burnout syndrome or burnout syndrome appears to ongoing response to stress. Due to high emotional demands, work overload, few rewards (no social recognition, self-perception of low salaries, the low incentive), little social support and low job control.
The main symptoms are tiredness, loss of capacity for a good time, emotional coldness, lack of concentration, anxiety, helplessness, apathy, hostility, mood swings, impaired relationships, symptoms psicopsomáticos (hypertension, frequent infections, allergies ..), translated in response depersonalization interpersonal cold, negative attitudes, lack of collaboration on assignments, among others.
syndrome mental fatigue wear is due to cognitive processing of tasks requiring a lot of information. The main symptoms include decreased attention, memory impairment, reduced capacity analytical errors increase, insomnia, increased coffee consumption - snuff - tranquilizers.
These definitions were provided to workers in a hospital in the context of a prevention course occupational hazard. Conclusion: Most of the workers was reflected with these symptoms and began to worry. How can it be that a percentage as high for workers suffering from these symptoms? Once you know the problem and discussed with other health workers saw that they too were suffering from these syndromes, therefore, was not a problem of that particular institution, but an entire sector. But commenting on the case with other professional collective boxes observe that the issue was more universal, not focusing only on employees health.
Why are we here?
When I went the master of hospital management, the human "resource section, we explain some theories that seemed the most consistent and effective. Once in real life I can see that there is a daily application of these theories. Managers and executives of the companies have made these courses, so what is wrong? In my opinion the fault lies in economic issues, principally those that should apply not know how. Mention here again that those in headquarters are not trained for it, is redundant. Often these charges are allocated to finger, based on friendship, political contacts and resumes expressed by many titles but little competition.
To satisfy both employees and the organization must be able to control from the idea that there are friendships that are worth and never will take decisions to everyone's taste. Same with the search for motivation to pursue the job. There are employees who need to have some autonomy when performing their tasks, while others require continuous monitoring. At first they stressed the monotony and lack of decision-making. In the latter stresses are not having the road marking and decide for themselves. It is the task of good personnel managers identify which group it belongs to each employee and act accordingly. We also found different scales of values \u200b\u200bto compensation the tasks performed: some people prefer quality of life, ie work hard on working hours and not have to work overtime, and if they do, compensation time, other people prefer to focus their efforts on making money, so any compensation should be based on the coin, another group of people prefer public recognition, others in in-kind compensation, etc ... Returns to management work, identifying the reasons for each worker and apply within the boundaries marked. This lack of personalization in dealing with the employee which implies that in the long run these symptoms appear. The current managers do not want spend time or money on these Memec they were taught in business school. Some managers they can not just try it for lack of jurisdiction.
Another issue that touches a chord with a lot of workers are the differences between empl eados without cause objective. Some people do not stick or stick at work but they know very well disguise. Others are no better than their peers but are sold wonderfully, speak with technical words apply not know but then always have the last word and demonstrate safety based only on the fact that others believe best. There are employees who work non-stop and do well the tasks but as it is sold or point out, they go unnoticed. All this implies that managers give better treatment to workers who do not really deserve it, thank God often the minority, and the rest will gradually depressed, losing all faith in mankind. It is the job of managers to properly analyze the behavior of their workers and not be swayed by false appearances and rally.
In the hospital where I work, burnout and mental fatigue are reaching limits too high. We have released a new building but keep old traditions and that is a glaring fault. The number of patients has increased and budgets instead (due to the crisis) is have maintained or even decreased. This has led to more workload for each worker, and more lawlessness, as the old organizational traditions are not applicable to the new hospital. With the story of the crisis has not made decent contracts and there are plenty of workers (mostly nurses) who live wrong to renew contracts sometimes daily, working only on weekends and over being treated like garbage for being the last to arrive (although many of them have years and years plugging holes in the center). The problem is not that jobs are temporary and therefore not create the final places (because these positions are needed and has been shown that an indefinitely). The problem is that not While the legislation applies, or applied scams (legal, of course) and representatives of the workers are blind eye or are not aware.
There is a crisis, and thank heaven that you can work!
CONCLUSION: The result of all this are some burned employee who did not give everything at work, angry customers, complaints, high in the department of customer service, bad manners and complaints to the worker in the form of verbal or physical, that increase worker enfando, thus closing the vicious circle. The result is an increase in pathologies that involve a high rate of absenteeism (depressions, back pain, colds that had not needed to stay home, malignancy, nonspecific abdominal pain, etc. ..) which alleviates garbage contract overloading of new workers or the survivors. In the long run leads to increased costs and reduced efficiency!! The result is a lack of cooperation of the employee with the manager that translates into a non cumpimiento and often target business closures. The overall result is still a brutal economic crisis has suddenly appeared and nobody knows when it will disappear.
patience and luck to all!
Postscript: In hospitals, many objectives are met by the collaboration of workers and often prevents the setting aside operating theaters at the expense of pelarnos with peers, provide services after hours, make small traps unknown anticipate significant evidence that we do not eat to finish medical assistance, work double if you need someone who is sick because there is nobody who can replace, etc. Managers and service managers are lucky that we are altruistic .... but little by little, this flame is off, and when altruism disappear altogether and really start to behave like officials .... the chaos of health going to be really clear.
