UNIVERSITY TECHNOLOGY MARA ARAU, PERLIS

FACULTY OF PLANTATION AND AGROTECHNOLOGY

AT110 - DIPLOMA IN PLANTING INDUSTRY MANAGEMENT

AGR255 - LEGAL, ETHICAL AND SOCIAL ISSUES IN
PLANTATION

WRITTEN ASSIGNMENT
ARTICLE TITLE: OVER HALF OF MALAYSIAN WORKERS
BURNT OUT, SAYS REPORT

NAME MATRIX NUMBER GROUP

SYAZWI RIFQI BIN 2021827852 RAT1104F
SOFIAN
IRFAN FURQHAN BIN 2021815294 RAT1104E
SABRAN
MUHAMMAD ALIF BIN 2021469616 RAT1104E
AZIZAN

LECTURER NAME: NUR FIRDAUS BINTI ABDUL RASHID

SUBMISSION DATE: 30/4/2023
 TABLE OF CONTENTS

1.0 - SUMMARY OF THE ARTICLE.............................................................. 2

2.0 - KEY ISSUES AND PROBLEMS........................................................... 2

3.0 - RECOMMENDED SOLUTIONS............................................................ 3

4.0 - CONCLUSION.......................................................................................... 4

5.0 - APPENDIX................................................................................................. 5

6.0 - REFERENCES.......................................................................................... 6

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1.0 SUMMARY OF THE ARTICLE

A recent survey conducted by recruitment firm Robert Walters has found that
over half of Malaysian workers are experiencing burnout. According to the poll, 53%
of respondents had experienced work burnout, with 30% saying that it had grown
more widespread during the COVID-19 pandemic. The survey also revealed that long
working hours, lack of work-life balance, and the pressure to meet targets were the
main causes of burnout. The article notes that burnout can have negative
consequences on work performance, mental health, and physical health. Therefore, it
is crucial for action to be taken and to address the issue and prioritize the employees
well-being.

2.0 KEY ISSUES AND PROBLEMS

According to THR Reports' newsletter, there is a problem or issue that constantly

occurs to workers, which is burnout from job. Firstly, a factor that contributes to
employee burnout is poor work-life balance. Employees frequently struggle to strike a
balance between work and leisure time. They also work excessively long hours and
have little personal time, resulting in a poor work-life balance. Employees may quickly
burn out if their work absorbs so much of their time and effort that they lack the
stamina to spend time with their family and friends. Tight times, when employees
must work longer hours and bear a greater weight, may be beneficial if they are
detected, compensated for, and limited. However, if it occurs all year and there is no
time for workers to recover, it can be a problem. Secondly, half of the workers can’t to
handle mental health by themselves. Mental health is a condition of mental well-being
that allows individuals to cope with life's challenges, realize their strengths, study, and
work effectively. Employees who work with workplace bullies will feel upset, which
might lead to mental health problems. This can contribute to job stress. It is difficult to
accomplish a task successfully if the duties outnumber the time available. Workers
may experience burnout because of putting in a lot of effort but never feeling
accomplished. Thirdly, the COVID-19 epidemic has driven more people to seek
employment in a different industry or to change their working methods, indicating a
decline in career relevance. Furthermore, the pay they earn is not commensurate with
their output, prompting many to change careers. Due to high expectations and little
financial compensation, insufficient remuneration can lead to burnout in various
industries. Workers may feel underpaid because of this, increasing their risk of
burnout. Lastly, Workers on probation or interns who are seeking to secure a

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permanent job can frequently experience weariness at work. Analyst data from 1016
workers shows just 80% that being a full-time employment. Employees who feel
unappreciated, unrecognized, unfairly treated, not in control of their activities,
insecure in their position, and unsure of the requirements of their jobs may experience
burnout. It also have an impact on a variety of other issues that might put an
employee at risk of burnout.

3.0 RECOMMENDED SOLUTIONS

To address the issue of burnout from job, there are a few potential solutions that
can be made. Firstly, in order to fix poor work-life balance and excessive work hours
that leads to employee burnout, companies should set clear boundaries around work
hours so it can help employees to manage their time and reduce the risk of overwork
by having more time away from the office. Next, encouraging flexible working
arrangements such as telecommuting and job-sharing will also give the employees
better chance to balance their work and personal responsibilities. Secondly, the
recommended solution to help employees better in handling their mental health
issues is by encouraging self-care. Companies can promote self-care practices such
as exercise and healthy eating habits to help their employees manage their mental
health in a better way while also serving as strategies for coping during particularly
stressful times. Besides that, companies can also offer mental health resources and
support such as counseling services to help manage their employees mental health
thus reducing the risk of burnout. Thirdly, the two solutions to address the issue of
declining career relevance and inadequate pay that may prompt workers to change
careers are by offering career development opportunities and providing competitive
compensation and benefits. If companies offer a career development programs and
training opportunities to help their employees stay up-to-date with industry trends and
advance their skills, this will help the employees by making them feel more engaged
and relevant in their current roles. Ensuring that employees are fairly compensated for
their work can help to improve job satisfaction and reduce the likelihood of employees
seeking employment elsewhere. Finally, the solution to help interns and workers on
probation better manage work-related stress and avoid burnout is by providing clear
job expectations and feedback to them. Providing clear job expectations and regular
feedback can help interns and probationary workers to better understand their roles
and feel more confident in their ability to perform their duties. Additionally, companies
should offer guidance to them by pairing interns and probationary workers with a

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mentor. This will make them better equipped to handle work-related challenges while
helping them to feel more connected to the company.

4.0 CONCLUSION

In conclusion, burn out from work that often occur among workers in company
are important issues which need to manage to make sure they can work in productive
and positive environment. The best solution for workers from getting burn out from the
first issues is to manage their companies should set clear boundaries around work
hours to help employees manage their time and reduce the risk of overwork. Next, the
best solution for mental heath issues is companies can provide mental health
resources and support to help manage their employees' mental health, reducing the
risk of burnout. Then, the best solution for the third issues is employers provide
career development and training opportunities to help employees stay up-to-date with
industry trends. Lastly, best solution for intern or contract workers is providing clear
job expectations and feedback to them. It can help interns and probationary workers
understand their roles and feel confident in their abilities.

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5.0 APPANDEX

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6.0 REFERENCES

Allegra, C. J., Hall, R., & Yothers, G. (2005). Prevalence of burnout in the US
oncology community: results of a 2003 survey. Journal of Oncology Practice, 1(4),
140-147.

Papalexandris, N., & Kramar, R. (1997). Flexible working patterns: towards

reconciliation of family and work. Employee relations, 19(6), 581-595.

McGarrigle, T., & Walsh, C. A. (2011). Mindfulness, self-care, and wellness in social
work: Effects of contemplative training. Journal of Religion & Spirituality in Social
Work: Social Thought, 30(3), 212-233.

Shaito, F. (2019). Career development: An overview. Research Gate. See

discussions, stats, and author profiles for this publication at:
https://www.researchgate.net/publication/336812981. Research· October.

Inzer, L. D., & Crawford, C. B. (2005). A review of formal and informal mentoring:
Processes, problems, and design. Journal of leadership Education, 4(1), 31-50.