{"id":224,"date":"2025-10-20T13:24:48","date_gmt":"2025-10-20T13:24:48","guid":{"rendered":"https:\/\/blog.pilapk.com\/burnout-is-the-new-badge-of-honor-and-that-s-a-problem\/224\/"},"modified":"2026-04-19T14:05:02","modified_gmt":"2026-04-19T14:05:02","slug":"izdegsana-ir-jauna-goda-zime-un-ta-ir-problema","status":"publish","type":"post","link":"https:\/\/blog.pilapk.com\/lv\/burnout-is-the-new-badge-of-honor-and-that-s-a-problem\/224\/","title":{"rendered":"Izdeg\u0161ana ir jaun\u0101 goda z\u012bme (un t\u0101 ir probl\u0113ma)"},"content":{"rendered":"<h1 id=\"burnout-is-the-new-badge-of-honor-and-thats-a-problem\">Izdeg\u0161ana ir jaun\u0101 goda z\u012bme (un t\u0101 ir probl\u0113ma)<\/h1>\n<p>M\u016bsdienu ros\u012bgaj\u0101 kult\u016br\u0101 izdeg\u0161ana kaut k\u0101d\u0101 veid\u0101 ir p\u0101rveidojusies no nopietnas vesel\u012bbas probl\u0113mas par sagroz\u012btu statusa simbolu. Da\u017e\u0101du nozaru profesion\u0101\u013ci lepni pazi\u0146o, ka vi\u0146i &quot;darbojas ar izme\u0161iem&quot; vai &quot;nav gul\u0113ju\u0161i dien\u0101m ilgi&quot;, it k\u0101 tie b\u016btu sasniegumi, kas j\u0101atz\u012bm\u0113, nevis br\u012bdin\u0101juma z\u012bmes.<\/p>\n<p>\u0160\u012b izs\u012bkuma slavin\u0101\u0161ana ir rad\u012bjusi b\u012bstamu narat\u012bvu, kur\u0101 pa\u0161izn\u012bcin\u0101\u0161an\u0101s tiek piel\u012bdzin\u0101ta cent\u012bbai un pan\u0101kumiem. Sekas ir t\u0101lejo\u0161as \u2014 t\u0101s ietekm\u0113 ne tikai indiv\u012bda vesel\u012bbu, bet ar\u012b organiz\u0101cijas produktivit\u0101ti un inov\u0101cijas.<\/p>\n<h2 id=\"the-dangerous-evolution-of-burnout-culture\">Izdeg\u0161anas kult\u016bras b\u012bstam\u0101 evol\u016bcija<\/h2>\n<p>Tas, kas s\u0101k\u0101s k\u0101 neregul\u0101ras virsstundas, ir p\u0101rv\u0113rties par past\u0101v\u012bgas pieejam\u012bbas pras\u012bb\u0101m. Robe\u017ea starp darbu un person\u012bgo dz\u012bvi ir izpl\u016bdusi l\u012bdz nepaz\u012b\u0161anai, jo \u012bpa\u0161i t\u0101p\u0113c, ka att\u0101lin\u0101tais darbs ir \u013c\u0101vis b\u016bt \u201cpieejamam\u201d visu diennakti.<\/p>\n<p>Tehnolo\u0123ijas ir saasin\u0101ju\u0161as probl\u0113mu, viedt\u0101lru\u0146iem nodro\u0161inot, ka m\u0113s nekad neesam patiesi atrauti no darba pras\u012bb\u0101m. Slack pazi\u0146ojumi, e-pasta br\u012bdin\u0101jumi un kalend\u0101ra atg\u0101din\u0101jumi seko mums visur, radot past\u0101v\u012bgu gar\u012bg\u0101s iesaistes st\u0101vokli darb\u0101.<\/p>\n<h2 id=\"why-were-addicted-to-overworking\">K\u0101p\u0113c m\u0113s esam atkar\u012bgi no p\u0101rslodzes<\/h2>\n<p>Izdeg\u0161anas slavin\u0101\u0161anas psiholo\u0123ija ir sare\u017e\u0123\u012bta un daudz\u0161\u0137aut\u0146aina. Daudziem aiz\u0146emt\u012bba ir k\u013cuvusi par svar\u012bguma simbolu \u2014 ja j\u016bsu kalend\u0101rs ir p\u0101rpild\u012bts un j\u016bs past\u0101v\u012bgi j\u016btaties p\u0101rguris, tas noteikti noz\u012bm\u0113, ka esat v\u0113rt\u012bgs, vai ne?