tesina sul burnout, titolo: ' THE BURNOUT', Esercizi di Psicologia del Lavoro

Scarica tesina sul burnout, titolo: ' THE BURNOUT' e più Esercizi in PDF di Psicologia del Lavoro solo su Docsity! THE BURNOUT The academic interest in the concept of burnout was born in the 70s, in response to a social need that mainly involved social and health workers, the American psychologist Herbert Freudenberger introduced the term to define the emotional stress of nurses forced to interface with colleagues and patients for long periods. The term "burnout" is a term of English origin which literally means "burnt", "exhausted" or "burst", the person who experiences this condition feels emptied of all energy, as if the flame inside had completely consumed . One of the major scholars of this syndrome is the psychologist and scholar Christina Maslach, who defines it in these terms: “Burnout is a syndrome characterized by emotional exhaustion, depersonalization and reduced personal and professional effectiveness. It represents an erosion of personal commitment and investment in work, such that the very aspects of work, initially regarded as meaningful and challenging, become unpleasant, unrewarding, and meaningless.” Burnout is a severe form of chronic stress, which causes psychophysical and emotional wear and tear, characterized by three components: • depersonalization: also called "cynicism", it is a negative attitude towards one's work; • emotional exhaustion: emotions dry up and the previously maximum involvement decreases; • sense of reduced personal and professional effectiveness: the individual has the perception of no longer being able to use his or her abilities to achieve work (and non- work) goals. Burnout has been considered a syndrome since May 2019, it has been recognized as a "syndrome" by the World Health Organization which defines it as an "occupational phenomenon" resulting from poorly managed chronic stress, but specifies that it is not a disease or of a medical condition. Burnout occurs gradually, in its evolution there are 4 stages: 1. The first phase is characterized by "idealistic enthusiasm": the worker feels motivated by his career choice and creates high and not very realistic expectations of "omnipotence" 2. in the SECOND PHASE, also known as "stagnation", the subject continues to work, but realizes that his work does not fully satisfy him and the results of his work efforts begin to appear inconsistent. Pagina di 1 4 3. the THIRD PHASE is characterized by deep frustration: the worker begins to believe that he is no longer able to help anyone. In this phase the frustrated subject could implement aggressive attitudes towards himself or towards others or attitudes of escape and withdrawal 4. the gradual emotional disengagement, resulting from frustration, with the transition from empathy to apathy, constitutes the FOURTH PHASE, during which we often witness a real "professional death". According to a survey, 85% of Italians suffer from stress-related disorders. Individuals who experience this condition tend to escape the working environment, absenting themselves more and more often and working with less and less enthusiasm and interest. They also tend to experience frustration and dissatisfaction, as well as reduced empathy for the people they are supposed to care for. The burn-out syndrome is characterized by a rapid decline in psychophysical resources and a worsening of professional performance. Burnout almost never occurs suddenly, but is the result of a gradual process that develops over time. At the beginning, the worker has to support the tasks that are assigned to him with commitment, in order to maintain his own performance capabilities. However, the heavy workload associated with few rest phases can result in real psychic exhaustion. Solutions for burnout syndrome involve three different prevention and intervention strategies, each with a different focus. - Primary prevention: aims to eliminate or modify stress factors in the workplace, to reduce the incidence of burnout cases. - Secondary prevention: the aim here is to help people manage workplace stressors, with the aim of reducing the prevalence of occupational stress. - Tertiary prevention: deals with those who have already exhausted their personal resources to cope with stressful situations and are already suffering from some form of stress. The goal in this case is to bring the person back to a state of homeostasis (internal balance). It is important to bear in mind that the interventions envisaged in the event of Burnout envisage an approach both at an organizational level and at an individual level because the syndrome derives both from the characteristics of the person and from those of the working environment. For this reason it is not enough to act on the person's symptoms to make them feel better but it is also necessary to analyze the organizational situation and implement appropriate corrective actions in relation to the sources of stress, according to an interactive model. Pagina di 2 4