Burnout is regarded as a type of job stress involving physical, mental, or emotional exhaustion. It can also be considered as depletion of motivation and energy, a loss of occupational competence and a feeling of exploitation. Since burnout affects the professional idealism of an individual, employer, government, and the society have an obligation to reduce the rates of burnout. Employers can make clear working objectives to provide a sense of purpose and direction. Toker and Biron (2012) noted that they can also develop better job descriptions that clearly define, stipulate, and distinguish roles. Lastly, they can promote effective work-life balances. The government on its part should develop favorable labor-related laws and policies that avoid exploitation and ensure that employers only work within the mandated timeframes. The government can sponsor programs that aim at relieving potentially burned-out patients to regain their viability. The government can also create more holidays to ensure that employees have a time-out from their work. Lastly, society should strive to create an enriching and motivating culture that appreciates the role of its workers.
Employees also have an essential role in mitigating their chances of experiencing burnout. Employees should engage in practices that promote well-being such as exercises, meditation, and relaxing. Such interventions are vital because they assist in lowering the stress levels. Employees should also know when to engage and disconnect from work. Many people suffer from burnout because they do not understand when to stop doing their job. Monotasking is an essential way of preventing burnout because it ensures that the worker focuses on one line of duty. On the contrary, multitasking requires extensive physical and psychological input thus leading to fatigue at a faster rate (Rössler, 2012). Employees must remain aware of their stressors within the job setting. They can keep a journal which records the stressors and the appropriate reactions that follow. Lastly, workers must engage in open communication and air out their grievances that might result in stress and fatigue.
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References
Rössler, W. (2012). Stress, burnout, and job dissatisfaction in mental health workers. European Archives of Psychiatry and Clinical Neuroscience, 262(2), 65-69.
Toker, S., & Biron, M. (2012). Job burnout and depression: Unraveling their temporal relationship and considering the role of physical activity. Journal of Applied Psychology, 97(3), 699.
