Causes and types of professional personality deformation

13.10.2019

Occupational deformation- these are destructions that arise in the process of performing work activities and negatively affect its productivity. They give rise to professionally undesirable qualities and change a person’s professional and personal behavior.

The phenomenon of professional deformation reflects the fundamental principle of Russian psychology - the principle of the inextricable unity of consciousness, personality and activity. It is generally accepted that labor and social activity are the leading characteristics of a mature personality. In the process of working, a person develops his inclinations, demonstrates his inherent abilities, forms his values, satisfies his needs and interests. It is professional activity that leaves an imprint on a person’s personal characteristics. It is also necessary to take into account that, on the one hand, the personality characteristics of the employee have a significant impact on the process and results professional activity, and on the other hand, the very formation of the human personality occurs in the course of professional activity and under its influence.

One of the first who drew attention to the deforming role of professional activity was the famous sociologist P. A. Sorokin. He began by successfully filling the gaps in the study of the influence of professions on human behavior from a psychological and medical point of view. A detailed development of the program and methods for studying professional groups, professional selection and professional deformation was carried out, which served as a further starting point in the study of the problems of professional deformation of the individual and the search for possible ways to overcome and resolve these problems.

Considering professional deformation in general terms, E.F. Zeer notes: “Performing many years of the same professional activity leads to the appearance of professional fatigue, an impoverishment of the repertoire of ways to perform activities, loss of professional skills and abilities, and a decrease in performance.”

Professional personality deformation - This is a change in personality qualities (stereotypes of perception, value orientations, character, methods of communication and behavior) that occur under the influence of long-term performance of professional activities. Professional deformation negatively affects both labor productivity and personal relationships in the professional and personal spheres.

Mastery means achieving automation of typical movements and their consistent organization in space and time. Professional divided labor not only shapes or reshapes the personality of a specialist, but sometimes, in the most extreme forms, deforms the personality.

Professional deformation of personality differs in its modality and direction. It can be positive or negative. Beneficial influence profession on the individual is manifested in the formation of a positive, responsible attitude towards work in a person, in the accumulation of work experience, in skills, abilities, knowledge, in deepening interests, in creativity, etc. For example, law enforcement officers can very subtly notice signs of illegal commands of people; their attentiveness, vigilance, and readiness to resist tricks and tricks become more acute.

A person engaged in professional activities develops a behavioral stereotype caused by the characteristics of his work, which can negatively affect his relationships with the outside world. The formation of professional stereotypes is an inevitable attribute of the professionalization of a specialist; the formation of automated professional skills and abilities, the formation of professional behavior are impossible without the accumulation of unconscious experience and attitudes. And there comes a moment when the professional unconscious turns into stereotypes of thinking, behavior and activity. Solution typical tasks, which a person encounters in the course of his work, improves not only professional knowledge, but also forms professional habits, determines the style of thinking and style of communication. A person begins to plan his activities and build his behavior in accordance with the decision made, regardless of how effective this solution is to new tasks.

R. M. Granovskaya notes the influence of the professional role on the individual: “Professional communication is significantly influenced by a person’s self-esteem. Any deviation from adequate accelerates and intensifies professional deformation, which is found in the characteristics of attitudes and behavioral stereotypes, making communication difficult. Professional stereotypes, in general speaking, there is an integral reflection of the achieved high level of mastery, i.e. the manifestation of not only knowledge, but also completely automated skills and abilities, controlled by subconscious attitudes and not even loading consciousness. They develop, as a rule, from those qualities that are especially useful for. of a given profession, however, if too much behavior is based on such stereotypical actions or these specific attitudes begin to spread to non-professional areas, then this adversely affects both work and communication in everyday life.”

