Sourcebook of Social Support and Personality †MyAssignmenthelp.com

Question: Discuss about the Sourcebook of Social Support and Personality. Answer: Introduction: The ultimate motive of every individual in this world is to survive and exist on their own. In order to fulfill this requirement, it is essential for people to work and earn money to survive (Nickell, Rollins Hellman 2013). People give maximum importance to their work and it through work that all their needs and necessities are met. Individuals try and deliver the best of the performance so that they can succeed in the workplace and climb up the ladder of professional life faster. The modern work environment is much target oriented and it depends on the performance of the people as to how much will they progress in their work space. The amount of pressure in the workspace is increasing every passing day as the demand of services and products are constantly on the rise (Siegrist 2016). The pressure that is exerted on an employee is something that creates a lot of stress on the employee base and may in return disturb the overall balance of life (Khamisa et al. 2015). The word burnout generally means the stage when something was burning before and slowly diminishes due to lack of fire inducer. Burnout is a word that refers to a stage in the life of an employee when the desire to work and cope with the stress keeps getting reduced (Schaufeli, Maslach Marek 2017). Burnout refers to the stage when the fire that was burning in an individual to work for an organization stops burning due to the lack of resources that could keep the fire burning. Basically, it is an idea where an employee no longer feels motivated to work for an organization and the production of the person takes a dip. The possible reasons for such degradation in the performance can be excess stress in the organization or the lack of motivation for the person in the company. There should always be reasons for an individual to work harder and perform to the best of capacities, the moment such reasons cease to exist it is seen the employee faces a stage of burnout. The burnout is a process that leads an employee to feel de-motivated and reduces the efficiency of performance on the employees part (Wang, Hall Rahimi 2015). The psychological status of the employee remains a major concern for those who face the issue of burnout. The phenomenon has kept increasing in the recent period as the organizations these days have greater targets to achieve and in order to do that the more pressure is exerted on the employees. The pressure cannot be handled by all and hence they face burnout and feel de-motivated, their desire to work decreases and they tend to shift from the job. Burnout has greater impact on the physical and psychological status of the employee and it can often be seen that people become indifferent to their personal lives and hence the ultimate work life balance is also disturbed. The organizations need to make sure that an employee gets time for living life with family and for the self; it is to be realized by the organizations that people can only perform better when they get the chance to live their life after finishing a days hectic work. The present state of burnout is quite low and hence it can be said the job is actually not stressing out. The main reasons for burning according to the self assessment test has been found that the lack of time management and the inability to acknowledge stress at the right moment. The inability to work in the morning and the feeling of being drained in work has been an issue that has been reflected by the self assessment test. Such issues lead to the individual being fatigued and unable to concentrate on the entire work process. It is to be understood that the people who face burnout in excess amounts are those who have completely adverse work conditions. The ability to communicate in a team and the quality of making relation with those in the work place makes sure that the people faces low burnout in the workplace (Shanafelt et al. 2015). The issue of Depersonalization is caused mainly due to poor communication skills, the report has no yes responses in that section and hence it ref lects that working in harmony with people in the workspace leads to low burnout levels (Kerr 2013). For the sections which have the yes marks, it is essential that the individual works on certain aspects of living and also makes sure that the lifestyle is managed in a better way. The lack of energy in working and being fatigued in the workplace can be reduced with better time management and lifestyle management (Folkman 2013). The individual has to make sure that the time for work and rest is well maintained so that the next morning in the office is energetic. Incomplete sleep can lead to such issues as the person may be irritated and frustrated with things around as the mind is devoid of peace due to the lack of sleep (Short et al. 2013). The effective time management will enable people to utilize their time in a way that both their personal and professional targets are achieved and hence a better quality of life is achieved. For an individual to avoid burnout it is essential for t he person to understand the places from which stress arises and then work according to them. Facing the lack of excitement with the job can have many reasons for the individuals and hence it is necessary to make sure that a job is looked upon positively. The amount of self motivation that a person uses in the job decides the level of burnout that the individual shall feel in the workplace. Burnout is phenomena that can be reduced by an individual on their own, but it is important the person has control over his mind a constant self motivation should be at work. Greater motivation will ensure low levels of burnout and it is as well essential for the individual to have positive communication skills in order to gain acceptance in the work environment (Geller 2016). When an individual is faced with extreme challenges in the workplace and hardships, it leads to the burnout of the individual (Hyrkas Morton 2013). The effects of burnout can be serious if not dealt with at the right time. The effects that stress can have on a person are immense and it is necessary for a person to have a part in life that will provide a feeling of relaxation and calmness. Social support comes as the foremost rescue for an individual who has been suffering from the effects of