Define professional development. Essence and structure of professional adaptation. a) proper organization of work

Professional adaptation is, first of all, an adaptation, a person's getting used to the requirements of the profession, his assimilation of the production, technical and social norms of behavior necessary to fulfill labor functions and new working conditions. Variety professional adaptation is production adaptation - adaptation to the conditions of a particular labor in a given production group.
Professional adaptation involves a person's mastery of value orientations within the framework of a given profession, awareness of motives and goals in it, convergence of a person's orientations and professional group, entry into the role structure of a professional group. Professional adaptation also involves the adoption of all components professional activity: its tasks, subject, methods, means, results, conditions within the framework of this profession. Over time, professional adaptation acquires an active character, since a person not only adapts to the profession, but also adapts the profession to himself. Therefore, it is advisable to study the multilevel mutual adaptation of a person and a profession. Adaptation is not limited to the professional development of a person; adaptation can be followed by stages of enrichment by a person of a profession, a creative transformation of its experience.
The social component of socio-professional adaptation is associated with the adaptation of the employee to the conditions of labor organization, management system, management methods, the whole complex complex social relationships in a business or organization. The socio-psychological component of socio-professional adaptation consists in the process of including the individual in the work team, mastering the relations and norms of behavior in the team. As we can see, the processes of professional and socio-psychological adaptation, having relative independence, proceed in conditions of constant interaction and mutual influence.
Social and professional adaptation (adaptation as a result of the process of successful social and professional adaptation) is characterized by:

1. a high level of motivation of the subject to master professional competencies;
2. formed stable positive attitude to the tasks, positive traditions and prospects of the enterprise; productive implementation of their leading professional activities;
3. active involvement in the system of interpersonal communications in the team;
4. interest in self-development and advanced training, active consumption of information, striving for spiritual growth;
5. a state of stable psychological comfort, good health.

The socio-psychological aspect of the production adaptation of T.N. Vershinina assigns a subordinate role, and a leading role to professional and psychophysiological aspects. I.K. does not agree with this opinion. Kryazhev, rightly emphasizing the leading role of the socio-psychological aspect. This idea is confirmed by V.A. Samoilova, who studied the socio-psychological adaptation of the individual in the production team. Based on the study, she found that the less time a young specialist needs to adapt in a team, the shorter the period required for professional adaptation, as a rule.
Professional adaptation is usually associated with initial stage professionally- labor activity person. However, in fact, it begins even during vocational training, when not only knowledge is acquired, skills and habits, rules, norms of behavior are formed, but a way of life characteristic of workers in this profession is formed. The total duration of the period of professional adaptation depends both on the characteristics of a particular profession (specialty), and on the individual abilities of a person, his inclinations and interests.
T.N. Vershinina considers the process of industrial adaptation as one of the types of social adaptation. end result successful production adaptation is identification, i.e. full mastery of the profession, identification of the interests of the employee with the interests of the enterprise, assimilation of the employee with the enterprise, workplace.
A. K. Markova notes that professional adaptation acts as one of the stages of professionalization (the process of becoming a professional), which includes: a person's choice of a profession, taking into account his own capabilities and abilities; mastering the rules and norms of the profession; formation and awareness of oneself as a professional, enrichment of the experience of the profession through personal contribution, development of one's personality by means of the profession, etc. At the same time, she points out that professionalization is one of the sides of socialization, with the formation of a professional being one of the aspects of personality development.
Professionalism has two sides: the state of the motivational sphere of a person’s professional activity (what motives motivate a person, what is the meaning of professional activity in his life, what goals does he personally strive to achieve, how satisfied is he with work, etc.) and the state of the operational sphere of a person’s professional activity (what technologies it uses, what means - knowledge, mental operations, abilities - it uses). In this regard, adaptation is one of the characteristics of the motivational sphere of professional activity.
E.V. Taranov defines adaptation as “... the process of forming a stable positive attitude in the personality to the tasks, traditions and prospects of the organization, during which the personality is actively involved in a new activity, system interpersonal relationships, the socio-political and cultural life of the organization, finds there the conditions for self-realization and turns the new environment into the basis of its life activity.
Vocational adaptation is defined as a socio-economic process of introducing the younger generation to work, in a narrower sense - as one of the key problems of using labor resources. During the period of entry into professional life, the accumulated experience of industrial relations is transferred to a new generation. The process of professional adaptation can be divided into four periods: a) preparation for work in a general education school (senior specialized school); b) choice of profession; c) professional training and education; d) the beginning of labor activity.
Transformations in society have shown that understanding of labor behavior is essentially behavior in the labor market, which consists not only in professional knowledge, skills and abilities, but also in the presence of adaptive abilities. Ya.G. Galperin and O.I. Zhdanov.
Consider the relationship between the concepts of "socialization" and "professional adaptation". Socialization in the broadest sense is the process of becoming a person's personality, which occurs throughout a person's life, and professionalization is the process of becoming a professional. Professionalization is defined as a holistic continuous process formation of the personality of a specialist and a professional, which begins from the moment of choosing a profession, lasts throughout the entire professional life of a person and ends when a person stops his professional activity. Professional adaptation is one of the stages of professionalism, without which the following are impossible: self-actualization of a person in the profession, fluency in the profession in the form of mastery, harmony with the profession.
Professional and social adaptation are considered by us from the standpoint of assisting a specialist in his professional development, the formation of the necessary for this type of activity social and professional qualities, the desire to improve skills in order to achieve a high level of professionalism.
When carrying out work on professional adaptation, a flexible and differentiated approach to young people entering work is necessary. Consider gender, age, social status, marital status, individual qualities (physical and mental state), abilities, inclinations, knowledge, skills and experience of young people. RS. Nemov identifies several types of adaptation in the workforce.
Directly at the enterprise, work on the professional adaptation of young workers begins from the day they are hired. During this time, the young worker gets to know his new social and professional role. He gradually enters into life labor collective subdivision, begins the development of its value orientations, norms and traditions, their new professional duties. Along with the continuation of further social adaptation, an active period of professional adaptation begins. A young worker learns a profession, studies technological process, establishes production contacts with team members, adapts to the requirements of production discipline, is included in public life team. During the entire period of adaptation, it is important to provide support for newcomers, create an atmosphere of attention, goodwill, necessary support and control around them.

