Question 1

The term burnout comes from mental patients who were burned out physically and mentally.​

Accepted Answer

A) True 
 B)False

Question 2

Vicarious traumatization is to compassion fatigue as countertransference is to burnout.​

Accepted Answer

A) True 
 B)False

Question 3

So far work environment and its relationship to burnout have been difficult to measure in any reliable way.​

Accepted Answer

A) True 
 B)False

Question 4

The assessment device(s)used to ascertain the degree of burnout in an agency might be:​

Accepted Answer

A) the 16 Personality Factor. 
B) ​the California Psychological Inventory. 
C) ​Moos' Work Environment Scale. 
D) the Compassion Fatigue Self-Test. 
A) the 16 Personality Factor. 
B) ​the California Psychological Inventory. 
C) ​Moos' Work Environment Scale. 
D) the Compassion Fatigue Self-Test.

Question 5

Stress occurs when there is a substantial imbalance between the demands of the environment and the capabilities of the worker and is always negative in its outcome.​

Accepted Answer

A) True 
 B)False

Question 6

One of the major causes of burnout for human service workers is:​

Accepted Answer

A) dealing with large amounts of paperwork. 
B) ​working with uncooperative staff. 
C) ​ambiguous job roles. 
D) loss of control over decision-making about clients. 
A) dealing with large amounts of paperwork. 
B) ​working with uncooperative staff. 
C) ​ambiguous job roles. 
D) loss of control over decision-making about clients.

Question 7

When an assessment of the client indicates he or she is burned out,the worker should:​

Accepted Answer

A) find out what has happened in the past that caused the problem. 
B) ​take a directive approach until the client has some equilibrium restored. 
C) ​use an assessment device to see if burnout really is present or if something else is wrong. 
D) take a passive-accepting approach and let the client cathart. 
A) find out what has happened in the past that caused the problem. 
B) ​take a directive approach until the client has some equilibrium restored. 
C) ​use an assessment device to see if burnout really is present or if something else is wrong. 
D) take a passive-accepting approach and let the client cathart.

Question 8

Organizations should be assessed for burnout along with individuals.​

Accepted Answer

A) True 
 B)False

Question 9

Burnout is a cross-cultural phenomenon,and has causes that are common across cultures.​

Accepted Answer

A) True 
 B)False

Question 10

Golembiewski's phase model of burnout proposes that:​

Accepted Answer

A) vicarious traumatization leads to compassion fatigue and then burnout. 
B) ​depersonalization occurs first,sense of personal accomplishment diminishes,then emotional exhaustion occurs. 
C) ​personality factors weaken,maladaptive traits predominate,stress occurs,burnout happens. 
D) bureaucracy predominates,services are impaired,workers are frustrated,apathy occurs. 
A) vicarious traumatization leads to compassion fatigue and then burnout. 
B) ​depersonalization occurs first,sense of personal accomplishment diminishes,then emotional exhaustion occurs. 
C) ​personality factors weaken,maladaptive traits predominate,stress occurs,burnout happens. 
D) bureaucracy predominates,services are impaired,workers are frustrated,apathy occurs.

Question 11

Organizational cultures that have high power distance between bosses and subordinates have high burnout rates.​

Accepted Answer

A) True 
 B)False

Question 12

A critical component in treating burnout is:​

Accepted Answer

A) satiation. 
B) ​substitution. 
C) ​revitalization. 
D) positive reinforcement. 
A) satiation. 
B) ​substitution. 
C) ​revitalization. 
D) positive reinforcement.

Question 13

The Maslach Burnout Inventory is an excellent tool for examining stress points and problems in an organization.​

Accepted Answer

A) True 
 B)False

Question 14

High use of the uncertainty avoidance principle and high power distance would mean that:​

Accepted Answer

A) there was high potential for burnout. 
B) ​there was low potential for burnout. 
C) ​there was high potential for vicarious traumatization. 
D) there was high potential for compassion fatigue. 
A) there was high potential for burnout. 
B) ​there was low potential for burnout. 
C) ​there was high potential for vicarious traumatization. 
D) there was high potential for compassion fatigue.

Question 15

Highly motivated human service workers are generally immune to burnout.​

Accepted Answer

A) True 
 B)False

Question 16

Burnout may lead to both personal and professional growth.​

Accepted Answer

A) True 
 B)False

Question 17

Burnout-proofing an agency is almost impossible to do.​

Accepted Answer

A) True 
 B)False

Question 18

Pearlman and Saakvitne believe that,contrary to universal admonitions against countertransference,it is a necessary evil when working with trauma victims.​

Accepted Answer

A) True 
 B)False

Question 19

Why does compassion satisfaction appear to be a buffer against burnout?​

Accepted Answer

Compassion satisfaction refers to the po

Question 20

Human service workers who do crisis work experience negative effects more than other types of human service workers.​

Accepted Answer

A) True 
 B)False

The term burnout comes from mental patients who were burned out physically and mentally.

Vicarious traumatization is to compassion fatigue as countertransference is to burnout.