burnout. Social support is basically the support that a community or a society provides to a person emotionally or physically (Lin, Dean Ensel 2013). A person suffering from the stress issue can completely freshen up the mind after meeting up with a friend and spending some time. The power of the society in making sure that an individual is not affected by the burnout is immense. The social support mechanism can include the community gatherings, meetings and many such practices that involve com ing together at a selected venue and enjoying the company of each other (Pierce, Lakey Sarason 2013). An effective social support network makes sure that a person is kept emotionally balance even at the hardest of the times. A casual chat with the neighbour or a conversation with an office colleague can lead to such social relations to be created. The social support network is something that is functional even in the toughest of the days and it makes sure that the person connected to the network is kept stable. The results that an effective social support network brings with it are- Sense of belonging- The constant communication between the various members ensures that everyone belonging to that group is a part of it and that if anyone is in need then the entire group comes forward to help that person and lift the mood up. Positive self worth- When an individual is surrounded by people who regard the person as a friend and show a liking to be around him, it makes that individual feel desired and positive (Zeigler-Hill 2013). It helps in increasing the realization that there are positive qualities in him and it leads to effectively reducing the impact of burnout. Security- The social support provides a feeling of security. It makes sure that the people who are part of it will have guidance from all of them and the members will be there for any kind of help (Meins 2013). Another important phenomenon that the social support brings is the quotient of communication. Communication is a skill that has many positives to it. A person has to earn a social circle and it has to be done by effectively communicating with those who around the person. The communication makes sure that the person shares all that are occurring within and it enable an individual to open up to the people around (Dyck Holtzman 2013). The social support mechanism can bring about positive impact on the people who are stressed out due to burnout. Due to the increase in the competition in the workplace, the feeling of burnout is commonly seen in most of the employees and it is essential that there be a circle where the person shall participate and feel relieved from all the stress. The people who belong to the social support group of a person can be friends, colleagues, acquaintances, neighbours and family. The emotional support is the key element that is provided by such social support n etworks of an individual. The ABC Company had been making profits for a long period until some changes came by in the global market and they started to dip down in the profit making business. The company had a working process that was completely changed for increasing the profits to the company. The new process got implemented but the results were not as rapid as it was expected to be. The main reasons behind such results and the high burnout rates of the employees are the extreme changes that have been made to the working process of the organization and too rapidly. The operations management of the organization must have come up with a plan to bring about the change in a more structured manner rather than so rapidly. The working style that was prevalent in the company was the one that the employees were acquainted with but the sudden shift taken up by the company made it difficult for many of the employees to cope with the resulting stress and pressure. The changes that were to be made in the operations of t he company should be remapped and the application should be slow and the employee consent should be taken. The views and suggestions of the employees have to be taken into account so that the management is well aware of needs and demands of the employee base. The CEO of the company should make sure that inter organizational communication is proper and that the employees can address their grievances to the manager anytime according to their needs. An open door policy should be initiated in the organization so that the employee and manager relation is strengthened and a mutual understanding and trust is achieved between them (Docherty 2015). The recent trends reflect that the employees are experiences higher levels of burnout in the organization; this has been majorly due to the added work pressure that has been imposed on them due to the change in the working style. The ways and means of leading organization in Europe have been taken up for work but it has to be realized that the emp loyee base of the company may not be ready to deliver their best in such a working style. The middle managers are extremely stressed due to the issue of performance and the high absenteeism among the employees. The managers are struggling to get control over the operation and the new system has made them ineffective. The middle managers need to have a bit of autonomy in the decision making process so that they can do whatever they feel is good for the employees and the organization. The change in the organization has been pushing the performance and production upwards but it the rate is very slow. The expected rate is not being achieved and on the other hand the employees are being subjected to burnout and hence the best performance is not being achieved. The CEO of the organization should make sure that the employees base is included in the decision making process so that they can come up with ideas to fight off the competition in the market. The ideas that they give should be evaluated and enacted if found useful and efficient. The satisfaction of the employee base ultimately will lend best of the results for the company. The ABC Company must have programmes that help the employees beat the stress that has been growing in the company due to the change. The programs will make sure that the employees look up to an event in the organization that will de-stress them and provide them a much needed break from the daily routine work. The CEO must look after the employee relations in the organization so that the employees feel cared for and important to the