The simplified attitudes that have been formed can lead to the fact that even a simple and obvious solution to a new problem is not noticed. One of the forms of professional deformation is manifested in the emergence of a false idea that, even without new knowledge, accumulated stereotypes provide the necessary speed, accuracy, and most importantly, the success of activities. Performing certain tasks every day, the specialist does not even notice how he begins to use stereotypical actions. Excessive stereotyped approaches and simplified views on work problems become established, which leads to a decrease in the level of the specialist and his degradation. The other side of the deformation is manifested in the transfer of professional habits that are useful at work to family and friendly communication. During the automation of actions, the images that regulate the process of activity become more and more generalized, economical, fast and unconscious. At the same time, daily performance of stereotypical tasks develops rigidity of thinking and behavior. The individual does not pay attention to the negative signals from his non-professional environment and, accordingly, does not see the need to change his behavior. A striking manifestation of professional deformation in the military is the rigidity of behavior, thinking, values and attitudes that develops with length of service. This makes it difficult for them to establish and maintain social connections, and their behavior is characterized by a poor role repertoire.

Over time, professional fatigue, impoverishment of the repertoire of ways to perform activities, loss of professional skills and abilities, and decreased performance are also formed. Changes in the emotional and personal sphere negatively affect labor productivity, interaction with other people, as well as the development of the personality itself. A person develops a stereotype of behavior both in professional activities and personal life.

Professional deformation has the greatest impact on the personal characteristics of representatives of those professions whose work is connected with people (officials, managers, personnel workers, teachers, psychologists, social workers, police officers). The extreme form of professional deformation of personality among them is expressed in a formal, purely functional attitude towards people, indifference and indifference.

Professional deformations are expressed differently depending on the specific profession: for teachers - in authoritarian and categorical judgments, the desire to give instructions in any situation; among psychologists - in an effort to impose a certain picture of the world, without taking into account the desires of the person himself; among law enforcement officials - in suspicion and wariness; among programmers - in the tendency to algorithmize, in attempts to look for errors in various life situations; among managers - in the growth of aggressiveness, inadequacy in the perception of people and situations. Thus, professional deformation of personal characteristics can also arise due to the excessive development of one trait necessary for successful performance professional responsibilities and spreading its influence to other areas of life.

It should be noted that an overdeveloped professionally important quality turns into a professionally undesirable one. Thus, responsibility in decision making turns into authoritarianism, revaluation own capabilities, intolerance to criticism, authority, the need to command other people, rudeness, lack of desire to take into account the feelings and interests of other people, the requirement for unconditional submission, which ultimately leads to despotism. Demonstrativeness becomes not just one of the personality traits, but a need for constant self-presentation, excessive emotionality, coloring of one’s external actions, and exaltation. It is demonstrativeness that begins to determine the style of behavior, becoming a means of self-affirmation.

The desire to correspond in every way to the chosen profession is manifested in total immersion in professional activity, in fixation on one’s own professional problems and difficulties, in the inability and unwillingness to understand another person, in the predominance of didactic and accusatory statements, categorical judgments, in speech there are many professional jargons that are used and in everyday life. Having mastered any technology, an individual considers it the only true and correct one. The professional worldview becomes decisive, displacing the philosophical, humanistic worldview, thereby limiting the ways of responding to various situations.

Over the years, social desirability turns into a habit of moralizing, insincerity of feelings and relationships, and hypocritical propaganda of moral principles and norms of behavior. The need to control manifests itself in overcontrol, the need to control all one’s emotions, restraining feelings, excessive control of one’s activities, scrupulous adherence to instructions, suppression of spontaneity. The ability to competently and expressively express one’s thoughts, the ability to convey important information to the audience turns into monologue of speech, and an unwillingness to listen to the opinion of another person.

Professional thinking becomes rigid, a person is unable to respond flexibly to changes in the external and internal environment, make decisions that correspond to new circumstances, shows commitment to established technologies, and denies any innovation. He becomes comfortable only in those situations where previously developed methods and techniques work; stereotypical techniques turn into cliches both in thinking and in speech. From a rich arsenal of solution methods, only some cliched, template methods are selected without taking into account the specifics of the situation and the actors.

The opposite of rigidity can be considered the so-called innovation neurosis, when something new becomes not a means to improve life, but an intrinsic value: innovation for the sake of innovation. A person begins to perceive any traditions as outdated, unnecessary and demands to “cancel” them; he sincerely believes in any theory that appears and tries to immediately translate it into professional activity.

Reflexivity from the mechanisms of personality development and activity turns into an end in itself: a person constantly returns to the same situations, tries to constantly analyze them.

