It is in 1974 that the term burnout was first coined, Herbert Freudenberger being the man behind its invention. Tracy 2000 in her research defined organizational burnout as the alienation and general wearing out from work related pressures (Maslach, Leiter & Schaufeli 394) . Several theories have been postulated by many a psychologist in an attempt to explain burnout and its effects.
The level of one’s burnout is a direct influence of the way stress is processed by an individual. It is also noted that an individual may be experiencing a few stressors yet he/she may not be able to process the stresses which eventually results in burnout. On the other hand, another individual may be subjected to numerous stressors all of which he/she may well process and therefore not experience burnout. There are a number of tests that one can be subjected to determine if a person will or is experience burnout according to Dierendonck, Schaufeli and Buunk (395).
Indeed many psychologists admit that burnout is greatly related to work although it can also result from certain personality traits (such as being perfectionist) and lifestyles (Maslach, Leiter & Schaufeli 401). The way a person spends his/her downtime and their perspective of the world can for example can lead to burnout at work or at home. Some of the main causes of burnout include long working hours and continual surveillance from peers, customers and superiors especially at work, overly demanding expectations at work, doing work that lacks challenge or is monotonous, having no control over work and working under intense pressures. Having less sleep, lack of supportive relationships, having too many responsibilities and overworking are some of the lifestyles that could cause burnout.
In general, it is noted that at work, the condition leads to low performance and output while it can also affect one’s health as it increases the chances