Company. The reward and recognition program should be initiated so that the employees are motivated to work more and get rewarded for the work they do. Such reward and recognition makes sure that the employees are motivated towards a goal and every employee wishes to work hard to get the recognition from the Company (Shields et al. 2015). Motivation is the single most important factor for the employees to perform and deliver their best in an organization (Deci Ryan 2014). The CEO must make sure that the Human Resource department of the organization is motivating every employee and bringing the best out of them. The role of the CEO is very essential in making the Company employee friendly and reducing the burnout rates. The most important step that has to be taken to make sure that the problems are minimized in the Company is the immediate re-mapping of the organizational goals and targets. The goals and targets of the organization were set high and such high ambitions are leading to the employees feeling burnout. The burnout feeling will negatively impact the results that are being achieved by the Company. The CEO along with the Management of the ABC must work on reworking on the changes that has been applied to the organization. The changes havent provided the expected results so it is advised that the management thinks of an alternate way of making sure that the company fights off its competitions in the market. A proper training schedule has to be organized for the entire workforce so that they a get to know the working style before its implementation. The middle managers should be relaxed and the employee relations should be given to a completely separate department of the same name. This will make sure that the employees are constantly looked after by people from the management. The CEO of the organization is advised to understand that happy employees in the organization will lead to better overall outcome for the Company because the employees are the ones who perform for the organization. The importance of employee satisfaction is at the highest level and hence they need to be given the best of the working environments to perform. Transactional style of leadership was an idea that was first described by the sociologist Max Weber in the year 1947. This style of management is mostly used by managers around the world. The prime focus of this style of management is on the controlling aspect, organizing and the formulation of short term plan that for the organization. Leaders like de Gaulle and McCarthy were the follower of this style of leadership. Transactional leadership is when the leader makes sure that the employees are being motivated and the aim remains the pursuance of self-interest (Odumeru Ogbonna 2013). The self-interest of the managers are aligned with the targets of the organization and hence such a leadership style enables faster growth in the organization. The managers hold a responsible post in the organization and hence it allows them to pursue greater goals of self-interest. This style of leadership is also known as a telling style because the employees are directed by the manager and they have to obey to their orders (Novac Bratanov 2014). The rewards and punishment phenomenon is associated with this style of leadership. The employees who will be obeying the orders of the managers and will work according to them will get the rewards and those reluctant in following the order will be subjected to punishment or deductions. Charismatic leadership is known as a form of leadership in which the leader motivates the employees to work and this is done through eloquent communication skills (Canzoneri 2015). The personality of the leader forces the employees to work in a better way and the entire environment is very positive for the employees (Vlachos, Panagopoulos Rapp 2013). The personality of the leader is supposed to be so charismatic that the employees become eager to work and achieve the goals of the organization (Avolio Yammarino 2013). It is said that the charismatic leadership quality is something that is divine in nature. The main difference in the two styles of leadership lies in the way it is applied in an organization. The charismatic leadership is known to motivate the employees in a positive way whereas the transactional leadership is known to force the employees to work or else face the consequences of organizational punishments. The charismatic leadership makes the employees work at in creative manner and they are allowed to use innovative working style so that they can perform better. Whereas on the other hand it is seen that the transactional style makes sure that the workers stick to a basic style of working and it leaves no scope for improvisation for the employees. In the charismatic style, it is seen that the personality of the leader motivates the employees to work and excel their performance; the motivation is mostly self motivation in this style of leadership. On the other hand it is noted that in the transactional style the motivation is provided by the leader but the motive behind it is the pursuance of self interest of the leader. The charismatic style encourages the employee to make sure that the best of the work is given out to the organization and develop a personality like that of the leader (Connelly, Gaddis Helton-Fauth 2013). The transactional style does not develop the employees personally; rather it makes sure that they stick to the same work style always. It is a tried and tested style of work that assures of yielding a certain result for the team and the organization. The scores in the table reflect that the need for effective communication skills is essential to be able to engage in transformational leadership. The score reflect it possible for the person to be a leader with transformational qualities. The amount of motivation that the person emits to all those around paves the way for making sure that transformational leadership is practiced. Transformational leadership is known as a leadership style that emphasises that the entire team grows and the leader motivates the entire team is such a way that they look beyond self-interest (Braun et al. 2013). The leader has to communicate with all those around so that the members of the team can come up with any concern and get it resolved from the leader. Prime requirement for a person to become a successful transformational leader is that the person has to be self