<\/p>\n<p>Soci\u0101lie mediji pastiprina \u0161o fenomenu, un LinkedIn ieraksti, kas atz\u012bm\u0113 80 stundu darba ned\u0113\u013cas, sa\u0146em t\u016bksto\u0161iem atz\u012bmju \u201cPat\u012bk\u201d. Tas rada atgriezenisk\u0101s saites cilpu, kur\u0101 nevesel\u012bgi darba ieradumi tiek pastiprin\u0101ti, izmantojot soci\u0101lo atzin\u012bbu un uztverto karjeras izaugsmi.<\/p>\n<h2 id=\"the-real-cost-of-chronic-overwork\">Hroniskas p\u0101rslodzes paties\u0101s izmaksas<\/h2>\n<p>Ilgsto\u0161as izdeg\u0161anas ietekme uz vesel\u012bbu ir nopietna un labi dokument\u0113ta. Hronisks stress palielina sirds un asinsvadu slim\u012bbu risku, v\u0101jina im\u016bnsist\u0113mu un veicina trauksmes un depresijas trauc\u0113jumus, kas var saglab\u0101ties gadiem ilgi.<\/p>\n<p>Kognit\u012bv\u0101s sp\u0113jas izdeg\u0161anas apst\u0101k\u013cos iev\u0113rojami cie\u0161, neskatoties uz to, ko apgalvotu darbaholi\u0137i. P\u0113t\u012bjumi konsekventi liecina, ka p\u0113c 50\u201355 darba stund\u0101m ned\u0113\u013c\u0101 produktivit\u0101te faktiski samazin\u0101s un k\u013c\u016bdu l\u012bmenis iev\u0113rojami palielin\u0101s.<\/p>\n<h2 id=\"burnouts-impact-on-business-outcomes\">Izdeg\u0161anas ietekme uz biznesa rezult\u0101tiem<\/h2>\n<p>Uz\u0146\u0113mumi, kas slav\u0113 izdeg\u0161anas kult\u016bru, finansi\u0101li kait\u0113 sev. Vien\u012bgi darbinieku main\u012bbas izmaksas var sasniegt 150\u20132001\u00a0TP3\u00a0triljonus no darbinieka gada algas, ja \u0146em v\u0113r\u0101 pie\u0146em\u0161anas darb\u0101, apm\u0101c\u012bbas un produktivit\u0101tes zudumu.<\/p>\n<p>Inov\u0101cijas un rado\u0161ums \u2014 konkur\u0113tsp\u0113j\u012bgu priek\u0161roc\u012bbu dz\u012bv\u012bbas sp\u0113ks \u2014 ir vieni no pirmajiem izdeg\u0161anas upuriem. Kad darbinieki darbojas izdz\u012bvo\u0161anas re\u017e\u012bm\u0101, vi\u0146u sp\u0113ja rado\u0161i risin\u0101t probl\u0113mas un strat\u0113\u0123iski dom\u0101t dramatiski samazin\u0101s.<\/p>\n<h2 id=\"the-generational-perspective\">Paaud\u017eu perspekt\u012bva<\/h2>\n<p>Baby Boomers paaudze bie\u017ei izveidoja paradigmu &quot;str\u0101d\u0101jiet l\u012bdz n\u0101vei&quot;, uzskatot karjeras upur\u0113\u0161anu par ce\u013cu uz pan\u0101kumiem. \u0160\u012b mentalit\u0101te gadu desmitiem veidoja darba vietas pras\u012bbas, radot vidi, kur\u0101 kl\u0101tb\u016btne p\u0101rsp\u0113ja sniegumu.<\/p>\n<p>S\u0101kotn\u0113ji t\u016bksto\u0161gades paaudze turpin\u0101ja \u0161o tendenci, bet tagad ir vado\u0161\u0101 c\u012b\u0146\u0101 pret izdeg\u0161anas kult\u016bru. \u0160\u0137iet, ka Z paaudze \u0161o pretest\u012bbu papla\u0161ina v\u0113l vair\u0101k, jau no karjeras s\u0101kuma priorit\u0101ti pie\u0161\u0137irot labsaj\u016btai un darba un priv\u0101t\u0101s dz\u012bves l\u012bdzsvaram.<\/p>\n<h2 id=\"leaderships-critical-role\">Vad\u012bbas kritisk\u0101 loma<\/h2>\n<p>Vad\u012bt\u0101ji, kas liel\u0101s ar saviem e-pastiem plkst. 