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Burnout: The Mechanisms Of Challenging Behavior

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Proposed Title page Investigating Burnout and work-related stress of staff working with people with intellectual disabilities: The mechanisms of Challenging Behaviour There is a growing trend in research that aims at emphasizing the importance of support for staff working in applied social care setting. Using a cross-sectional survey design we anticipate establish or falsify the relationships between challenging behaviour and burnout, when taking to consideration staff’s emotional reactions to challenging behaviour, self- efficacy, behavioural causal beliefs and psychological flexibility. Despite the negative consequences of work-related burnout and tactics of prevention, little research tried specifically targeting the topography of Challenging Behaviour to Burnout and possible negative consequences of psychological distress associated with it. The results should assist organisations to ascertain whether interventions altering the perceptions of challenging behaviour are way of decrease work-related burnout in an applied social care setting. …show more content…

This feeling of this strain was called burnout by Maslach (1993), who suggested that individuals should avoid emotional exhaustion, depersonalization and reduced personal accomplishment at work. The concept itself emerged from care-giving and service occupations due to common consequence of atypical stress reactions to challenges at work created by emotionally overwhelming situations between care provider and client behaviour (Maslach, Shaufeli & Leiter,

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Feelings of job dissatisfaction and burnout are not exclusive to social workers involved with the welfare system; in our profession, it is an issue that can be faced in any area, including clinical practice. It is easy to get stuck in feelings that one is not making progress with a certain client and feel demoralized as a result. The three concepts focused on in this article to avoid burnout when interacting with the welfare system can also be applied to clinical work. For instance, one can remind oneself that they are needed by the client. Even if the worker does not feel like s/he is being productive, the client keeps seeing him/her, which means that the client still feels s/he needs the help of the worker.

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Research around the topic could help to elicit novel ideas and solutions, and hopefully success in initiating a debate around the issue. The result hypothesis regarding the number of incidents of challenging behaviour may assist in plotting possible discrepancies between organization and personnel. The suspected relationship might highlight the importance of communication process between the organization and staff working with intellectual disabilities as well as the perception

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“The principle of affected interests has particular relevance to social policy and to the models of policy-making” Brad and McKenzie (2010 .128). Just as Brad and McKenzie (2010) cite as an example of” most parents who are deeply concerned about the well-being of their children to the point of becoming active participants in the School Board meetings, daycare centers, or community recreation centers”…,( ) a more inclusive and anti-oppressive approach will give the frontline workers as well as clients’ guardians or parents and clients who have the “personal choice and competence” the opportunity to be involved in policy making process that affects them. (p.128). Brad and Mackenzie (2010), continued to substantiate their claims by quoting Dal (1970) who posited that “Everyone who is affected by decision of a government should have a right to participate in that government” (128). Working with people with developmental disabilities, has made me understand that frontline workers, in most cases, due to their direct engagement with clients, seem to be having a better understanding of each other than the management, who in this case is more of an outsider than

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Burnout is a syndrome which affects all individuals from both the personal as well as professional level regardless of occupation. Over the years the understanding of burnout has been constantly modified, and for the most part it has been considered as a phenomenon which affects members of many professions not only those of the human service professions, due to burnout is described as a crisis between the relationship of an individual with his or her work in general (Chirkowska-Smolak & Kleka, 2011). Academicians routinely spend many strenuous hours doing countless tasks which involves reading articles, writing for a journal, publishing, lecturing, and solving

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Active support has been trialled in different settings with people with severe learning difficulties and has been successful in encouraging participation in everyday tasks, not just ‘big’ one off activities such as visiting theme parks and going to the seaside. This model implements a more independent view to involving people with learning disabilities in an ‘ordinary life’. Inactivity, boredom and lack of interaction for people living in care homes with intellectual disabilities significantly reflects the enthusiasm and performance of staff (Landesman-Dwyer,Sackett, & Kleinman, 1980; Rice & Rosen, 1991). Staff mediate access to, and use of, the opportunities presented by the home and community through the way they provide help and encouragement.