Psychological essence of professional adaptation. Features of professional adaptation. Adaptability. Maladaptation. Types of adaptation.

In 1968, the Hero of the Soviet Union, Honored Test Pilot, Georgy Timofeevich Beregovoy flew into space on the Soyuz-3 spacecraft. The TASS report reported that the main goal was to rendezvous in orbit with the Soyuz-2 unmanned spacecraft. On the first space orbit after the launch, he had this very “rapprochement”. Not without reason in his book "Attack angle" he talks about such a psychological phenomenon as "adaptation".

V.A. Shatalov: “The physical sensation is as if the blood is constantly rushing to the head, as if you are constantly floating somewhere. And it seems that you have to hold on to something all the time so as not to emerge.

G.T. Dobrovolsky: “... as if someone wants to pull his head out of his neck. One can feel the tension of the muscles of the chin, the weighting of the head in the upper part, it seems that the insides are also stretching behind the head. The stomach seems to be sucking up.

A.G. Nikolaev and V.I. Sevastyanov were in space for 18 days. They experienced a dulling of taste and smell. The size and volume of their hearts both decreased by 10%, and the weight loss was 3 kg (mainly due to muscle). After returning, they could not walk or sit. And they spent their first days on earth in a bath of water. Reverse adaptation lasted almost a year!

The term "adaptation" was originally proposed by biologists. Adaptation (from lat. adaptatio - adaptation) - biological adaptation of the structure and functions of the body, its organs and cells to environmental conditions. So, for example, in the conditions of the cold north, the growth of wool intensifies in animals.

Adaptation has great importance for many sciences (including physiology, psychophysiology, labor psychology, sociology, etc.), since its regulatory mechanism increases the body's resistance to changes in temperature, pressure, lack of oxygen, lighting, etc.

Adaptation is understood as a process of adaptation and, as its result, a state of adaptation of a person to new environmental factors.

adaptability- this is the ability of an individual or system to modify itself or its environment in the event of adverse changes in order to at least partially compensate for the loss of performance. An individual can be either in a state of adaptation or maladaptation.

Maladaptation closely related to somatics (connection of soul and body) and proceeds in the following forms:

neurotic (neurosis);

Aggressive-protest (or its opposite - capitulative-depressive).

In nature, the adaptability of a person is provided by evolutionarily selected expedient and innate features of his nature (Pershina O.G.).

instincts: self-preservation, procreation, altruistic, exploration, dominance, freedom, preservation of dignity. One of them always prevails, which is manifested in seven primary personality profiles(in seven innate orientations).

These instincts (except altruistic) are grouped into dyads:

1) the dyad self-preservation + procreation is basic and ensures the survival of the individual and the species (genus);

2) the dyad of research + freedom provides primary specialization;

3) the dyad of dominance + preservation of dignity ensures self-affirmation, self-preservation of the individual in the psychosocial aspect.

Together, these 3 dyads ensure the adaptation of a person in real life.

The altruistic instinct socializes the egocentric essence of the instincts of all three dyads.

Temperament ( more precisely, the type of GNI) - the most common, innate styles of adaptation, inextricably linked with human instincts. The dominant instinct gives rise to the dominant fundamental attitude. It, along with the attitudes arising from temperament, determines the original, innate orientation of a person, his individuality, as well as the style of adaptation.

So, choleric, with their instincts for dominance, exploration and dignity tend to be warriors, pioneers, leaders.

Sanguine are risk-oriented, fast-response, free to act and tend to show themselves in the business and service sectors.

Phlegmatic- as workers of life (according to Pavlov), - "plowmen", tend to realize themselves in construction, creation of a new one.

Melancholy with their hypersensitivity, they can become tasters, controllers in laboratories.

There is a catchphrase: "Sanguine people get involved in wars, choleric people fight, and phlegmatic people restore what has been destroyed."

Constitution(body type) distinguishes asthenics, hypersthenics and normosthenics.

Asthenics narrow-shouldered, narrow-chested, tall or medium height.

Hypersthenics- broad-shouldered, broad-chested, small or medium height.

Normostenics occupy a middle position. There is a close relationship between the constitution and the psychology of personality.

Individual style of emotional perception and response. There are 10 basic emotions: interest, joy, surprise, grief, suffering, anger, disgust, contempt, shame, fear, guilt (repentance).

Intellect, moral and orientational qualities, the level of development of mental cognitive processes, etc. have a great influence on the nature and speed of adaptation.

There are four possible type of adaptation.

1.Outer-outer: an individual or system reacts to an external change by modifying the external environment. For example, a person who is in a hot (external to him) room turns on an air conditioner located outside of him.

2. External-internal: an individual or system reacts to external change by modifying itself. For example, a person moves from an outwardly hot room to another, less hot one.

3. Internal-external: an individual or system reacts to an internal change by modifying the external environment. For example, a person who has begun to shiver internally from the cold turns on external heating.

4. Internal-internal: the individual or system responds to internal change by modifying itself. For example, a person who has an internal trembling from the cold begins to intensively engage in physical exercises or conducts a course of appropriate treatment.

Special consideration is given to adaptation to stressful conditions. Stress (from English stress - pressure, pressure, tension) - a state of mental tension that occurs in a person in difficult, dangerous life situations when solving responsible tasks. This concept was introduced by the physiologist Hans Selye.

There are three stages in the development of stress:

1. Anxiety(the body is rebuilt, adapts to difficult conditions), lasting from several hours to 2 days.

2. resistance stage(resistance) - the body's resistance to various influences is increased, the state may return to normal by the end of the second stage.