4:00 no r\u012bta, demonstr\u0113 destrukt\u012bvu uzved\u012bbu, nevis cent\u012bbu. Kad vad\u012bt\u0101ji normaliz\u0113 nevesel\u012bgos darba mode\u013cus, vi\u0146i rada netie\u0161as gaidas, kas izplat\u0101s vis\u0101 organiz\u0101cij\u0101.<\/p>\n<p>Vid\u0113j\u0101 l\u012bme\u0146a vad\u012bt\u0101ji bie\u017ei j\u016btas iesprostoti starp konkur\u0113jo\u0161u spiedienu \u2014 sasniegt rezult\u0101tus, vienlaikus atbalstot komandas labkl\u0101j\u012bbu. Bez skaidras organiz\u0101cijas politikas, kas atbalsta l\u012bdzsvaru, \u0161ie vad\u012bt\u0101ji parasti atalgo visredzam\u0101k &quot;velt\u012bt\u0101kos&quot; (t.\u00a0i., p\u0101rslogotos) darbiniekus.<\/p>\n<h2 id=\"the-pandemics-complicated-impact\">Pand\u0113mijas sare\u017e\u0123\u012bt\u0101 ietekme<\/h2>\n<p>COVID-19 gan atkl\u0101ja, gan pastiprin\u0101ja izdeg\u0161anas kult\u016bru. Att\u0101lin\u0101tais darbs nov\u0113rsa braucienus uz darbu, bet rad\u012bja \u201cvienm\u0113r\u012bgas aktivit\u0101tes\u201d gaidas, darba dien\u0101m pagarinoties, lai aizpild\u012btu laiku, kas iepriek\u0161 tika pavad\u012bts ce\u013cojum\u0101.<\/p>\n<p>Daudzas organiz\u0101cijas s\u0101kotn\u0113ji pauda ba\u017eas par darbinieku labkl\u0101j\u012bbu pand\u0113mijas laik\u0101, ta\u010du pak\u0101peniski atgriez\u0101s pie pras\u012bbas p\u0113c t\u0101das pa\u0161as neilgtsp\u0113j\u012bgas ra\u017eo\u0161anas apjoma ar maz\u0101kiem resursiem un past\u0101v\u012bg\u0101s nenoteikt\u012bbas apst\u0101k\u013cos.<\/p>\n<h2 id=\"breaking-the-cycle-individual-strategies\">Cikla p\u0101rtrauk\u0161ana: individu\u0101l\u0101s strat\u0113\u0123ijas<\/h2>\n<p>Stingru robe\u017eu noteik\u0161ana ir b\u016btiska, ta\u010du sare\u017e\u0123\u012bta vid\u0113, kur tiek svin\u0113ts izdeg\u0161anas sindroms. Tas noz\u012bm\u0113 noteikt nemain\u0101mu person\u012bgo laiku, izsl\u0113gt pazi\u0146ojumus un neb\u016bt pieejamam noteiktos laika periodos.<\/p>\n<p>Produktivit\u0101tes p\u0101rv\u0113rt\u0113\u0161ana, balstoties uz rezult\u0101tiem, nevis nostr\u0101d\u0101taj\u0101m stund\u0101m, ir b\u016btiska dom\u0101\u0161anas mai\u0146a. Darba kvalit\u0101tei un j\u0113gpilniem rezult\u0101tiem vajadz\u0113tu aizst\u0101t pat\u0113r\u0113to laiku k\u0101 galvenajam profesion\u0101l\u0101s v\u0113rt\u012bbas r\u0101d\u012bt\u0101jam.<\/p>\n<h2 id=\"organizational-solutions-for-sustainable-performance\">Organizatoriskie risin\u0101jumi ilgtsp\u0113j\u012bgai veiktsp\u0113jai<\/h2>\n<p>Uz\u0146\u0113mumi, kas ievie\u0161 oblig\u0101tu atva\u013cin\u0101jumu politiku un minim\u0101los atvieno\u0161anas periodus, nov\u0113ro iev\u0113rojamus uzlabojumus klientu notur\u0113\u0161an\u0101 un veiktsp\u0113j\u0101. Da\u017ei Eiropas uz\u0146\u0113mumi ir pirmie ieviesu\u0161i e-pasta serverus, kas izsl\u0113dzas p\u0113c darba laika beig\u0101m.<\/p>\n<p>Regul\u0101ras darba slodzes rev\u012bzijas var identific\u0113t neilgtsp\u0113j\u012bgas cer\u012bbas, pirms t\u0101s noved pie izdeg\u0161anas. Tas ietver god\u012bgu izv\u0113rt\u0113\u0161anu, vai komand\u0101m ir pietiekami resursi savu pien\u0101kumu veik\u0161anai, un atbilsto\u0161u piel\u0101go\u0161anu.