Grant Bickerton - Ministry Formation · SlideShow1 Author: Jack De Vries Created Date: 4/10/2016...
Transcript of Grant Bickerton - Ministry Formation · SlideShow1 Author: Jack De Vries Created Date: 4/10/2016...
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Dr Grant BickertonAugust, 2015
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Session GoalsP What are the processes that lead to experiences of Burnout and Engagement at work?
P Discuss the mix of demands you experience in your workcontext.
P Consider the work characteristics and personal attributes thatmay act as motivational resources.
P Identify behaviours that manage felt stress from demands, promote increased engagement at work, and prevent orintervene where burnout emerges.
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The Job Demands‐Resources Model
Motivational process
Health impairment process
Ministry‐Job Resources
Engagement
Vigour
‐ Dedication
‐ Absorption
Negative work Performance Indicators
Positive work Performance Indicators
Burnout‐ Exhaustion‐ Cynicism‐ Low personal accomplishment
Ministry‐Job Demands
Personal Resources
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The Job Demands‐Resources Model
Motivational process
Health impairment process
Negative work Performance Indicators
Positive work Performance Indicators
Burnout‐ Exhaustion‐ Cynicism‐ Low personal accomplishment
Personal Resources
Engagement
Vigour
‐ Dedication
‐ Absorption
Ministry‐Job Resources
Ministry‐Job Demands
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The Job Demands‐Resources Model
Motivational process
Health impairment process
Engagement
Vigour
‐ Dedication
‐ Absorption
Negative work Performance Indicators
Positive work Performance Indicators
Burnout‐ Exhaustion‐ Cynicism‐ Low personal accomplishment
Personal Resources
Never be lacking in zeal, but keeping your spiritual fervour serving the Lord (Rm. 12:11)
Ministry‐Job Resources
Ministry‐Job Demands
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Job Demands and the Helath Impairment Process
Health impairment process
• Work load and type• Control and Ambiguity• Expectations • Interpersonal conflicts• Values/vision mismatch with team
C Emotional ExhaustionC Depersonalisation /C CynicismC Lack of personal
accomplishment
C DepressionC AnxietyC Low personal initiativeC Intention to leave
Negative work Performance Indicators
BurnoutMinistry‐Job Demands
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Workload and Time DemandsP Workload without recoveryP Work‐type mismatchP Always more to be doneP Not enough time to do all that needs to be done
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Demands of Work‐Home interference or blurred family boundariesP Ambiguous separation between professional and private lives
P Can be overly visible – mixing with those we serve socially as well as pastorally thereby playing the professional role even during free time
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Control, Role conflict and Ambiguity
P Where individuals have insufficient control over the resources needed to dotheir work, or haveinsufficient authority topursue the work in whatthey believe is the mosteffective manner
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Demands of High Expectations
P Expectations of personal perfection – Sole (as well as soul) Saviour!
P Expectations of marital and family perfectionP Expectations coming from:
• Self• Congregation• “God”
P Results in a lack of self‐care and limit setting
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The variety of tasks and skill‐set requiredP Educator ‐ training, instructing and leading study groupsP Social reformer – engaging injustice and inequalityP Evangelist ‐ converting others to faithP Organiser and visionary ‐ organising and supervising the work of others
P Pastor – visiting and counsellingP Preacher ‐ delivering sermons, expounding the WordP Scholar ‐ reading, studying, teaching and writing
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Interpersonal Conflict and values mismatches
P Conflicts with and between team membersP Conflicts in values and emphases in ministry
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Isolation
P Constriction of relationships to ministry/ always being in the ministry role.
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Changes in Society
P Changes in society meaning that the role that one has beentrained for may not fit the requirements, desires and needs ofthe community with and in which one seeks to minister.
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Financial Demands and effort‐reward imbalance
P The results of various studies have shown that insufficient reward (whether financial, institutional, or social) increases people's vulnerability to burnout
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Fairness
P Decisions at workare perceived asbeing unfair andinequitable
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What job demands do you face?
0Negative work Performance Indicators
Burnout‐ Exhaustion‐ Cynicism‐ Low personal accomplishment
Ministry‐Job Demands
What are some of the job demands you consider significant in your role? Which job demands would you consider challenges?Which job demands would you consider hindrances?
What are some of the job demands you consider significant in your role? Which job demands would you consider challenges?Which job demands would you consider hindrances?
What are some of the ministry‐job demands you consider significant in your role? Which ministry‐ job demands would you consider challenges? Which ministry‐job demands would you consider hindrances?
