Letting Go

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Rang_2015

This document discusses factors related to burnout in the workplace. It identifies exhaustion as a symptom rather than a cause of burnout. Burnout is described as a form of alienation from one's work. Various factors are listed that can contribute to feelings of alienation, including meaninglessness, powerlessness, and isolation. The document also contains a questionnaire to assess one's risk of burnout. It asks questions about job content, leadership, and the organization to gauge perceptions in areas like advancement opportunities, workload, communication, and mission clarity. The conclusion asks leaders what they are willing to let go of at an upcoming event.

Entertainment & Humor

LETTING GO
POPCORNED BY DEY DOS
known
of the

The source of burnout is
the individual who
experiences it!
HOW DO I LET GO OF
WHAT CAUSES IT?
Y

EXHAUSTION IS
SYMPTOMATIC RATHER
THAN CAUSAL
Burnout is primarily an
outcome of physical,
psychological, and emotional
exhaustion

Burnout is actually a
form of alienation
from one’s work.
(Kohn, 1976; Seeman, 1959, 1975; Warley, 1983)

? Boredom
? Upward Communication
? Decision Influence
? Growth Opportunities
? Personal Control
? Remuneration
? Task Identity
? Task Responsibility
WORK CONTEXT FACTORS
? Task Significance
? Skill Variety
? Specialized Skills
? Leader Support
? Work Load

? Leadership Effectiveness
? Planning
? Clarity of Policies and Procedures
? Organizational Philosophy/Mission
ORGANIZATIONAL FACTORS

? Meaninglessness
? Cultural Estrangement
? Powerlessness
? Social Isolation
? Work-Activity Estrangement
? Worker Alienation
ALIENATION FACTORS

Your results…
ARE YOU ABOUT TO
BURN OUT?
D

? Do I perceive opportunities for advancement from my current
position? How do I view my opportunities for personal growth?
? Do I feel indifferent or excited about my work?
? Does my work have meaningful goals and a significant influence on
others?
? Does my job provide me with a sense of responsibility? Does it
include a reasonable work load?
? How satisfied am I with the value I get as return for the work I do?
? How much autonomy and power do I have to get things done?
? What visible outcomes do I see in my work?
? How do I perceive my activities and tasks?
PERCEPTION OF JOB CONTENT

PERCEPTION OF IMMEDIATE
LEADER
? Do my leader and I communicate openly?
? Do I receive appropriate feedback from
my leader(s)?
? Does my leader support me in my work?
? Do I respect my leader(s)?

PERCEPTION OF THE
ORGANIZATION
? How well and how clearly does AIESEC in India
put forth its philosophy or mission?
? Does planning take place and does it occur at all
levels of the organization so that all members
are involved?
? Are AIESEC in India’s policies and procedures
clearly articulated?
? Is AIESEC in India’s leadership effective in
accomplishing its goals and objectives?

As leaders of AIESEC in India…
what are we willing
to let go off at
npc2015?
V

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Letting Go

1. LETTING GO POPCORNED BY DEY DOS known of the

2. Once again… IT’S QUESTIONNAIRE TIME! D

3. The source of burnout is the individual who experiences it! HOW DO I LET GO OF WHAT CAUSES IT? Y

4. EXHAUSTION IS SYMPTOMATIC RATHER THAN CAUSAL Burnout is primarily an outcome of physical, psychological, and emotional exhaustion

5. Burnout is actually a form of alienation from one’s work. (Kohn, 1976; Seeman, 1959, 1975; Warley, 1983)

6. ? Boredom ? Upward Communication ? Decision Influence ? Growth Opportunities ? Personal Control ? Remuneration ? Task Identity ? Task Responsibility WORK CONTEXT FACTORS ? Task Significance ? Skill Variety ? Specialized Skills ? Leader Support ? Work Load

7. ? Leadership Effectiveness ? Planning ? Clarity of Policies and Procedures ? Organizational Philosophy/Mission ORGANIZATIONAL FACTORS

8. ? Meaninglessness ? Cultural Estrangement ? Powerlessness ? Social Isolation ? Work-Activity Estrangement ? Worker Alienation ALIENATION FACTORS

9. Your results… ARE YOU ABOUT TO BURN OUT? D

10. ? Do I perceive opportunities for advancement from my current position? How do I view my opportunities for personal growth? ? Do I feel indifferent or excited about my work? ? Does my work have meaningful goals and a significant influence on others? ? Does my job provide me with a sense of responsibility? Does it include a reasonable work load? ? How satisfied am I with the value I get as return for the work I do? ? How much autonomy and power do I have to get things done? ? What visible outcomes do I see in my work? ? How do I perceive my activities and tasks? PERCEPTION OF JOB CONTENT

11. PERCEPTION OF IMMEDIATE LEADER ? Do my leader and I communicate openly? ? Do I receive appropriate feedback from my leader(s)? ? Does my leader support me in my work? ? Do I respect my leader(s)?

12. PERCEPTION OF THE ORGANIZATION ? How well and how clearly does AIESEC in India put forth its philosophy or mission? ? Does planning take place and does it occur at all levels of the organization so that all members are involved? ? Are AIESEC in India’s policies and procedures clearly articulated? ? Is AIESEC in India’s leadership effective in accomplishing its goals and objectives?

13. As leaders of AIESEC in India… what are we willing to let go off at npc2015? V

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Letting Go

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