<\/p>\n<h2 id=\"the-future-of-work-depends-on-balance\">Darba n\u0101kotne ir atkar\u012bga no l\u012bdzsvara<\/h2>\n<p>Progres\u012bvas organiz\u0101cijas s\u0101k apzin\u0101ties, ka ilgtsp\u0113j\u012bgai veiktsp\u0113jai ir nepiecie\u0161amas ilgtsp\u0113j\u012bgas darba prakses. Uz\u0146\u0113mumi, piem\u0113ram, Microsoft Japan, eksperiment\u0113ja ar \u010detru dienu darba ned\u0113\u013c\u0101m un nov\u0113roja produktivit\u0101tes pieaugumu par 40%.<\/p>\n<p>Darbinieku labkl\u0101j\u012bbas r\u0101d\u012bt\u0101ju un finan\u0161u rezult\u0101tu apvieno\u0161ana pan\u0101kumu m\u0113r\u012b\u0161an\u0101 sniedz piln\u012bg\u0101ku priek\u0161statu par organiz\u0101cijas vesel\u012bbu. \u0160\u012b l\u012bdzsvarot\u0101s rezult\u0101tu kartes pieeja g\u016bst popularit\u0101ti progres\u012bvu uz\u0146\u0113mumu vad\u012bt\u0101ju vid\u016b.<\/p>\n<h2 id=\"when-burnout-becomes-clinical\">Kad izdeg\u0161ana k\u013c\u016bst kl\u012bniska<\/h2>\n<p>Smaga izdeg\u0161ana var att\u012bst\u012bties kl\u012bnisk\u0101 depresij\u0101 vai trauksmes trauc\u0113jumos, kam nepiecie\u0161ama profesion\u0101la iejauk\u0161an\u0101s. \u0160o st\u0101vok\u013cu l\u012bdz\u012bbas bie\u017ei noved pie nepareizas diagnozes noteik\u0161anas vai nov\u0113lotas \u0101rst\u0113\u0161anas.<\/p>\n<p>Atvese\u013co\u0161an\u0101s no nopietnas izdeg\u0161anas nav \u0101tra \u2014 parasti nepiecie\u0161ami vair\u0101ki m\u0113ne\u0161i apzin\u0101tas atp\u016btas, iesp\u0113jama terapija un iev\u0113rojamas dz\u012bvesveida izmai\u0146as. Daudzi speci\u0101listi to raksturo k\u0101 &quot;atduri pret sienu&quot;, ko vi\u0146i nebija paredz\u0113ju\u0161i.<\/p>\n<h2 id=\"creating-a-new-professional-narrative\">Jauna profesion\u0101la st\u0101st\u012bjuma veido\u0161ana<\/h2>\n<p>Profesion\u0101lo pan\u0101kumu p\u0101rdefin\u0113\u0161ana noz\u012bm\u0113 ilgtsp\u0113j\u012bgu sasniegumu, nevis mocek\u013ca n\u0101ves svin\u0113\u0161anu. Vad\u012bt\u0101ji, kuri r\u0101da l\u012bdzsvarotu darba paradumu piem\u0113ru, \u013cauj sav\u0101m komand\u0101m r\u012bkoties t\u0101pat.<\/p>\n<p>Visnovatorisk\u0101kie uz\u0146\u0113mumi atkl\u0101j, ka labi atp\u016btu\u0161ies, ener\u0123iski darbinieki visos noz\u012bm\u012bgajos r\u0101d\u012bt\u0101jos p\u0101rsp\u0113j noguru\u0161us darbiniekus. \u0160\u012b atzi\u0146a l\u0113n\u0101m p\u0101rveido konkurences priek\u0161roc\u012bbas uz zin\u0101\u0161an\u0101m balst\u012bt\u0101s nozar\u0113s.<\/p>\n<h2 id=\"the-economic-case-for-balance\">Ekonomiskais arguments par labu l\u012bdzsvaram<\/h2>\n<p>Ar izdeg\u0161anu saist\u012btas promb\u016btnes un kl\u0101tb\u016btnes (fiziski kl\u0101teso\u0161as, bet gar\u012bgi neakt\u012bvas) d\u0113\u013c valstu ekonomika zaud\u0113 miljardus produktivit\u0101tes. Ar izdeg\u0161anu saist\u012bt\u0101s vesel\u012bbas apr\u016bpes izmaksas v\u0113l vair\u0101k samazina ekonomiskos resursus.