3. Exhaustion or stabilization(depending on the body's ability to adapt to the stress factor) - in case of the body's failure to adapt to ongoing external influences, severe impairment of working capacity and health may occur.

The most typical for the appearance of stress are the factors of conflict, dangerous or long work, isolation, unfavorable physical conditions of the environment.

Under stress, a person develops the so-called adaptation syndrome - a set of general protective (adaptive) reactions of the human body that occur when it is exposed to internal and external stimuli that are significant in strength and duration.

The special role of defense mechanisms is that they are activated only after the strength of the stimulus reaches a life-threatening threshold. Thus, using the example of suggestion, one can show that only those suggestions are realized that do not threaten the life of the recipient. You can slightly reduce, for example, heart rate, skin temperature and other biological manifestations, but only in a very limited range.

This can also be demonstrated with an example extrasensory influences Juna Davitashvili: only objects (hands) with a temperature close to body temperature have a therapeutic effect. If you bring a red-hot iron to the skin of a person, then there will be no therapeutic effect. On the contrary, there will be a protective reaction in the form of increased sweating (you can compare the situation with increased sweating on a hot day).

Except biological adaptation, usually consider such types of it as psychological, physiological, social, industrial, etc.

Psychological adaptation- this is a change in the sensitivity of analyzers (hearing, vision, etc.), its adaptation to the intensity of the current stimulus or a change in the personality as a whole in accordance with constantly acting stimuli.

If these stimuli are related to production area human activity in the enterprise, then they talk about production adaptation.

The production adaptation of the worker has two sides:

1) acquisition of professional knowledge, skills and abilities and adaptation to working conditions ( professional adaptation);

2) the entry of the individual into a given production team (a system of official and unofficial roles) as a new social environment as a full member, a change in the lifestyle of the individual ( social adaptation). For example, it is difficult to immediately effectively fulfill the role of boss. In the same way, it is difficult for a boss to get used to the role of a subordinate in the same team when changing social roles.

Social adaptation accompanies a person almost all his life from kindergarten to an informal group of pensioners. Professional adaptation begins from the moment of mastering the first profession in life and includes initial theoretical preparation for industrial training, familiarization with the technical educational institution, with training workshops, with a basic enterprise, etc.

In a broad sense, the adaptation of young people to professional activities begins in the process of studying at a general education school and continues during career guidance events, career choice, vocational training, and initial period labor activity.

Considering the stages of an employee's entry into production, they usually distinguish between primary and secondary adaptation.

Primary adaptation covers the period of the initial inclusion of the individual (for the first time in his life) in the activities of the production team, and secondary- all subsequent changes in work and profession (transition to new job, changing the profile of the enterprise, moving to another city, etc.).

Primary adaptation includes the adaptation of young professionals, understood as a socio-psychological process of inclusion young specialist or a worker in a production team.

The main points of adaptation of a young specialist are the acquisition and consolidation of interest in work, the accumulation of work experience, the establishment of work and personal contacts with the team, inclusion in social activities, the emergence of interest not only in personal achievements, but also in the achievements of their team and production as a whole.

Due to the fact that the primary production adaptation plays the most important role in production adaptation, it must be given Special attention. This is due to the fact that secondary production adaptation occurs with a more experienced and knowledgeable person and is easier to implement. The success of the process of primary production adaptation depends on the personal characteristics of a person and on environmental conditions, on the presence of a mentor.

Features of professional adaptation

Adaptation:

To the pace of activity, the strength of the stimulus, an uncomfortable posture (a crowded trolleybus: uncomfortable at first, then you get used to it),

Smell (beginner dog breeders feel a dog smell, while experienced ones do not notice it),

Monotony (beginners are burdened by it, and experienced ones perceive it more tolerantly),

Hazards, noise, vibrations (work with a jackhammer), dustiness (miners), high humidity and other factors play a big role.

Features of adaptation of vision. When moving from a brightly lit room to darkness, we can count on a complete restoration of eye sensitivity only after 30-40 minutes. With the reverse transition, the full adaptation of the eyes occurs after a few seconds. Since we are not able to change the biological time parameters of adaptation to light, the scientists proposed how to "deceive" the body. For this, glasses with red glasses are used in the light. This is done in the following way. Working in the dark, a person adapts to low light. If you need to go out into bright light, he puts on red glasses and works quietly (he can even read and write). When he returns to the darkness, he again removes his red glasses and works calmly.

Features of hearing adaptation. Hearing adaptation is the adaptation of hearing to different levels of sound intensity. For example, after the hearing is adapted to silence, the sensitivity reaches a maximum, and therefore the audio signals initially appear to be increased in loudness. Hearing adaptation is carried out within sound intensity levels from 0 decibels (threshold of hearing) to 130 decibels (threshold of pain). Moreover, the greatest sensitivity is manifested to sound frequencies from 1000 to 4000 Hz (the range of audible sound is from 16000 to 20000 Hz).

Prolonged (for several hours) and strong (more than 110 decibels) sound exposure leads to a functional disruption of hearing adaptation, which is expressed in the development of fatigue with a relatively persistent (within 1-2 hours) hearing loss. With such prolonged exposure, normal hearing sensitivity is not restored and irreversible hearing loss (hearing loss) develops.

High levels of noise negatively affect human performance. Noise level 100 decibels requires voice tension during conversation, interferes with work, at 120 decibels - noise suppresses, and at 130 decibels - unbearable conditions are created.

The decisive role in the success of adaptation to extreme conditions is played by the processes of training, the functional, mental and moral state of the individual.

Based on the definition of labor psychology as a science about the patterns of formation and maintenance of dynamic balance in the system "subject of labor - professional environment", there is reason to consider professional adaptation as a process of formation (and restoration) of this balance. Such an understanding does not contradict the general concept of mental adaptation as a process that maintains a dynamic balance in the "man-environment" system.

