Teacher Tools and Tips
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Teacher Tools and Tips
Tools, tips and practices to share with teachers
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Paying Attention to Burnout

Paying Attention to Burnout | Teacher Tools and Tips | Scoop.it
It is disturbing when you begin to hate something you love.One day you wake to realize you feel differently about your work or organization. The progression to that point may have been subtle, even unnoticed. Yet the outcome is difficult to evade. This is exactly how I would describe my past struggle with burnout. You find that you longer feel energized by your work. You may feel angry, or listless. In fact, the thought of your role may bring a vision of running in the opposite direction.Burnout
Sharrock's insight:

"The antecedents of burnout are varied — and workload is just one of them. Pioneering work completed by Social Psychologist Christina Maslach, revealed that burnout can be influenced by a number of key workplace elements (she discusses six), including insufficient rewards or acknowledgement, a lack of control over one's work, fairness, or a role that doesn't align with who we are. All could contribute to burnout — and they do. Every single day." (excerpt)

 

Note the mix of intrinsic and extrinsic acknowledgements and rewards. It's not just about intrinsic motivation. What do you think?

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Extrinsic Vs. Intrinsic Employee Rewards | eHow

Extrinsic Vs. Intrinsic Employee Rewards | eHow | Teacher Tools and Tips | Scoop.it
Extrinsic is something that happens outside of yourself while intrinsic means something that is created within. When these ideas are applied to workplace motivation, extrinsic means outside forces used to encourage better performance. Intrinsic means creating a sense of self-motivation for better performance. Both styles have pros and cons in...
Sharrock's insight:

Many people respond to extrinsic motivation. Strictly speaking, extrinsic motivators and rewards drive culture building, political engagement, parent engagement with schools and school programs, even learning. Stories are driven by the emotions related to being passed over for a promotion, the reading of wills, being chosen Best Man or Brides Maid, and "the paying of dues" towards a coveted status. People will argue that we need intrinsic motivation more than extrinsic motivators and rewards, but they forget potty training their kids, motivating them to dress themselves, the “high five”, the “head nod”, the power of applause, and they forget the times their hard work (even when completed for their own satisfaction) was ignored or attributed to a co-worker and not to them. They forget gift giving on holidays and special events like anniversaries and birthdays. They forget the thrill of looking at ribbons and trophies legitimately earned. Next time a co-worker or supervisor walks by you without saying hello or even acknowledging you, ask yourself about the need for that recognition.
Why do people argue against the use of extrinsic rewards and acknowledgements? Why should these rewards and acknowledgements be delivered systematically?

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