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Job and Personal Resources and the Motivational Process
• Autonomy in role• Performance feedback• Supervisory coaching• Peer support• Development opportunities• Value fit with the role and team
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Job and Personal Resources and the Motivational Process
• Autonomy in role• Performance feedback• Supervisory coaching• Peer support• Development opportunities• Value fit with the role and team
• Coping (effective!) style• Self‐efficacy• Optimism• Extraversion• Conscientiousness
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Job and Personal Resources and the Motivational Process
• Secure Attachment to God• Collaborative religious Coping• Sense of “Call”
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“Attachment” to God
Model of Self: Anxiety about Abandonment
+ ‐
Model of Other: Avoidance of
Intimacy+
Secure (Positive Other and Positive Self)
Preoccupied (Positive Other and Negative Self)
‐Dismissive (Negative Other and Positive Self)
Fearful (Negative Other and Negative Self)
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Collaborative Religious Coping
Three broad styles of religious coping behaviors: Deferral Self DirectedCollaborative ‐ the decisionby the individual to share responsibility with God for solving the problem
WITH GOD
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A sense of “Call”
Vague and diverse definitions in literature, yet yielding consistency in patterns of significant results.
The sense of :
“this is what I am meant to do”.
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Motivational process
Health impairment process
Job Resources Engagement
Negative work Performance Indicators
Positive work Performance Indicators
BurnoutJob Demands
Spiritual Resources
‐ ‐
+ +
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What are your relevant resources?
Engagement
Vigour
‐ Dedication
‐ Absorption
Positive work Performance Indicators
Personal Resources
Ministry‐Job Resources
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“..keeping you SPIRITUAL fervour..”
Spiritual Resources
Higher Work
Engagement
Higher Job
Resources
Lower Spiritual Resources
Lower Work
Engagement
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Demands and Resources Interact
Job Resources
Engagement
Negative Outcomes
Positive Outcomes
BurnoutJob Demands
Personal Resources
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Demands and Resources Interact
Resources High
Average motivation but plateau in role with potential boredom.
Highly motivating and stimulating, but need to detach from work to
recover energy.
Low
Under‐stimulated in role with definite
boredom – becomes “just a job” at best.
Burnout in role.
Low High
Demands
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Demands and Resources Interact
Resources High
Average motivation but plateau in role with potential boredom.
Highly motivating and stimulating, but need to detach from work to
recover energy.
Low
Under‐stimulated in role with definite
boredom – becomes “just a job” at best.
Burnout in role.
Low High
Demands
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Demands and Resources Interact
Resources High
Average motivation but plateau in role with potential boredom.
Highly motivating and stimulating, but need to detach from work to
recover energy.
Low
Under‐stimulated in role with definite
boredom – becomes “just a job” at best.
Burnout in role.
Low High
Demands
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Demands and Resources Interact
Resources High
Average motivation but plateau in role with potential boredom.
Highly motivating and stimulating, but need to detach from work to
recover energy.
Low
Under‐stimulated in role with definite
boredom – becomes “just a job” at best.
Burnout in role.
Low High
Demands
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Three essentials for promoting well‐being in ministry
• Identify and focus on the right job demands (i.e., challenge job demands);
• Manage job demands by taking appropriate recovery to avoid chronic energy depletion; and
• Constantly replenish the resources to meet those right demands – particularly spiritual resources.
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5 Fingers for Balance
Diet
ExerciseRelaxation
Good sleep
Thinking patterns
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Attachment to God
Model of Self: Anxiety about Abandonment
+ -
Model of Other:
Avoidance of Intimacy
+Secure (Positive Other and Positive Self)
Preoccupied (Positive Other and Negative Self)
-Dismissive (Negative Other and Positive Self)
Fearful (Negative Other and Negative Self)
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Session “take homes”
My Ministry‐Work Environment< My key Ministry‐Job Demands are:< < My key Ministry‐job Resources are:< < Insights to aid in managing demands and accessing available resources:
< < Behaviour change I can enact to manage the stress process related to the above job demands, and draw on the job resources available:
Simple plan to enact Who will I be accountable to
Key personal resources I can develop are:
Key spiritual resources to develop are:
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Conclusion and Application
Motivational process
Engagement
Vigour
‐ Dedication
‐ Absorption
Negative work Performance Indicators
Positive work Performance Indicators
Burnout‐ Exhaustion‐ Cynicism‐ Low personal accomplishment
Ministry‐Job Demands
Ministry‐Job Resources
Personal/Spiritual Resources