From the point of view of the employer, professional adaptation is a system of measures that contribute to professional development the employee, the formation of appropriate social and professional qualities, attitudes and needs for active creative work, the achievement of the highest level of professionalism.

Adaptation of a young worker is the process of forming a stable positive attitude towards the tasks, traditions and prospects of the enterprise in the personality, during which the personality is actively included in the new production activities, the system of interpersonal relations, the social and cultural life of the enterprise, finds there the conditions for self-realization and turns the new environment into the basis of its life.

According to the results of Finnish researchers of professional adaptation, young professionals can be divided into four groups:

1. Quick transition to a job that matches education.

2. Working life is characterized by dispersion, i.e. Jobs do not match education.

3. During the period of study, education was received in several areas, but work activity quickly comes into line with education.

4. Received education in several areas, labor activity is characterized by a spread in the choice of work.

AT scientific literature ecological, biological, physiological, operational, informational, communicative, personal and socio-psychological aspects of professional adaptation are noted. To streamline this diversity, let us turn to the work of B. G. Ananyev, in which a person - the subject of labor is considered as an alloy of the properties of an individual and personality. In this case, professional adaptation is a unity of an individual's adaptation to the physical conditions of the professional environment (the first aspect, psychophysiological), adaptation to professional tasks, operations performed, professional information, etc. (the second aspect, actually professional) and adaptation of the personality to social components professional environment (third, socio-psychological aspect).

In the process of psychophysiological adaptation, the totality of all conditions that have a different psychophysiological effect on the worker during work is mastered. The study of the professional and socio-psychological aspects of adaptation does not exclude the analysis of the physiological mechanisms of mental phenomena that accompany this process. A person adapts to any professional situation as an integral structure: both as an organism and as a person.

Professional adaptation is characterized by additional development of professional capabilities (knowledge and skills), as well as the formation of professional necessary qualities personality, positive attitude to their work. An important aspect of professional adaptation is the adoption of a professional role by a person. At the same time, the effectiveness of professional adaptation largely depends on how adequately a person perceives his professional role, as well as his professional connections and relationships.

In the process of socio-psychological adaptation, the employee is included in the system of relationships of the team with its traditions, norms of life, and value orientations. In the course of such adaptation, the employee receives information about the system of business and personal relationships in the team and individual formal and informal groups, about the social positions of individual members of the group.

Many researchers also highlight organizational adaptation. In the process of organizational and administrative adaptation, the employee gets acquainted with the features of the organizational management mechanism, the place of his unit and position in the overall system of goals and in organizational structure. With this adaptation, the employee should form an understanding of his own role in the overall production process.

Despite the difference between the types of adaptation, they are all in constant interaction, so the management process requires a unified system of impact tools that ensure the speed and success of adaptation.

A person's adaptation to professional activity is divided into a number of stages: primary adaptation, stabilization period, possible maladaptation, secondary adaptation, age-related decrease in adaptive capabilities. One cannot but agree with those researchers (Ovdey, 1978; Kaznacheev, 1980), who define the process of adaptation as continuous, but activated in those cases when a mismatch occurs in the system "subject of labor - professional environment". The reason for maladaptation can be both changes in the subject of labor and an increase in the requirements of activity to it. These changes can be stable, defining a long and deep restructuring, and then they should be attributed to general professional adaptation, but short-term "perturbations" may occur, suggesting situational adaptation.

Describing the stages of psychological adaptation in an organization, a group of authors led by A. A. Derkach focuses on the procedural aspect of adaptation. There are five stages of adaptation.

The preparatory stage of adaptation, which consists mainly in the accumulation of relevant information about the subject and social conditions of the upcoming activity.

The stage of starting mental stress is associated with the state of neuropsychic experience of preparatory actions and the initial entry into new conditions of professional activity. Here, the internal mobilization of the mental and psychophysiological resources of a person takes place, providing the necessary prerequisites for functioning in the new conditions.

The next stage of adaptation is the stage of acute mental reactions of entry, at which the adaptant begins to feel the impact of the changed factors of the subject and social environment. Characteristic for this stage of the adaptation process is the experience of a state of frustration, which causes constructive or destructive reactions.

In the case of a favorable development of the adaptation process, the stage of the final mental stress begins, characterized by a kind of preparation of the human psyche for the actualization of the previous modes of functioning, habitual ways of behavior in connection with the upcoming return to habitual life.

The final stage of the adaptation process, called the stage of acute mental exit reactions, consists of a complex of emotional and behavioral reactions associated with entering an already familiar environment and professional activity.

In almost all works on the problem of adaptation of the individual in the labor sphere, certain criteria are put forward, with the help of which the degree of adaptation of the individual is assessed.

Adaptability is manifested primarily in the effectiveness of activities. An activity characterized by high productivity and product quality, optimal energy and neuropsychic costs, and professional satisfaction can be called effective. F. B. Berezin formulates three criteria, according to which it is expedient to assess mental adaptation in the conditions of a certain professional activity: 1) the success of the activity (performance of work assignments, growth in qualifications, necessary interaction with members of the working group and other persons); 2) the ability to avoid situations that pose a threat to the labor process and effectively eliminate the threat that has arisen (prevention of injuries, accidents, emergencies); 3) carrying out activities without significant impairment of physical health.

In general, for the control and evaluation of professional adaptation, the following are used:

1. Psychophysiological criteria that take into account the state and functional reserves of a person.

2. Economic criteria, including performance indicators and labor quality.

3. Psychological criteria: satisfaction with the work performed, establishing business relations with management, joining a team, social and psychological compatibility, acceptance of goals, norms and internal regulations of the organization.