<\/p>\n<p>Valstis, kas \u012bsteno stingr\u0101ku darba \u0146\u0113m\u0113ju aizsardz\u012bbu, nepiedz\u012bvo daudzu prognoz\u0113tos ekonomiskos tr\u016bkumus. T\u0101 viet\u0101 valstis ar l\u012bdzsvarot\u0101ku darba kult\u016bru bie\u017ei vien demonstr\u0113 sp\u0113c\u012bg\u0101kus inov\u0101ciju r\u0101d\u012bt\u0101jus un ekonomisko notur\u012bbu.<\/p>\n<h2 id=\"a-personal-responsibility\">Person\u012bg\u0101 atbild\u012bba<\/h2>\n<p>Lai atpaz\u012btu agr\u012bn\u0101s izdeg\u0161anas paz\u012bmes sev\u012b, ir nepiecie\u0161ama god\u012bga pa\u0161nov\u0113rt\u0113\u0161ana. Fizisks izs\u012bkums, emocion\u0101la atsve\u0161in\u0101\u0161an\u0101s un samazin\u0101ta veiktsp\u0113ja ir galvenie r\u0101d\u012bt\u0101ji, kurus nevajadz\u0113tu ignor\u0113t.<\/p>\n<p>Veidojot ilgtsp\u0113j\u012bgus karjeras pan\u0101kumus, priorit\u0101te ir atvese\u013co\u0161an\u0101s, k\u0101 ar\u012b sasniegumi. Profesion\u0101\u013ci ar visilg\u0101ko un ietekm\u012bg\u0101ko karjeru parasti nav tie, kas s\u0101kum\u0101 bija spo\u017e\u0101kie, bet gan tie, kas visu laiku saglab\u0101ja nemain\u012bgu ener\u0123iju.<\/p>\n<h2 id=\"the-collective-challenge\">Kolekt\u012bvais izaicin\u0101jums<\/h2>\n<p>Izdeg\u0161anas kult\u016bras mai\u0146a prasa gan individu\u0101lu, gan kolekt\u012bvu r\u012bc\u012bbu. Iebildumu izteik\u0161ana, kad darba slodze k\u013c\u016bst neilgtsp\u0113j\u012bga, pal\u012bdz normaliz\u0113t sapr\u0101t\u012bgas pras\u012bbas pret visiem.<\/p>\n<p>Darba n\u0101kotnei vajadz\u0113tu cildin\u0101t efektivit\u0101ti, nevis izs\u012bkumu. Noraidot izdeg\u0161anu k\u0101 goda z\u012bmi, m\u0113s varam rad\u012bt darba vietas, kas veicina gan cilv\u0113ka uzplaukumu, gan organiz\u0101cijas pan\u0101kumus, pier\u0101dot, ka \u0161ie m\u0113r\u0137i viens otru papildina, nevis konkur\u0113.<\/p>","protected":false},"excerpt":{"rendered":"<p>Burnout Is the New Badge of Honor (And That&#8217;s a Problem) In today&#8217;s hustle culture, burnout has somehow transformed from [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":955,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[8],"tags":[],"class_list":["post-224","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-jobs"],"_links":{"self":[{"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/posts\/224","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/comments?post=224"}],"version-history":[{"count":1,"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/posts\/224\/revisions"}],"predecessor-version":[{"id":956,"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/posts\/224\/revisions\/956"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/media\/955"}],"wp:attachment":[{"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/media?parent=224"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/categories?post=224"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/tags?post=224"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}