学院论文代写：工作的疲惫和高度的玩世不恭
员工的倦怠是一个更大的问题集合的指示性因素。它指向公司的整体问题，是组织设计的反映。根据Maslach, Leitner和Jackson(2012)的研究，有一个由员工倦怠引起的循序渐进的过程。第一阶段是工作的疲惫和高度的玩世不恭。这会导致无效。疲惫被定义为一种从情感和身体上过度延伸的感觉。它是当人们感到筋疲力尽时产生的。
学院论文代写 ：工作的疲惫和高度的玩世不恭
玩世不恭是工作压力问题的第二个方面。人们的态度开始影响他们的工作。有一种不充分的感觉，使所有的项目看起来势不可挡。人们很重视自己的自尊。尊重和承认员工的成就是很重要的。应该增加员工的感激之情。缺乏这一点会导致员工觉得他们的工作没有得到赏识。这是许多组织问题的根源。如果公司想要维持下去，就应该对这个问题进行干预。这会导致玩世不恭和冷漠。去人格化在员工内部发展。这是处于工作状态的人的消极反应。他们觉得他们的需求没有被接受，这在他们的工作表现和员工的预期表现上造成了差距。
学院论文代写 ：工作的疲惫和高度的玩世不恭
Employee burnout is an indicative factor to a larger set of issues. It points towards the overall issues of the company and is a reflection of the organizational design. According to the Maslach, Leitner and Jackson (2012) there is a progression that is sequential that is causes by the employee burnout. In the first stage there is exhaustion from the job and a high level of cynicism. This leads to inefficacy. Exhaustion is defined as the feeling of being overextended from an emotional and a physical point of view. It is caused when the people are made to feel drained.
学院论文代写 ：工作的疲惫和高度的玩世不恭
Cynicism develops as a second aspect to this issue of job stress. The people attitude starts to impact their work. There is a feeling of inadequacy that makes all the projects seem overwhelming. The people give a lot of importance to their self-esteem. It is important to give respect and acknowledge the achievements of the employees. There should be increase in the appreciation of the employee. Lack of this leads to the employee to feel that their work is not appreciated. This is the root cause of many of the organizational issues. Interventions should be posed for this issue if the company wants to sustain. This leads to cynicism and apathy. Depersonalization develops within the employees. This is a negative response of the individuals who are in the working condition. They feel that their needs are not accepted and this creates a gap in their job performance and the expected performance of the employees.