4. Social Criteria, including staff turnover, industrial injuries and accident rate, morbidity, etc. .

Criteria for socio-psychological adaptation have been developed in sufficient detail: in the field of social activity - participation in community service and satisfaction with this participation; in the field interpersonal communication-- sociometric status and satisfaction with relationships with comrades (Georgieva, 1986), attitude towards association (large group), attitude towards the team (small group), self-satisfaction at work, attitude towards the leader (Ismagilov, 1981), adequacy of interaction with other participants activities (Berezin, 1988). The criteria for psychophysiological adaptation are the state of health, mood, level of anxiety, degree of fatigue, activity of behavior (Blazhne, 1986; Berezin, 1988; Selin, 1990).

A common indicator of adaptability is the absence of signs of maladaptation. Disadaptation is manifested in various violations of activity: in a decrease in labor productivity and its quality, in violations of labor discipline, in an increase in accidents and injuries. Physiological and psychological signs of maladjustment correspond to the well-studied and described signs of stress.

The set of specific values ​​of the adaptation criteria is classified further depending on these values ​​and their combination, i.e., the levels of adaptability of the individual are distinguished.

The question of levels is solved in different studies in different ways, the authors offer their own classifications based on the characteristics of the adaptation criteria used. V. G. Podmarkov identifies high, medium (normal) and low levels of adaptability. G. A. Slesarev proposes to consider four levels of production adaptation: dysfunctional, stereotyped, stereotyped-initiative, initiative. R. A. Kuzmina and A. A. Rusalinova - groups of complete, incomplete and zero adaptedness.

The problem of human adaptation has long been one of the areas of theoretical and applied research many sciences: sociology, psychology, pedagogy, medicine, biology, etc. In our time, there is no longer a single social, anthropological science that would not directly or indirectly study the problems of human adaptation in various conditions of his life and activity.

In general, considering the problems of human adaptation, it is advisable to proceed from a well-known fact: a person appears in the aggregate of two systems - biological and mental. Each of them consists of many subsystems. In this sense, there are two main types (levels) of human adaptation: biological and psychological.

Biological and physiological adaptation is inherent in both man and animals, but it is important to note that the adaptation of man as an organism, one way or another, is affected by social circumstances.

E. Fromm believed that one of the differences between the biological adaptation of humans and animals is the presence of “biological weakness”, by which the scientist understood “the relative lack of instinctive regulation in humans in the process of adaptation to the outside world”.

According to this point of view, the differences in human adaptation from animals at the biological and physiological level are determined by low instinctive adaptability, as a result of which a person is forced to look for other ways of adaptation, which, in turn, contributes to human evolution.

In biological adaptation, the concept of "adaptation syndrome" (G. Selye) is used. Adaptation syndrome - a set of adaptive reactions of the human and animal organism, which are of a general protective nature and arise in response to adverse effects that are significant in strength and duration. Functional states that develop under the influence of stressors are called stress states. The main symptoms of the adaptation syndrome are an increase in the adrenal glands, a decrease in the thymus, spleen and lymph nodes, metabolic disorders with a predominance of decay processes. There are three stages in the development of the adaptation syndrome:

1. Stage of anxiety: lasts from several hours to two days and includes two phases: shock and anti-shock, the last of which is the mobilization of the body's defense reactions.

2. Stage of resistance: the body's resistance to various influences is increased. This stage either leads to stabilization of the condition and recovery, or is replaced by the last stage.

3. Stage of exhaustion: a sharp decrease in the body's resistance, a violation of its functions, which leads to diseases and may end in the death of the body.

Along with biological and neuropsychological approaches in the development of problems of human adaptation, others appear and are approved, primarily psychological and sociological.

Psychological adaptation is the process of psychological involvement of the individual in the systems of social, socio-psychological and professional-activity connections and relationships, in the performance of the corresponding role functions.

There are the following main areas of human life and activity in which his psychological adaptation is carried out (and, accordingly, the main varieties of psychological adaptation):

social in all the diversity of its substantive aspects, components: moral, political, legal, etc.;

socio-psychological: systems of psychological connections and relationships of the individual, its inclusion in the performance of various socio-psychological roles (socio-psychological adaptation of the individual);

the sphere of professional, educational and cognitive and other activity connections and relations of the individual (professional and activity psychological adaptation of the individual);

relationship with the ecological environment (ecological psychological adaptation).

Accordingly, with these four areas of human life and activity, four main types of psychological adaptation are distinguished:

professional activity;

social;

socio-psychological;

ecological.

The result of the adaptation process is one or another level of adaptation of the individual.

Personality adaptation can be:

internal, when there is a restructuring of it functional structures, systems with a certain change in the environment of its life. There is a meaningful, complete, generalized adaptation of the personality;

external, behavioral, adaptive, when the personality is not internally, substantively rebuilt and retains itself, its independence. There is a so-called instrumental adaptation of the personality;

mixed, when a person partially rebuilds and adapts internally to the environment, its values, norms, and partially adapts instrumentally, behaviorally, while maintaining its “I”, its independence, “selfhood”.

The process of professional adaptation of a specialist includes the following main procedures and problems:

1. Interaction of the individual with the environment:

a) social interaction(both with individuals and with social groups);

b) socio-psychological interaction;

c) interaction with the material and technical environment.

2. The emergence of a contradiction, conflict situation(CS) between personality and environment.

3. The emergence of a need state (PS) of a person, a state of disadaptation.

4. The manifestation of reactive states of a protective nature, protective reactions in humans (DR).

5. The implementation of protective, adaptive behavior (AP) to reduce the maladaptive state.

6. Reducing (or removing) the contradiction between the individual and the environment, eliminating the conflict situation.

Visually, this can be represented as follows:

KS PS ZR AP Permission

Psychological adaptation is a multilevel and diverse phenomenon, affecting both the individual characteristics of a person, his psyche, and all aspects of his being, primarily the social environment and various types of activities (primarily professional), in which he is directly involved.

In the process of adaptation of the personality, the harmonization of the mental activity of a person with the given environmental conditions and his activity in certain circumstances takes place. In connection with this indicator of the degree of psychological adaptation of the individual, the level (degree) of the internal, psychological comfort of the individual, determined by the balance of positive and negative emotions of a person, the degree of satisfaction of his need states, can act.

