Burnout is an unpleasant and dysfunctional condition that both individuals and organizations would like to change. Job burnout is a consequence of the perceived disparity between the demands of the job and the resources (both material and emotional) that an employee has available to him or her. The factors influential on burnout have been indicated in many studies over the years. Burnout has many negative effects on organization as well as on individual. Cynicism, job dissatisfaction, low organizational commitment, and quitting the job can be mentioned among the most important effects on organization. There are certain ways of preventing burnout. However, one needs to notice burnout in the first place in order to put into practice all these methods. In this regard, the first signs indicating the emergence of burnout are of vital importance. Colleagues, chiefs or subordinates may help an individual notice these signs. However, what is ideal is an attempt by organization to keep burnout under control consistently through an advanced detailed program, and to intervene through certain preventive methods when required. Finally, different methods are suggested for decreasing the burnout levels of employees.
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