motivated and must make sure that the team is motivated to the utmost level. The goal of a transformation leader is to bring out the best of the performances from the members in a team. The goals and objectives that are to be set by the leader have to be high and the working style has to be such that the members find it encouraging. A transformational leader has to give the team members the power to work according to their amount of expertise on a given topic. The members should be allowed to take part in the decision making process and their advices and inputs should be taken into consideration by the leader (Yasin Ghadi, Fernando Caputi 2013). One of the most eminent transformational leaders in the world is Howard Schultz, the owner of Starbucks (Leavy 2016). In Starbucks, every employee is provided the opportunity to pitch their ideas regarding any improvement that they wish to make to the organization. Some of the best menus that are served in Starbucks are originally ideas pitched by the employees. The employees can have better ideas and this is a fact that has to be understood by the leader and accordingly impo rtance should be given to their views and opinions. The success of Starbucks reflects that the transformational leadership can yield effective results and the organization can move ahead rapidly. There are certain aspects that an individual needs to work on in order to become a successful transformational leader. First and foremost is that the person has to evolve as a good manager and the employees should be treated as human beings rather than just workers. Motivation should be provided to each of the members and the work should base on the basis of talent and expertise. It should be made sure that the individuals are pushed to test their limits and increase their comfort zones. The employees are to be regarded as individuals who have a career to follow and they should be constantly motivated according to that. An empathic attitude has to be kept towards the employees. The idea of allowing the employees to be creative has to be kept in the working style. The creativity has to be supported and new changes have to be welcomed. It is never advised for a transformational leader to play safe and deter from taking risks. The employees should be encouraged to take up calculated ris ks so that and failures should be dealt in a composed manner so that the other members in the team do not shy away from taking risks in future (Sacramento, Fay West 2013). The team has to be continuously motivated and guided to get the best of the results from them. The members have to be guided in a way that they yield the best of the results. The leader has to beam with confidence and optimism so that the people in the team feel confident about the leader and the visions that are presented by the leader. Lastly, it is essential for a leader to be a role model for the entire team. The leader needs to be delivering performance in such a way that the members of the team look up to the leader and wish to perform in the same way. A transformational leader has to be of such character that the team feels motivated by looking at the performance of the leader. The leader needs has to realise that be it positive or negative, it is always a fact that the performance of the leader paves way for the entire team to perform accordingly. The leader has to set a standard in the team for others to look up to aspire. The leader is the single most influential source of motivation in a team. The charismatic leaders are known to be individuals who woo the members of a team through the charisma in their personality. The members of the team are affected by the charm that the leader has within the self. A certain amount of magnetism works for the personality of the leader and people of the team are instantly attracted to the vibes of the person (Canzoneri 2015). The charismatic leader may start off by setting targets and goals that are very well crafted but it is seen that in most of the cases such goals are not achieved. The leader who plans the work fails miserably in implementing the plan and the charisma decreases over a period of time due to lack of performance. A lot of expectation rides on the shoulders of a leader who is charismatic in nature but when the person fails to deliver to the expectations, it is usual for the team to lose faith in the person. The major problem that arises with the charismatic leadership is the concept of compliance by all in the team. Every person in the team complies to anything that has been presented by the leader. Such a response leads to stagnation and the performance shoots downwards. The ideas and thoughts that are being presented by a leader must be evaluated by the members of the team in order to understand the viability of the idea and the process in which it will be implemented. As people tend to comply with everything that the leader presents, when the ideas fail to generate results the overall performance of the team takes a dip. Some amount of magnetism is advised for the leaders but it is to be kept in mind that it does not impact the employees or members in such a way that they restrict themselves from speaking out in times when it is needed. The leader has to ensure that the team openly communicates with each other so that all the issues that rise in the working of the team are known to everyone in the team (Leavy, B., 2016). The main challenge remains the understanding of the needs of the employee ba se; it is to be kept in mind by the leaders that a set of satisfied employees will always provide the best of results. For an organization to make sure that the best of the experts are working on a project and giving their best attempt to produce the best quality work, it is essential to ensure that the people are comfortable in the work environment and are constantly motivated. The problem with a charismatic leader that needs to be addressed is the goal setting part. The goals that are set must be realistic and a proper plan should be formulated so that the members of a team do not feel pressurized about the work and can deliver accordingly. The ultimate success of a leader depends on how the team performs and how much of value does it add to the organization. Performance of the team reflects how effective is a leader or is the leadership a complete failure. Reference Avolio, B.J. Yammarino, F.J. eds., 2013. 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