Psychological adaptation is interconnected with such a psychological phenomenon as socialization. These processes are close, interdependent, interdependent, but not identical.

The socialization of a personality is the process of mastering social and socio-psychological norms, rules, values, functions.

The formation of a specialist's personality has two aspects:

1. professional-role socialization of the individual;

2. professionalization as a certain degree of mastery of a person's professional activity, specialty.

Professional adaptation is the process of a person entering the profession and harmonizing his interactions with the professional environment.

The professional adaptation of a young specialist is a permanent process that has its own dynamics, content and other features. Its success depends on many factors, among which the leading role is played by:

1. the presence of the necessary internal prerequisites for a specialist: appropriate preparedness, a sufficient level of adaptability, motivation for professional activity;

2. special attention of the specialist himself, managers and the team as a whole to the process of professional adaptation;

3. implementation of the adaptation process, taking into account the characteristics of the specialist, the patterns of both this process itself and the development of the social environment;

4. special psychological support for this process, based on the prediction of its features and the provision of the necessary psychological assistance to the specialist.

Professional adaptation of a young specialist is a process of overcoming internal and external difficulties and obstacles. This creates certain stressful conditions, the overcoming and avoidance of which requires additional efforts and special preparedness. In addition, successful adaptation is impossible without constant self-education and self-education of a specialist.

All this creates the specifics of subject areas, areas of professional adaptation of a specialist. The internal circumstances of professional adaptation of a specialist are the level of his adaptive potential, the degree of development of adaptability as a quality of a person and an organism, the adequacy of the motivation of professional activity to the requirements of this activity. The stage of adaptation to the profession begins after completion vocational education when young professionals start independent work. The professional situation of development is radically changing: a new team of different ages, a different hierarchical system of production relations, new socio-professional values, a different social role and fundamentally the new kind leading activity. The main reason for the onset of the crisis at the stage of professional adaptation is considered to be the discrepancy between real professional life and formed ideas and expectations. The discrepancy between professional activity and expectations causes a crisis, the experience of which is expressed in dissatisfaction with the organization of labor, its content, official duties, industrial relations, working conditions and wages. There are two options for resolving the crisis:

CONSTRUCTIONAL: intensifying professional efforts to quickly adapt and gain work experience;

DESTRUCTIVE: dismissal, change of specialty; inadequate, low-quality, unproductive performance of professional functions.

The hierarchy of expectations depends on individual characteristics individual, particular situation. In turn, the enterprise expects from the newly accepted qualified work, the manifestation of personal and business qualities corresponding to the goals of the organization; effective interaction with the team to solve production problems; exact execution of instructions of the manual; compliance labor discipline and internal regulations; taking responsibility for their actions. After completing the training and having passed the primary professional adaptation, a person enters the longest stage in his professional biography, calculated for more than a dozen years and associated with the regular performance of official duties.

stress at work

Stress at work has become commonplace. In fact, any work situation can and is a potential source of stress. Some of the most common stressful situations that occur at work include:

• - disorganization or inability to allocate time;
• - conflict with superiors or colleagues;
• - insufficient qualification of the specialist, his professional unpreparedness;
• - Feeling overwhelmed by work
• - too high or too low responsibility;
• - inability to meet deadlines;
• - inability to adapt to changes in the order of work;
• - inability to apply their skills;
• - boredom;
• - lack of support from management, etc.

Stress at work often arises as a result of a mismatch between the expectations of a specialist and the real situation, when expectations are excessively high or unreasonable, when a person overestimates his capabilities. This leads to the fading of enthusiasm, disappointment in work, and even to emptiness, professional burnout, when a person completely loses interest in work. Emptying is the result of prolonged exposure to stressful working conditions. It can appear in anyone, but those who professionally constantly deal with people are more susceptible to it: health workers, law enforcement agencies, teachers. Emptiness Syndrome is more likely to occur in those who perform repetitive or monotonous activities without receiving positive feedback. feedback, experiences great danger, performs work for a long time)" in conditions of sensory and intellectual deprivation (this is typical for sailors on long voyages, especially for submariners, for oil drilling crews working on a rotational basis, and etc.). According to experts, workaholics, pedants, egoists, idealists are most susceptible to the manifestation of the syndrome of emptiness. Devastation always leads to a sharp decrease in energy and emotional exhaustion. The main signs and symptoms of emptiness are as follows: manifestations of apathy, hopelessness, anxiety, hostility, malaise, conflict relations with employees, resentment, pessimism, indifference, boredom, irritability, disappointment, feelings of helplessness, uselessness and other negative mental states, actualization of problems of sexuality, family , marital nature. One of the strong stressors is the inability of a specialist to properly allocate time. In this case, a person loses the opportunity to do what is necessary, to enjoy what he would like to do. Not having time to solve the whole range of desired and necessary problems, a person constantly experiences a state of mental stress that prevents him from carrying out his life activities normally.

