Abstract: In recent years in Kazakhstan, as well as in all countries, we have been talking not only about the professional stress, but also professional Burnout Syndrome of employees. Burnout is essentially a response to chronic emotional stress – manifests itself in the form of chronic fatigue, despondency, unmotivated aggression, anger, and others. This condition is due to mental fatigue among teachers as a sort of payment for overstrain when professional commitments include the impact of “heat your soul", emotional investment. The emergence of professional Burnout among teachers is due to the system of interrelated and mutually reinforcing factors relating to the various levels of the personality: individually-psychological level is psychodynamic special subject characteristics of valuemotivational sphere and formation of skills and habits of selfregulation; the socio-psychological level includes especially the Organization and interpersonal interaction of a teacher. Signs of the Burnout were observed in 15 testees, and virtually a symptom could be observed in every teacher. As a result of the diagnosis 48% of teachers had the signs of stress (phase syndrome), resulting in a sense of anxiety, mood, heightened emotional susceptibility. The following results have also been got:-the fall of General energy potential – 14 pers. -Psychosomatic and psycho vegetative syndrome – 26 pers. -emotional deficit-34 pers. -emotional Burnout Syndrome-6 pers. The problem of professional Burnout of teachers in the current conditions should become not only meaningful, but particularly relevant. The quality of education of the younger generation depends on professional development; teachers- training level, and how “healthy" teachers are. That is why the systematic maintenance of pedagogic-professional development for teachers (including disclosure of professional Burnout Syndrome factors) takes on a special meaning.
Abstract: As a primitive assumption, if a new information
system is able to remind users their old work habits, it should have a
better opportunity to be accepted, adopted and finally, utilized. In
this paper some theoretical concepts borrowed from psychodynamic
theory e.g. ego defenses are discussed to show how such resemblance
can be made without necessarily affecting the performance of the
new system. The main assertion is a new system should somehow
imitate old work habits, not literally, but through following their
paces in terms of the order of habitual tensional states including
stimulation, defensive actions and satisfactions.
Abstract: Organizations are supposed to be systems and
consequently require defining the notion of equilibrium within.
However, organizations comprise people and unavoidably entail their
irrational aspects. Then, the question is what is the organizational
equilibrium and equilibrating mechanisms considering these aspects.
Hence, some arguments are provided here to conceptualize human
unconsciousness, irrationalities and consequent uncertainties within
organizations in the form of a system of psychic dynamism. The
assumption is this dynamism maintains the psychic balance of the
organization through a psychodynamic point of view. The resultant
conceptualization expected to promote the understanding of such
aspects in different organizational settings by hypothesizing
organizational equilibration from this perspective. As a result, the
main expectation is, if it is known that how the organization
equilibrates in this sense, we can explain and deal with such
irrationalities and unconsciousness by rational and, of course
conscious, planning and accomplishing.
Abstract: The growing importance of sustainability in corporate
policies represents a great opportunity for workers to gain more
consideration, with great benefits to their well being. Sustainable
work is believed to be one which improves the organization-s
performance and fosters professional development as well as
workers- health. In a multiple case study based on document
research, information was sought about work activities and their
sustainability or corporate social responsibility (CSR) policies, as
disseminated by corporations. All the companies devoted attention to
work activities and delivered a good amount of information about
them. Nevertheless, the information presented was generic; all the
actions developed were top-down and there was no information about
the impact of changes aimed at sustainability on the workers-
activities. It was found that the companies seemed to be at an early
stage. In the future, they need to show more commitment through
concrete goals: they must be aware that workers contribute directly to
the corporations- sustainability. This would allow room for
Ergonomics and Work Psychodynamics to be incorporated and to be
useful for both companies and society, so as to promote and ensure
work sustainability.