Deformed activity is characterized by the following changes in its content. Firstly, the implementation of habitual work methods reduces the creative level of activity. The employee implements these techniques without a deep understanding of their compliance with new conditions in the development of the situation, without taking into account the personal characteristics of the participants in joint activities and other factors. Secondly, during the routine performance of professional actions or operations, the goals and motives of the activity undergo significant changes. The purpose of the activity is less clearly understood, and in extreme cases it loses its independent meaning, the goal of the activity is replaced by the goal of the action or operation, i.e. Only the performance of certain actions becomes important. For example, at medical worker The main thing is not treatment, but filling out the medical history.

The consequences of professional and personal deformations are mental tension, conflicts, both in the professional and personal environment, decreased productivity in professional activities, dissatisfaction with life and the social environment.

An inevitable attribute of professionalization of a specialist is the formation of stereotypes - the formation of automated professional skills and abilities, the formation of professional behavior are impossible without the accumulation of unconscious experience and attitudes. And there comes a moment when the professional unconscious turns into stereotypes of thinking, behavior and activity.

Stereotyping is one of the advantages of our psyche, but at the same time it introduces great distortions into the reflection of professional reality and gives rise to various types of psychological barriers. In addition to standard actions, professional activity is replete with non-standard situations, and then erroneous actions and inadequate reactions are possible.

Stereotypes and stereotypical attitudes represent a certain level of achieved mastery and are manifested in knowledge, automated skills and abilities that have passed into the subconscious plane. The employee uses this knowledge, skills, and abilities and believes that the existing cognitive level will be able to constantly ensure operational efficiency. In a number of professions, such stereotypes and attitudes are very dangerous. An example of such a profession is the activity of an investigator. Suspicion as a type of deformation inevitably leads to bias in investigative activities. This phenomenon is called “accusatory bias” and is an unconscious belief that a person whose guilt has not yet been proven has definitely committed a crime. Research has revealed the presence of an attitude towards accusation in all specialties of the legal profession, from prosecutors to lawyers.

To detect professional deformation, it is often enough to observe a person, analyzing his communication with other people, the stereotyping of tasks. Professional personality deformation can manifest itself in the use of professional jargon in everyday life, in behavior patterns, even in physical appearance (for example, curvature of the spine and myopia in employees who spend their day at the computer).

The mechanism of occurrence of professional deformation has complex dynamics and affects various aspects of the psyche (motivational, cognitive, emotional and personal). Initially, unfavorable working conditions cause negative changes in professional activity and behavior. Then, as you repeat difficult situations, these negative changes can accumulate in the personality, leading to its restructuring, which further manifests itself in everyday behavior and communication. It was found that temporary negative mental states and installations, then gradually begin to disappear positive qualities. Later, in place of the lost positive properties, negative mental qualities arise, changing the personal profile of the employee.

At the same time, in emotional and personal terms, professional deformation creates in a person a feeling of confidence and infallibility in his knowledge and assessments, thereby limiting cognitive functions. Continuing to engage in professional activities, the employee does not notice that he is trying to complete new tasks with the usual, but no longer in an efficient way(for example, continues to use paper rather than electronic document management).

Professional deformation of the motivational sphere can manifest itself in excessive enthusiasm for any professional field with a decrease in interest in others. A famous example This deformation can be caused by the phenomenon of workaholism, when a person spends most of his time at the workplace, talking and thinking only about work, losing interest in other areas of life, including personal life. In some cases, a person is so focused on his activities that he simply does not have time for other interests and entertainment. Sometimes such a “departure” from a profession can be a consequence of unresolved family problems. In addition, by devoting themselves completely to work, such people unconsciously count on their recognition from society. If the non-professional space does not exist, then any failures and problems in the professional sphere become a life tragedy, a loss of the meaning of life.

According to the concept of E.F. Zeer, professional personality deformation can manifest itself in three types:

1) own professional deformation. Under the influence of constant emotional and nervous stress on the psyche, a person strives to isolate himself from them and avoid them, automatically turning on psychological protection from various kinds of shocks, and to a certain extent this deforms the personality;
2) acquired professional deformation. A specialist, in the process of his professional activities aimed at overcoming individual manifestations of deviant behavior, gains negative experience;
3) developed professional deformation. Acquired professional deformation under the influence of ongoing professional activity and specific personality traits of a specialist is transformed into a different form, significantly different from the acquired one.

