Employee Burnout Responses

Employee Burnout Responses

Student 1

Hello Brian. Indeed it is true that regardless of your workplaces or the position that one occupies in an organization employee burnout is a shared phenomenon in workplaces. The aspect of employee burnout is always felt by the individual employee and in some cases, the employer is often oblivious of the ordeals that contributes to the instance. Therefore, just as you have suggested, effective communication of issues between an employee and those in the management hierarchy could mark the first step of an employee in addressing the burnout phenomenon (Shirom, 2010). However, I would suggest that the self-care intervention measure you have proposed should revolve around one engaging in physical activities that would be essential for their physical and cognitive developments.

References

Shirom, A. (2010). Employee burnout and health. Contemporary occupational health psychology, 59-76.

Student 2

Hello Benjamin. Monotony in workplaces is one of the significant contributors of employee burnout in workplaces. Continuous and repeatedly carrying out the same task or working on the same desk could open a can for boredom that would subsequently metamorphose into burnout in the long term (Maslach, C., & Jackson, 1984). However, I am still of the opinion that employers such as the supervisors and individuals at the management helm should assume a bigger role of preventing employee burnout. The organization policies are always the major causes of employee burnout and such development calls for the need for them to set realistic targets for their employees without subjecting them to unpleasant pressure..

References

Maslach, C., & Jackson, S. E. (1984). Burnout in organizational settings. Applied social psychology annual.