Stress conditions of a specialist

One of the most common stress conditions is mental tension. The origins of this condition are varied. At work, the most typical stressors that cause mental tension in a specialist are: lack of time, hyper-responsibility, limited information about certain circumstances of professional activity, high dynamics or, conversely, monotony of work activity, low level of social security of an employee, lack of funds and resources for successful activity, high intensity of labor, etc. Tension is a state of increased functioning of the human psyche and body in certain circumstances. According to psychologists who have studied the influence of mental tension on the quality of professional activity of specialists, tension affects simple and complex actions in different ways. The mobilization of a person's capabilities is always associated with a certain internal, including mental, tension. It intensifies when a person experiences responsibility for the performance of tasks, the impact certain conditions, in this or that undesirable behavior of others, the tension of will, mind and physical strength. Various degrees internal stress affect the actions of a person and his behavior in different ways. As long as the internal stress of a specialist has not outgrown in intensity a certain limit, boundary, it has a positive effect on performance. He is collected, internally mobilized and does everything quickly, clearly, without mistakes. His thought works clearly, the reactions are instantaneous. But when the limit is crossed, an overstrain occurs, as a result of which the quality of human actions deteriorates. Moreover, the greater the overvoltage, the more significant its errors in actions. The deterioration of the specialist's actions depends on the increase in overvoltage. Initially, as a result of overstrain in activity, inaccuracies and difficulties in the flow of mental processes arise. A person becomes inattentive, forgets something, sometimes it is difficult to think, the speed of thinking falls. As the overvoltage increases further, misfires occur, failures even in seemingly well-practiced actions - in complex, and then in simple skills and abilities: grabbed the wrong handle or switched it in the wrong direction. Overvoltage leads to extreme stress, unbearable in general for the human psyche and his brain. If before this tension affected only professional actions, now it leads to moral and volitional violations, and then to a complete breakdown of behavior - hysterical reactions, numbness, complete indifference. Various components of a person's spiritual forces are not equally resistant to extreme loads. The most stable human behavior. Experience and scientific observations also testify to the different stability of skills and abilities: more complex ones, with a predominance of the mental component, are more susceptible to the influence of internal stress than simple, motor ones. Extreme forms of overvoltage can occur instantly, but the process of violations can also occur gradually. It should be emphasized that the limit of tension for each person is individual. In the same situation, one person develops extreme stress, while the other one has normal stress. There is a concept of the so-called traumatic stress, an acute form of a person's stress reaction, in which there is an overload of the psychological and physiological adaptive capabilities of a person, destroying (or reducing) the possibilities of his psychological and physiological defenses, which causes anxiety, tension, unwanted intellectual, emotional and motivational discomfort. Traumatic stress is an experience of an atypical nature, the result of a special interaction of a person with the environment. It is, at its core, a normal response to abnormal circumstances. With traumatic stress, manifestations of repetitive intense negative experiences are possible when a person encounters something resembling a traumatic event. So, for example, if a person has ever drowned, he is seized by panic horror when he falls into a river with a restless course or into a stormy, restless sea. These people often have a sense of a shortened future when they find themselves in circumstances reminiscent of a long past traumatic event. With traumatic stress, anxiety increases in a person, nightmares appear, sometimes he has difficulty falling asleep. In general, insomnia is often caused by high levels of anxiety, an inability to relax, and a feeling of intense mental, mental, and physical pain. Sleep refers to such manifestations that are violated in the first place, even with minor mental ills. Other manifestations of traumatic stress include outbursts of anger, increased irritability, impaired memory and concentration, alertness, and exaggerated response sometimes to the most ordinary circumstances. The origins of traumatic stress are varied. Guilt plays a special role in this - one of the most unproductive and destructive human experiences. A person with such a feeling, as it were, gets stuck in the past, he seeks to punish himself for what he has done, to atone for guilt, and therefore destructively, destructively acts on himself under the influence of a painful sense of personal responsibility for past events and circumstances. Traumatic stress is caused by many circumstances, among which are the unrealizable need for justice, the awareness of death, the end of life, the experience of grief, especially strong, pathological, under the influence of unexpected losses of loved ones, social upheavals, the actualization of the overwhelming mass of the population of the inability to fully realize the needs in security, etc. Modern medicine believes that stress is the main cause of many diseases. At the same time, stress is becoming more and more a daily condition of our life, a habit of it arises, we have learned to live with stress. There are three groups of signs of human stress: physical, emotional (psychological) and behavioral. The main physical signs of stress: insomnia, pain (head, chest, abdomen, back, neck), dizziness, muscle pain, exacerbation of allergic reactions, increased sweating, susceptibility to injury, indigestion, loss of appetite or, conversely, a constant feeling of hunger, drowsiness , weakness, chronic fatigue, increased fatigue, sexual disorders, etc. Psychological signs of stress: anxiety, irritability, anger, depression, inability to concentrate, confusion of thoughts, aggressiveness, nightmares, preoccupation, distance from people, irritability, bad mood, a state of prostration, a feeling of helplessness, fear, mental tension, anxiety, etc. Behavioral signs of stress: impulsive behavior, nail biting, loss of interest in appearance, self-image, teeth grinding, alcohol abuse, increased smoking, chronic lateness, frequent procrastination, nervous laughter, excessive use of drugs, profanity, etc. All of these symptoms are signs of often hidden stress. It is important for a specialist to see stressful conditions in employees and diagnose such conditions in themselves. In general, such states can be both positive, constructive, and negative, destructive. Among the positive mental states of a specialist in stressful circumstances can be attributed: his psychological readiness for activity, self-confidence, optimism, a sense of responsibility, mobilization, composure, determination to act, courage, purposefulness, etc. Negative mental states include: fear, mental tension, uncertainty, apathy, indifference, demoralization, fatigue, doubts, aggressiveness, suspicion, pessimism, doubts, frustration and other maladaptive states of a person. It is quite obvious that the success of professional activity and entry into the team, the self-assertion of a specialist in it largely depend on all these conditions. And therefore, knowledge of their specifics, origins, ways, means and methods of neutralizing, preventing some and updating others is important for a specialist of any profile, especially in the extreme conditions of his life and work. At the same time, it is important to know that the nature and degree of manifestation of certain mental states of people (both individuals and social groups) depend not only on the objective conditions of their life and activities, but also on the subjective perception, understanding and attitude of people, their physical and mental characteristics and conditions. A special role in this is played by the degree of significance for the individual of the events taking place, the nature and level of her self-esteem, claims, volitional preparedness and the ability to regulate her mental states. People who relate to life confidently, meaningfully rationalists, they are more resistant to stress. The influence of stress factors also depends on the extent to which people feel the need for stressful situations. There are people who need a life full of stress. There is a category of people who, on the contrary, have a desire for a quiet and peaceful life, they try to avoid, get away from an active, full of changes in life. And there are people who feel confident enough both in a calm and in a stressful environment. In general, it is generally accepted that a person's resistance, non-susceptibility to stress is often deceptive. This is especially true for dangerous and stressful professions. Specialists who believe that they are resistant to stress, over time, find themselves with various stress-related diseases (cardiovascular, neurological, gastrointestinal, mental and other). However, it is possible to reduce the degree of negative impact of stressful circumstances on a person with a certain approach. To do this, it is necessary to determine the type of your personality in order to make it easier to make the transition to a higher resistance to stress, to more successfully form a willingness to act in stressful circumstances. After all, as a rule, such circumstances do not depend on a person and cannot be corrected. However, it is quite possible to change the attitude to stressful circumstances, develop confidence and readiness to act under stress, and increase mental resistance to it. In this case, the human brain learns to interpret stressful events differently, increasing the positive experience of human behavior and actions.

