did it feel to fill in the survey? Was the result expected or unexpected? How does the result of the survey will impact the way you look at your job from now on?

https://www.pinterest.com/explore/stressed-meme/

Reversing Burnout

MOTIVATION

I have never, ever… Activity #3 1. Have a clear understanding of what you want to achieve. 2. Being able to concentrate for a sustained period of time. 3. Lose the feeling of consciousness of one's self. 4. Find that time passes quickly. 5. Get direct and immediate feedback. 6. Experience a balance between my ability levels, and the challenge. 7. Have a sense of personal control over the situation. 8. Feel that the activity is intrinsically rewarding. 9. Lack awareness of bodily needs. 10. Being completely absorbed in the activity itself. The Flow Model: Balancing Challenge and Skills. http://www.mindtools.com/pages/article/flow-model.htm

What is Motivation? Internal state that that induces a person to engage in particular behaviors. Two perspectives: It has to do with Direction, Intensity, and Persistence of behavior over time. Derives from a person’s wants, needs, and desires. Paul E. Spector, P. (2012). Industrial and Organizational Psychology: Research and Practice. Motivation

QUESTIONS

Activity #4 Extrinsic Rewards Current: salary, vacation time, _____________________________ Desired: flexibility with clock-in time for a week, ___________________________________________________________ Intrinsic Rewards (competency, knowledge, ability, growth) Current: Lead a new task, autonomy, ___________________________________________________________ Desired: given/developing a task that fits personal professional interests, ___________________________________________________________

Debrief: In your opinion, how beneficial was completing this exercise? How does the result will impact the way you look at your tasks from now on?

Reevaluate Goals and Priorities!

Activity #5 Develop a goal that both satisfy work deliverables and personal growth… _____________________________________________________________________________________________________________________ use SMART!

Resilience! Addressing Burnout, a daily process.

Flow Theory (Csikszenpmihalyi) FLOW Explained The Flow Model: Balancing Challenge and Skills. http://www.mindtools.com/pages/article/flow-model.htm

You now know when you're experiencing FLOW The following are 10 experiences that go with the state of being in flow: Having a clear understanding of what you want to achieve. Being able to concentrate for a sustained period of time. Losing the feeling of consciousness of one's self. Finding that time passes quickly. Getting direct and immediate feedback. Experiencing a balance between your ability levels, and the challenge. Having a sense of personal control over the situation. Feeling that the activity is intrinsically rewarding. Lacking awareness of bodily needs. Being completely absorbed in the activity itself. Remember that all of these factors and experiences don't necessarily have to be in place for flow to happen. But you're likely to experience many of them when flow occurs. The Flow Model: Balancing Challenge and Skills. http://www.mindtools.com/pages/article/flow-model.htm

How experiencing FLOW can address/prevent Burnout?

Preventing Burnout Switching OFF from work: Set boundaries. Leisure activities Detachment from work Rebuild energy Set boundaries. Take breaks from all the technology. Nourish your creative side. Learn how to manage stress. Practice staying in FLOW.

STAY IN FLOW!

Capacity Building Assistance THANK YOU! HANDS UNITED Capacity Building Assistance Latino Commission on AIDS 24 West 25th Street, 9th Floor New York, NY 10010  212-675-3288 cbadivision@latinoaids.org www.cbaproviders.org A member of the Capacity Building Assistance Providers’ Network

References: “A review and an Integration of Research and Job burnout” by C.L. Cordes and T.W. Dougherty. 1993. Retrieved from http://amr.aom.org/content/18/4/621.short Attending to and clarifying Value motivations predict burnout and intentions to leave among mental health professionals. Jasmin Jambrak, Frank P. Deane, and Virginia Williams. 2014. Retrieved from http://informahealthcare.com/doi/abs/10.3109/09638237.2013.869576 Baum, A. (1990). Stress, intrusive imagery, and chronic distress. Health Psychology, 9, 653-675 Employee Recognition Study. Badgeville online. (2013). Retrieved from https://badgeville.com/study-on-employee-engagement-finds-70-of-workers-dont-need-monetary-rewards-to-feel-motivated/ Freudenberger, H. & North, G. (1992). Burnout bei Frauen [Burnout in Women]. Frankfurt/Main Industrial and Organizational Psychology: Research and Practice , 6th Edition. 2012. Paul E. Spector. Job Characteristics Theory. Hackman & Oldham. 1976. Retrieved from https://sites.google.com/site/motivationataglanceischool/job-characteristics-theory Leiter, M. P., Bakker, A. B., & Maslach, C. (2014). Burnout at work: A psychological perspective. New York, NY, US: Psychology Press. Manager by Design. Retrieved from http://managerbydesign.com/2012/01/a-model-to-determine-if-performance-feedback-is-relevant-to-job-performance Motivation Theories. Retrieved from http://www.leadership-central.com/motivation-theories.html Maslach, C., Jackson, S. E., & Leiter, M. P. (1996).  The Maslach Burnout Inventory (MBI).  Third edition, Consulting Psychologists Press. As of 2010, the MBI is published and distributed by Mind Garden. Retrieved from  http://www.mindgarden.com/117-maslach-burnout-inventory Reward Systems & Employee Behavior: Intrinsic & Extrinsic Rewards.. Retrieved from Study.com website http://study.com/academy/lesson/reward-systems-employee-behavior-intrinsic-extrinsic-rewards.html The Flow Model: Balancing Challenge and Skills. Retrieved from http://www.mindtools.com/pages/article/flow-model.htm Vroom’s Expectancy Theory. Wikispaces. Penn State. Retrieved from https://wikispaces.psu.edu/display/PSYCH484/4.+Expectancy+Theory