E. F. Zeer identifies the following classification of levels of professional deformation:

1) general professional deformations, typical for workers of a certain profession, for example, for law enforcement officers - the syndrome of “asocial perception” (when each individual is perceived as a potential violator);
2) special professional deformations that arise in the process of specialization, for example, in the legal and human rights professions - for an investigator - legal suspicion, for an operative worker - actual aggressiveness, for a lawyer - professional resourcefulness; the prosecutor has an indictment;
3) professional-typological deformations caused by the imposition of individual psychological characteristics personality on the psychological structure of professional activity, when individual character traits are strengthened - some functionally neutral personality traits are transformed into professionally negative qualities. As a result, professional and personal complexes develop:
- - deformations of the professional orientation of the individual (distortion of motives for activity, restructuring of value orientations, pessimism, skeptical attitude towards innovations);
- - deformations that develop on the basis of any abilities - organizational, communicative, intellectual, etc. (superiority complex, hypertrophied level of aspirations, narcissism);
- - deformations caused by character traits (role expansion, lust for power, “official intervention”, dominance, indifference);
4) individual deformations caused by the characteristics of workers in various professions, when certain professionally important qualities, as well as undesirable qualities, develop extremely, which leads to the emergence of super-qualities, or accentuations, for example: super-responsibility, work fanaticism, professional enthusiasm, etc.

Stereotypes and attitudes formed among professionals can interfere with the development of new professions, which is becoming especially relevant these days. For example, with the current demobilization from the army, many former military personnel are forced to look for new jobs. However, their rigidity, rigidity of position, difficulty in correcting old attitudes and behavioral stereotypes does not give them the opportunity to work effectively in new conditions, causing conflicts in new activities.

The extreme degree of professional deformation is called professional degradation. In this case, a change in the value orientations of the individual occurs. Stereotypes of professional activity change, the individual begins to take a formal attitude to his duties, he is not interested in how effective his activities are now.

30-41. Office etiquette is a set of appropriate rules for the behavior of people in work collectives. These rules are determined by the most important principles of universal morality and ethics. It is no secret that at work every person is the object of attention of colleagues and clients who pay attention to her greeting, ability to ask, listen, show respect for others, etc. “In any small, even insignificant, inconspicuous act, our character: a fool enters and exits, sits down, and gets up, and is silent, and moves differently than smart man"- wrote J. de La Bruyère. Compliance with the rules and requirements of official etiquette is mandatory for everyone: both managers and subordinates. Thus, in the service, people usually address each other as “you”, behave politely, try to be polite and correct At social rounds, according to the rules of etiquette, they talk about pleasant and interesting things, do not discuss personal life, the appearance of those present, business problems, and try to smile. Etiquette is a language of symbols. A person should use it in order to better interact with others (colleagues, partners). The rules and requirements of office etiquette should help create a healthy moral and mental climate, elevate mood, and increase productivity. Scientists advise to the manager :

Try to make comments to subordinates face to face; learn to encourage subordinates; admit your mistakes; be able to punish; do not argue over trifles; be friendly, considerate;

to all employees :

Have a common culture; - Treat others decently; - Respect the human dignity of colleagues; - Do not be a hypocrite, do not lie; - Be polite; - Leave your problems and troubles outside the institution;

Be friendly, conscientious, respectful, tactful, delicate, and be able to express condolences.

Office etiquette also includes rules of conduct with clients and business partners. The etiquette of official relationships obliges:

Be polite to all clients (the opinion of each client affects the image of the company or institution); start meetings on time; respond to all customer calls and letters in a timely manner; carry out the decisions made within the specified time frame; workers should be in good and neat clothes.

All this will contribute to reliable and long-term relationships with clients and increased company profits. Office etiquette presupposes relationships with foreigners. For business communication with them you need to know well the customs and traditions of the country of which your partner is a representative, as well as the rules of etiquette accepted there. But it should be remembered that one of the most important principles of foreign business etiquette is maintaining an honest and respectful relationship with a partner.

