Explore BrainMass

Explore BrainMass

    Leadership Theory

    Not what you're looking for? Search our solutions OR ask your own Custom question.

    This content was COPIED from BrainMass.com - View the original, and get the already-completed solution here!

    I need help in writing a literature review (current references) on leadership style and theories related to it as it pertains to burnout and turnover of workers in the social work field. In terms of integrating the theoretical framework, elaboration on how associated/pertinent theories in this study area would also be helpful. Thank you.

    © BrainMass Inc. brainmass.com October 3, 2022, 2:06 am ad1c9bdddf
    https://brainmass.com/business/building-and-managing-teams/leadership-theory-620716

    SOLUTION This solution is FREE courtesy of BrainMass!

    http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3156844/
    I need help in writing a literature review (current references) on leadership style and theories related to it as it pertains to burnout and turnover of workers in the social work field. In terms of integrating the theoretical framework, elaboration on how associated/pertinent theories in this study area would also be helpful. Thank you.

    I will provide a summary of how researchers have utilized the limited research literature that currently exists to cultivate a literature review of the most current references that conducted studies on theoretical frameworks for mental health workers who experience high rates of employee turnover and burnout. The researchers' associated with the study conducted an extensive literature review of the burnout and turnover and the strategies that have been promulgated by researchers' in an attempt to address this longstanding problem. The literature revealed that researchers have been attempting to provide a solution for employee burnout in social work since the term employee burnout was coined in the 1970s. Employee burnout is defined as a lack of positive desire toward a person's work, which is predicated upon a negative and cynical approach toward the purpose and effectiveness of the peroson's job and duties.

    Social workers such as those in the mental health profession suffer some of the highest rates of employee burnout of any profession, which is why researchers have been attempting to develop burnout prevention and intervention programs for the last four decades. Unfortunately, the literature is limited in regard to effective prevention and intervention programs, which has prevented researchers from effectively evaluating what programs work and do not work for preventing employee burnout or intervening prior to an employee leaving their job. Therefore, researchers for the reference used for (your) summary conducted an updated literature review to ascertain whether new programs had been implemented to assist in reducing high rates of employee turnover and burnout in social workers such as mental health workers.

    The first steps that were taken during the literature review by the researchers were to accumulate scholarly research journal articles using literature searches under the title of burnout, mental health workers, and these searches provided researchers with literature that was placated upon the researchers identified precursors that each article was required to meet to be considered for the literature review. Researchers' outlined the following mandatory variables for research studies involving the implementation of burnout interventions and prevention programs, which included a requirement that each intervention or prevention program be specifically tailored toward preventing employee burnout among mental health workers, participants in the study were required to be licensed social workers, studies that provided measurements for the ratio of employee burnout and turnover prior to and after the implementation of the preventative and intervention programs, and the requirement that each study the necessity that researchers in these studies must have utilized either experimental research or quasi-experimental research designs for the methodology of the study.

    The research literature review was able to produce eight research studies that fit the paradigm "theories related to it as it pertains to burnout and turnover of workers in the social work field", and what the literature revealed was that the majority of research being conducted on employee burnout and turnover in social workers was being conducted in Europe as 75% of the studies were conducted in Europe while the rest were conducted in the United States. The use of quasi-experimental designs was the norm for 75% of the research studies while two studies utilized randomized controlled trials. The studies also employed follow-up periods that ranged from simple post-tests when the intervention had been completed to one-year assessments that allowed researchers' to follow-up on the continued progress of social workers who had received the intervention.

    The importance of leadership from top administrators was evident in the majority of the studies as the majority of intervention and prevention programs spanned weeks with some even lasting months, which is why supervisors needed to be intimately involved with the program for it to run smoothly and succeed. The research literature determined that the programs were successful with five of the programs significantly reducing the burnout that existed in social workers or 62.5% of the programs resulted in reductions in employee turnover.

    The most successful programs were those that were able to identify specific training needs that were germane to the organization where social workers were employed and subsequent develop behavioral rehabilitation training programs that lasted for months to assist social workers in reducing their levels of emotional exhaustion. These programs assisted social workers in developing better coping skills as well as improved their sense of self-worth and purpose within their career, which subsequently reduced burnout in employees. The research literature found that effective communication between leaders and social workers who worked under them was important for reducing employee turnover and ensuring that employees were more engaged in their jobs as they felt a personal investment when supervisors allowed them to participate in decision-making while respecting their opinions. Employees who wanted to remain organizationally committed to the company were those who had support from supervisors and leaders while receiving the needed training to better cope with stressors on-the-job.

    In conclusion, the research literature found that cognitive-behavioral interventions, social skills training, communication skills training, and cognitive restructuring were the best implementation programs that assisted in educating social workers on how to cope with their emotions and remain engaged in their respective fields. The ability to effectively cope was a recurring theme in successful programs, and further research is warranted because of the limited amount of current research that exists.

    This content was COPIED from BrainMass.com - View the original, and get the already-completed solution here!

    © BrainMass Inc. brainmass.com October 3, 2022, 2:06 am ad1c9bdddf>
    https://brainmass.com/business/building-and-managing-teams/leadership-theory-620716

    ADVERTISEMENT