ential viewpoint holds that people attempt to find existential significance in their work. Burnout is said to occur when this significance either cannot be found or is somehow lost. For this reason, Pines advises professionals working with employees who are experiencing burnout to provide counseling that is focused on deriving clients' thinking in terms of career/work meaningfullness. Specifically, Pines states that counselors/human relation personnel should work to discover answers to the following questions:
1. Why did this person choose this particular career, and how was it expected to provide existential significance?
2. Why does this individual feel a sense of failure in the existential quest, and how is the sense of failure related to burnout?
3. What changes need to take place for this individual to derive a sense of existential significance from work?
Whereas Pines (2000) feels that the existential human relations professional can best intervene with respect to reducing or treating burnout through counseling efforts, other existentially oriented professionals feel that there is much the human relation expert can do in terms of changing aspects of the work itself. For example, Schaufeli and Enzmann (1998) point out that since the existential view is that people need to derive meaning from their jobs, what is needed from human relation professionals is for some type of assistance (both counseling and through job redesign) to help workers set personally meaningful and relevant job goals. Also, they need to help by weeding out those job influences that detract from the significance of th
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