Vacation Time and Employees Burnout

Table of Contents

Determining the Employee Burnout
Time of Vacation
Justification of the Recommendation on Employee Burnout
Employee Burnout Influence on the Company
References

Determining the Employee Burnout

Of course, the vice-president should remember that employee burnout can be caused by the lack of vacation time. Still, it is also critical to pay attention to such factors as the frequency of working long hours, amount of appreciation and recognition, employee satisfaction, monotonous activities, challenge and mental stimulation of the job and duties, nature of expectations, internal working environment, and amount of resources available on the everyday basis (Greenwood, 2016).

Trying to find out if the members of the staff suffer because of the burnout, the vice-president should ask the managers to conduct an anonymous survey. They can maintain it online to streamline the process and make it easier to analyze the data. The survey should focus on employee satisfaction and their feeling of engagement. The majority of the questions should have already short answers offered, such as agree or yes. Still, free-form text boxes are needed for the personnel to include their wishes and requests.

Time of Vacation

Considering that the null hypothesis deals with the vacation that lasts less than 1.4 weeks, the alternative one would include vacation of no less than 1.4 weeks. As the t-value is 2.93, it is not close to zero, which means that the null hypothesis is likely to be disproved. At the same time, a p-value is close to zero, which means that there is no significant difference (Runkel, 2015). The hypothesis test urges to disprove the null hypothesis and proves that the staff members have more than 1.4 weeks of vacation.

Justification of the Recommendation on Employee Burnout

To prove the president that the provided recommendation on employee burnout is reasonable and useful, the vice-president should reveal the reports that deal with absence rates. If they are high, the burnout is likely to be faced. He can also discuss the size of the organizations workforce and the activities that are to be maintained. The vice-director is to explain that if an employee is in charge of a wide range of duties, one is not likely to cope with the pressure.

Moreover, in this way employee performance reduces greatly. It may also happen that the organization has too many staff members. When they have nothing to do during working hours, employees often lose motivation and enthusiasm. The vice-president can encourage the president to alter the structure of the organization. In this way, employee morale can be improved. The workers should be rewarded for the accomplishment of complicated tasks. If this aspect is not taken into consideration, the organization is likely to face employee burnout. Recognition and incentives should be emphasized when dealing with employee burnouts. Rotation of staff can also be beneficial as it will make the working process more vibrant.

Employee Burnout Influence on the Company

The majority of the professionals consider that employee burnout is one of the most critical issues that have an adverse influence on the organization and its performance in the market. Very often it leads to the inefficient outcomes and production of products and services of poor quality. When the employees fail to have enough time to rest and take less than 1.4 weeks of vacation they tend to face burnout, become unmotivated, and frustrated about their work.

Such mood can easily spread throughout the organization and not only affect performance but also lead to the range of dismissals. The company can be negatively influenced by job withdrawal and other things such as poor productivity or dissatisfaction with a job (Paiva, 2013). Moreover, personnel conflicts may become more often, which can lead to high employee turnover and a lack of skilled and knowledgeable workers.