So far work environment and its relationship to burnout have been difficult to measure in any reliable way.

The assessment device(s)used to ascertain the degree of burnout in an agency might be:

Stress occurs when there is a substantial imbalance between the demands of the environment and the capabilities of the worker and is always negative in its outcome.

One of the major causes of burnout for human service workers is:

When an assessment of the client indicates he or she is burned out,the worker should:

Organizations should be assessed for burnout along with individuals.

Burnout is a cross-cultural phenomenon,and has causes that are common across cultures.

Golembiewski's phase model of burnout proposes that:

Organizational cultures that have high power distance between bosses and subordinates have high burnout rates.

A critical component in treating burnout is:

The Maslach Burnout Inventory is an excellent tool for examining stress points and problems in an organization.

High use of the uncertainty avoidance principle and high power distance would mean that:

Highly motivated human service workers are generally immune to burnout.

Burnout may lead to both personal and professional growth.

Burnout-proofing an agency is almost impossible to do.

Pearlman and Saakvitne believe that,contrary to universal admonitions against countertransference,it is a necessary evil when working with trauma victims.

Why does compassion satisfaction appear to be a buffer against burnout?

Human service workers who do crisis work experience negative effects more than other types of human service workers.

Approaching Crisis Intervention

Culturally Effective Helping

The Intervention and Assessment Models

Tools of the Trade

Crisis Case Handling

Telephone and Online Crisis Counseling

Posttraumatic Stress Disorder

Crisis of Lethality

Sexual Assault

Partner Violence

Family Crisis Intervention

Personal Loss

Crisis in Schools

Violent Behavior in Institutions

Legal and Ethical Issues

Disaster Response

Chemical Dependency

Crisishostage Negotiation

Filters

Exam 16: Burnout, vicarious Traumatization, and Compassion Fatigue

The term burnout comes from mental patients who were burned out physically and mentally.​

Vicarious traumatization is to compassion fatigue as countertransference is to burnout.​

So far work environment and its relationship to burnout have been difficult to measure in any reliable way.​

The assessment device(s)used to ascertain the degree of burnout in an agency might be:​

Stress occurs when there is a substantial imbalance between the demands of the environment and the capabilities of the worker and is always negative in its outcome.​

One of the major causes of burnout for human service workers is:​

When an assessment of the client indicates he or she is burned out,the worker should:​

Organizations should be assessed for burnout along with individuals.​

Burnout is a cross-cultural phenomenon,and has causes that are common across cultures.​

Golembiewski's phase model of burnout proposes that:​

Organizational cultures that have high power distance between bosses and subordinates have high burnout rates.​

A critical component in treating burnout is:​

The Maslach Burnout Inventory is an excellent tool for examining stress points and problems in an organization.​

High use of the uncertainty avoidance principle and high power distance would mean that:​

Highly motivated human service workers are generally immune to burnout.​

Burnout may lead to both personal and professional growth.​

Burnout-proofing an agency is almost impossible to do.​

Pearlman and Saakvitne believe that,contrary to universal admonitions against countertransference,it is a necessary evil when working with trauma victims.​

Why does compassion satisfaction appear to be a buffer against burnout?​

Human service workers who do crisis work experience negative effects more than other types of human service workers.​

Approaching Crisis Intervention

Culturally Effective Helping

The Intervention and Assessment Models

Tools of the Trade

Crisis Case Handling

Telephone and Online Crisis Counseling

Posttraumatic Stress Disorder

Crisis of Lethality

Sexual Assault

Partner Violence

Family Crisis Intervention

Personal Loss

Crisis in Schools

Violent Behavior in Institutions

Legal and Ethical Issues

Disaster Response

Chemical Dependency

Crisishostage Negotiation

Filters

The term burnout comes from mental patients who were burned out physically and mentally.

Vicarious traumatization is to compassion fatigue as countertransference is to burnout.

So far work environment and its relationship to burnout have been difficult to measure in any reliable way.

The assessment device(s)used to ascertain the degree of burnout in an agency might be:

Stress occurs when there is a substantial imbalance between the demands of the environment and the capabilities of the worker and is always negative in its outcome.

One of the major causes of burnout for human service workers is:

When an assessment of the client indicates he or she is burned out,the worker should:

Organizations should be assessed for burnout along with individuals.

Burnout is a cross-cultural phenomenon,and has causes that are common across cultures.

Golembiewski's phase model of burnout proposes that:

Organizational cultures that have high power distance between bosses and subordinates have high burnout rates.

A critical component in treating burnout is:

The Maslach Burnout Inventory is an excellent tool for examining stress points and problems in an organization.

High use of the uncertainty avoidance principle and high power distance would mean that:

Highly motivated human service workers are generally immune to burnout.

Burnout may lead to both personal and professional growth.

Burnout-proofing an agency is almost impossible to do.

Pearlman and Saakvitne believe that,contrary to universal admonitions against countertransference,it is a necessary evil when working with trauma victims.

Why does compassion satisfaction appear to be a buffer against burnout?

Human service workers who do crisis work experience negative effects more than other types of human service workers.