Psychology of successful activity of a specialist

In modern psychology there are many developments devoted to the problem of success. Success is commonly understood as the successful achievement of a desired goal. A person's feeling of the success of the case being solved depends on two decisive circumstances: the actual result and the level of his claims (LE) in this situation, which act as a form of expression of the goals that the person set in his activity. Success is also associated with luck, as a benevolent combination of circumstances, individual capabilities and interests of a person. Along with this (and this is the main thing), the successful achievement of the goal involves taking into account and evaluating the energy costs of a specialist, the time parameters and physiological consequences of achieving the goal, material and financial costs, as well as how the solution of the problem affected relationships with people (employees, friends). , relatives). The formula for success can be represented as follows: Success = Result / (Level of aspirations) + Luck

As you can see, with the same result, success can be different (for example, high, medium or low) or not at all, depending on the goals that the person set. And, conversely, with the same level of personality claims, success will be different depending on the result of the activity. In achieving the success of professional activity, the leading role is played by the personal characteristics of a specialist. From the whole variety of personal parameters necessary to achieve success in life, W. Crawford, relying on the ideas of Confucius expressed in the book "Conversations and Judgments", highlights benevolence, wisdom and courage. The author has developed interesting technique to determine what a person lacks to achieve success in business. Obviously, in order to achieve success, a modern specialist, along with the identified three pillars of success, also needs an appropriate level of professional skill. In modern research, the following main psychological prerequisites for achieving success are distinguished:

• - you need to think in terms of success;
• - gain self-confidence;
• - activate strong achievement motivation;
• - know exactly what you want to achieve;
• - have a clear plan of action, a positive attitude to business, confidence in success;
• - it is important to turn every obstacle into a springboard to move towards the goal;
• - it is necessary to see good luck, private successes and at the same time experience feelings of joy and happiness.

A strong motivation to achieve success plays a special role in the success of professional activity. Studies have shown a close relationship between the level of achievement motivation and success in life and human activities. People with a high level of achievement motivation are more confident in the successful outcome of the case, actively seek the information necessary for this, are ready to make a responsible decision, are more decisive, persistent, proactive, and more often show creativity in uncertain situations. More success-oriented (and more likely to succeed) internals (compared to externals). Any activity is stressful, and some (military, fire and rescue, sports, journalism, space flights, testing aircraft etc.) - especially stressful character. When preparing a modern specialist, it is extremely necessary to form high stress resistance, readiness and ability to act successfully in stressful circumstances, be able to manage their mental states, and use appropriate psychological defenses. Practice shows that a specialist may not show the appropriate level of his skill, professionalism, if he is not prepared to act in difficult conditions, when he is exposed to stressful, extreme circumstances of a professional, social, environmental and other nature. And that's why necessary condition The professional readiness and success of a specialist’s activity is psychological readiness, which is characterized by an appropriate level of stability of his psyche to the effects of stressful circumstances, the adaptability of the personality, its sufficient stress protection, the specialist’s confidence in his abilities and capabilities, and, in general, the corresponding level of reliability of his psyche. The success of the professional activity of a modern specialist largely depends on the sufficient level of development of his professional thinking, his ability and psychological readiness to search, see and solve new tasks put forward by life and social practice. The high professionalism of a modern specialist implies the presence of creativity in his work, courage in the search for new ways, means, ways of solving professional problems, both of a traditional nature and put forward by life. Such a specialist becomes competitive in modern conditions, has the necessary readiness to successfully act on modern market labor. At the same time, important components of the professional readiness of a specialist are his professional and general erudition, professional worldview, the required level social development and social maturity of the personality of a specialist, allowing him to correctly navigate the social environment (political, legal, economic, religious, moral). Along with this, one of the areas of work to improve the resilience of a modern specialist is his valeological readiness, his readiness and ability to take qualified care of his physical and mental health. Practice shows that the vast majority of the population of our society, and in this respect skilled workers, specialists are no exception, are characterized by a low culture of attitude towards their health, a low culture of lifestyle, maintaining and strengthening mental and physical health. Among the complex of measures to maintain and strengthen human health, a special role is played by:

• - correction of the individual's negative complexes, habits, attitudes, etc., which have a destructive effect on the human psyche and body;
• - increasing stress resistance and psychological protection of a person from the negative influence of the environment on his body and psyche;
• - Ensuring a healthy lifestyle, high work culture.

An interesting approach to solving this problem is offered by V.M. Shepel. Among the main directions of this activity, first of all, he singles out the following:

• a) self-organization of labor, personal organization, rational distribution of working time, proper equipment of the workplace;
• b) proper organization of personal life. It is very important that personal life be streamlined, filled with meaning and meet the requirements of maintaining and preserving the mental and physical health of a person. Personal life is of a health-improving nature, when a person gives up bad habits, and above all from alcohol and smoking, carries out a thoughtful and balanced diet (moderately structured in content, separate, accented), provides himself with beneficial intimacy, creating a feeling of happiness, comfort of family life, the joys of parental relationships, the satisfaction of sexual relationships.