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Employees’ Stress and Burnout Coursework

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Updated: Jan 13th, 2022

Introduction

Organizations depend on their employees to excel and propel their business endeavours into the future. Conversely, some issues prevent this mission from occurring. The issues of stress and burnout are evident in numerous organizations. Stress is a condition emanating when the body reacts to a given event. The body adjusts its mechanisms in preparation for the stressing variable. The situation is usually temporal but devastating when prolonged. Conversely, burnout is a consequential emotional and physical weariness/exhaustion emerging from stress and failures to attain some personal accomplishments. According to Hellriegel (2009), stress and burnout have numerous problems for both the employees and the organization following their devastating effects. This ranges from reduced employee morale to minimal productivity within the organization. Employees need to reduce their levels of stress and burnout for an organization to prosper.

Problems of burnout and stress to the organization and employees

One of the problems emanating from stress and burnout is the reduced productivity among employees and ultimately to the organization. Employees who suffer from these variables will register reduced performance within a given period. Since they are psychologically disturbed, the ultimate performance is minimized. Concurrently, output among the employees is always pegged on their physical and emotional preparedness (PHAC, 2012). If this provision is missing, the ultimate output per employee will similarly reduce significantly. Consequently, the organization will hardly achieve its previously set objectives and business ambitions. This claim indicates the alleged problems to both the organization and employees. It is crucial to consider such aspects before allowing stress and burnout to affect the entire organization. Relating individual performances to the ultimate productivity is a critical consideration (Hellriegel, 2009). Employees must perform exemplarily to be productive and excel within an organization.

Another astounding problem is the higher rates of absenteeism among employees who undergo stress and burnout. This might be on health grounds or emotional deprivation. Absent employees will not deliver to the company as expected. Additionally, they will reduce the periodic output of the organization concerned. This indicates how stress and burnout are devastating to both the organization and employees. Since employees might attain some health problems when the conditions extend, the organization will lose massively due to absenteeism among the concerned employees. It is vital to consider such impacts and prepare for them before they engulf the organization’s productivity. Another evident problem is the lowered efficiency among the workforce. Stressed employees will hardly perform their duties despite the efforts to do so (Kavitha, 2009). The efficiency with which the work should be done similarly reduces. Additionally, burnout victims will have physical and emotional exhaustion hence will be less efficient in their duties. Such instances indicate the alleged devastating effects of stress and burnout. The reduced efficiency among the concerned employees equally affects the involved organization in the realms of effectiveness and productivity.

Another evident problem is the deprived creativity and innovativeness among the concerned employees (PHAC, 2012). Organizations depend on the creativity of their employees to meet the emerging market demands, remain relevant in the market, and compete favourably with other contenders. Stress and burnout reduce the aspects of creativity among the concerned employees. Consequently, the concerned organization will suffer massively from such repercussions. It is crucial to consider such important factors within the organization following its ultimate relevancy within the market. Creativity helps in emerging with novel ideas and commodities within the market for extended customer satisfaction. Thus, deprivation of creativity is a serious problem for an organization.

Additionally, another effect of stress and burnout is reduced customer satisfaction. Stressed and physically/emotionally exhausted employees will not serve their clients with due attention. Consequently, customers will be less satisfied with the services provided. An organization might even lose customers from such grounds. A situation that merely started as simple stress might consequently lead to minimized customer satisfaction and reduced revenues. This indicates the impacts and problems of stress and burnout mentioned earlier in this paper. Another evident problem is the increased injury rates among the concerned employees (Kavitha, 2009). Notably, employees who operate machines are prone to injuries when they suffer from stress and burnout. This indicates why it is crucial to alleviate stress among employees to boost their morale and attention to their duties. This will eventually reduce the mentioned injuries. Workplace injuries will cost the company some financial losses in the realms of treatments and compensations. Besides this, the victimized employees will not perform their duties until they restore their health. These are problematic effects of stress and burnout as alleged earlier. Another concurrent problem is the increased property/equipment damages within the organization (PHAC, 2012). Stress and burnout victims have increased chances of damaging equipment thus distracting the company’s operations.

Conclusion

Stress and burnout are devastating variables to both the employees and the organization. They reduce the performance of employees and the subsequent productivity of the organizations. There are numerous problems associated with the two provisions as indicated earlier. The aspects of efficiency, absenteeism and deprived creativity are serious problems fronted by the alleged stress and burnout. Conclusively, employees must minimize and manage their stresses and burnouts to avert the damaging impacts.

References

  1. Hellriegel, S. (2009). Organizational Behavior. Ohio, OH: Cengage Learning.
  2. Kavitha, G. (2009). Occupational stress and coping strategies. New Delhi: Discovery Pub. House.
  3. PHAC. (2012). . Web.
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IvyPanda. "Employees' Stress and Burnout." January 13, 2022. https://ivypanda.com/essays/employees-stress-and-burnout/.

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IvyPanda. 2022. "Employees' Stress and Burnout." January 13, 2022. https://ivypanda.com/essays/employees-stress-and-burnout/.

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IvyPanda. (2022) 'Employees' Stress and Burnout'. 13 January.

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