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This is a summary of the article by Marshall, K., Coiffait, F., and Willoughby-Booth, S. (2013) ‘Assessing distress in people with intellectual disabilities’ Learning Disabilities Practice.16(3), pp. 26-30. • The article is a research on how distress in people with intellectual disabilities are assessed with the use of assessment tools and the treatment offered. • The assessment criteria use in measuring distress of people with intellectual disabilities does not give an accurate diagnoses hence people with intellectual disabilities are left at the risk of psychological and emotional distress than the general population. • The extent of this problem is not known because of the heterogeneity of the population of people with intellectual disabilities

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Thus, becoming burnt-out or overwhelmed in the position of a caregiver can be very easy. In this paper, the emotional inventory and burnout inventory will be reflected upon, a plan to combat

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previous research has confounded age with work experience, and levels of burnout have therefore been assumed to depend on early or late stage in the career, rather than on age (Maslach et al., 2001; Schaufeli & Enzmann, 1998). The two trajectories with highest levels of burnout were defined by a greater share of young persons (under 25 years of age), who did not have own children, and who reported high levels on health-risk factors like performance-based self-esteem, negative affectivity, depressive mood, alcohol consumption, stress from choice of occupation and who felt unprepared for working life. In contrast, individuals defining the two trajectories with lowest levels of burnout were often older (over 35 years of age), had own children,

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Scope of the Problem One research study on compassion fatigue and burnout found that “burnout has been more closely associated with systemic stressors in the work environment (Malachi, 2003), and compassion fatigue has been associated with the demands of interacting with traumatized clients (Figley, 1995) and with the number of hours spent providing them with therapeutic services” (Kassam-Adams, 1999; Flannelly et al., 2005). Social workers that work with traumatized clients and spend more hours working with clients is a key factor that contributes to compassion fatigue compared to work-settings and other factors that contribute to burnout. “However, certain personal resources were even stronger predictors of burnout. Compassion satisfaction,

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LITERATURE REVIEW This chapter will be an in-depth review of the literature around the research question which is ‘An exploration into the experiences of staff who work with people with intellectual disabilities that present with challenging behaviours’ whilst focusing on the main concepts and methods that are already in place. The terms ‘intellectual disability (ID)’ and ‘challenging behaviour’ will be defined and discussed as to how it is perceived by staff working in the area of intellectual disability. Contributing causes and triggers to challenging behaviour will also be investigated within this chapter. The techniques and coping mechanisms used by trained staff within organisations will be examined and how the trained staff, use these

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(Beehr & McGrath, 1990) What is burnout? Job burnout is a syndrome in response to continual interpersonal stressors. There are three main indicators leading to job burnout. Overwhelming fatigue, negative feelings (detachment from the job) and lack of achievement.

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(Khan, 2014). There is a scientific study conducted showing the results of burnout and tiredness in your people working in caring services and results are obvious. The demographics section consisted of ten questions that were pertinent in nature to the students who attend California State University San Bernardino School of Social Work. The questions were designed to provide maximum identification of participants who may be impacted by burn out and/or compassion fatigue. As a result, care to the dying is a particularly demanding role that requires nursing skill and necessitates nurses to have insight into their personal beliefs about death and dying.

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Theoretical Framework In this research, I adopt the definition and study done by Christina Maslach and her collegue (Maslach & Jackson, 1981). They define the burnout as work-related phenomenon which causes the continuous mismatch between a person and their environment. The pastors do not choose the career as pastors but it was the “call of God” that has brought them to that vocation. The pastors are trained to teach, preach and interpret the scripture yet they lack the training on the interpersonal skills as well as organizational skills to cope with the social demands.

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Burnout in the workplace can happen when people experience physical, psychological, and spiritual fatigue (Bethel, 2017). Burnout can happen when people over-work themselves, work with the wrong type of people, and even when they are in the wrong career path. How can you deal with burnout? Depending on the type of person, dealing with workplace burnout can be dealt with in many ways, such as, change of career, or promotion. Just that change of location or responsibility could lead someone to be rejuvenated, and refocus them on the career they are working in.

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Compassion fatigue and burnout have a synergistic relationship (Gentry, et al, 2002). Burnout originally described by Freudenberger (1975) occurs when a person becomes both physically and mentally exhausted due to continually experiencing high demand and stressful situations. The symptoms and presentation of this condition varies from person to person (Freudenberger, 1975). Burnout is related to the work environment, with chronic occupational stress resulting in diminished job satisfaction. Burnout usually involve general work stress (long hours, high caseloads) but which however can result in exhaustion and decreased sense of accomplishment at work (Hyden, et al, 2015)

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