Introduction
Occupational stress and burnout has been of serious concern to the management employees and stakeholders of an organization. Occupational stress and burnout researchers approve that stress is a staid problem in most organizations around the world. The cost of occupational stress is exceptionally high in many organizations. For example, the International Labor Organization (ILO) gave a report that inefficiencies arising from occupational stress may cost up to 15% of an entire country GNP (Cooper et al, 2001). At a personal level, occupational stress may lead to increased mortality and morbidity. Occupational stress is defined as the perception of a discrepancy between environmental demands (Stressors) and individual capacities to fulfill the demands. Long-term workplaces stressors, on the other hand, cause burnout, and the characteristics of its effect include exhaustion, inefficiency and depersonalization. Stress is a responsive reaction posed by an individual towards a situation. Every person reacts differently towards stress, and this makes it difficult to deal or cope with it in a situation. Stress and burnout reactions not only affects an individual or employee but also affects the organization output, as well. This is because most organizations rely on human labor to foster or increase their productions. Stress and burnout increases absenteeism, turnover rates, decreased production within an organization and finally, health issues towards employees.
What Causes Stress and Burnout in organizations?
Various factors are responsible for stress and burnout among employees. First, a high work overload would cause stress and burnout. This means that an employee has to work more than he/she can handle. Second, high expectations from the firm or authoritative figures may cause stress towards an employee. This is because much may be expected from the employee, and he/she may fail to deliver. The tension the employee is put through may lead to stress and finally burnout. Third, the working environment may also cause stress and burnout. If the environment is filthy, stuffed, lacks air-conditioning and crowded, there are high chances that an employee may become a subject to stress and burnout. This is because the working environment is an essential figure in contributing to either the employee’s success or failures. It is the place where an employee feels compatible and comfortable to work. In the event that this lacks, it puts the employee under high levels of pressure. This, in turn, leads to stress and burnout.
Effect of Stress and Burnout on the Employee
The effects of stress and burnout on the employee are vast. First, the employees’ health may deteriorate. He/she may become subject to high blood pressure, seizures and other stress related conditions. When an employee’s health suffers, the next thing that happens is that he/she provides poor quality of work. A once productive employee would turn to be a poor productive employee. This is because of stress related issues. Thirdly, it leads to absenteeism from work. If an employee cannot efficiently handle the work required of him/her, one opts to take leaves and off-sick permissions. This leads to absenteeism in the organization. Stress and burnout also lead to high employees turn over in an organization. Many employees opt to leave or resign at their work places if the pressure becomes too much. This is only logical since no one would prefer to work in an environment that would deteriorate his/her health. It would be better if one leaves the organization and find another place to work. Finally, stress and burnout also leads low, work morale among employees (Cooper et al, 2001). When an employee is under constant pressure, and stress, the effect is that his/her self-esteem becomes low. This leads to a low working morale. The zest and energy one had disappeared and instead turns to low morale.
Effect of Stress and Burnout on the Organization
It is well known that most organizations and firms rely mostly on human labor and efforts to determine their output. If employees, staff or personnel are affected, then the organization production falls enormously. The output of an organization falls and it starts producing low quality. This, in turn, leads to low levels of profit realized. Poor quality production also means that the firm may lose it customers or consumers. When an organization loses their customers, the image of the organization also deteriorates (Maslach & Leiter, 2008).It registers a low marginalization input and profit threshold. This may lead to stakeholders abandoning the organization
Conclusion
The effects of stress and burnout not only affect the employees but also the organization. It leads to low turnover of employees and demoralization of employees. It also leads to the output of the organization to fall, and the image of the organization to tarnish. However, there are preventive measure that could be taken to reduce stress and burnout. This includes things such as the organization fostering superb employee relationships. It would also help if employees have a say in the managing and running of the organization. This provides a forum where employees may express their feelings and opinions about the company or firm. This goes a long way into reducing the effects of stress and burnout.
References
Cooper, C. L., O’Driscoll, M. P., & Dewe, P. (2001). Organizational stress: A review and
critique of theory, research, and applications. Thousand Oaks, Calif: Sage.
Maslach, C., & Leiter, M. P. (2008). The Truth About Burnout: How Organizations Cause
Personal Stress and What to Do About It. Hoboken: John Wiley & Sons.