40. Business communication- a process of interconnection and interaction in which there is an exchange of activities, information and experience that involve achieving a certain result, solving a specific problem or realizing a certain goal. Business communication can be divided into direct (direct contact) and indirect (when there is a spatio-temporal distance between partners, that is, through correspondence or technical means. Direct business communication has greater effectiveness, the power of emotional impact and suggestion than indirect, in Socio-psychological mechanisms operate directly in it.

In general, business communication differs from everyday (informal) communication in that in its process goals and specific tasks are set that require solutions. In business communication, we cannot stop interacting with a partner. In ordinary friendly communication, specific tasks are most often not set, specific goals are not pursued. Such communication can be terminated at any time. Business communication is implemented in various forms:

Business conversation;

Reception of subordinates;

Business negotiations;

Business meetings and meetings;

Public speaking.

Features of business communication are that:

A partner in business communication always acts as a person significant to the subject;

Communicating people are distinguished by good mutual understanding in matters of business;

The main task of business communication is productive cooperation.

Principles of business communication.

The ability to behave appropriately with people is one of the most important, if not the most important, factor determining the chances of achieving success in business, employment or entrepreneurial activity. Dale Carnegie noted back in the 30s of the twentieth century that the success of a person in his financial affairs, even in the technical field or engineering, depends fifteen percent on his professional knowledge and eighty-five percent on his ability to communicate with people . In this context, the attempts of many researchers to formulate and substantiate the basic principles of business communication ethics or, as they are more often called in the West, the commandments of personal public relation (can be very roughly translated as “business etiquette”) are easily understandable. Jen Yager, in her book Business Etiquette: How to Survive and Thrive in the World of Business, outlined the following six basic principles:

1. Punctuality (do everything on time). Only the behavior of a person who does everything on time is normative. Being late interferes with work and is a sign that the person cannot be relied upon. The principle of doing everything on time applies to all work assignments. Experts who study the organization and distribution of working time recommend adding an extra 25 percent to the time that, in your opinion, is required to complete the assigned work.

2. Confidentiality (don't talk too much). Secrets of an institution, corporation, or specific transaction must be kept as carefully as secrets of a personal nature. There is also no need to retell to anyone what you heard from a colleague, manager or subordinate about their work activities or personal life.

3. Courtesy, goodwill and friendliness. In any situation, it is necessary to behave with clients, clients, customers and co-workers politely, affably and kindly. This, however, does not mean the need to be friends with everyone with whom you have to communicate on duty.

4. Consideration for others (think about others, not just yourself). Attention to others should extend to colleagues, superiors and subordinates. Respect the opinions of others, try to understand why they have a particular point of view. Always listen to criticism and advice from colleagues, superiors and subordinates. When someone questions the quality of your work, show that you value other people's thoughts and experiences. Self-confidence shouldn't stop you from being humble.

5. Appearance (dress appropriately). The main approach is to fit into your work environment, and within this environment - into the contingent of workers at your level. You need to look your best, that is, dress with taste, choosing colors that suit your face. Carefully selected accessories are important.

6. Literacy (speak and write in good language). Internal documents or letters sent outside the institution must be written in good language, and all proper names must be conveyed without errors. You cannot use swear words. Even if you just quote another person’s words, others will perceive them as part of your own vocabulary.

42. Concept and types of professional deformation.

Professional personality deformation is a change in personality qualities (stereotypes of perception, value orientations, character, methods of communication and behavior), which occurs under the influence of performing professional activities. A professional personality type is formed, which can manifest itself in professional jargon, demeanor, and physical appearance.

Considering the parameters of professional personality deformation, the following characteristics can be tentatively identified. The impact of a profession on a person can be assessed, first of all, by its modality (positive or negative impact). It is known that work itself has neutral properties in relation to the results of education. It is capable of exerting a beneficial, ennobling influence on a person, forming a noble attitude towards work, the team, cultivating spiritual needs, worldview, improving work skills, abilities, experience, and generally shaping the characteristics of a person’s character.

Professional deformation is manifested in such personality qualities that change under the influence of the professional role. The sources of professional deformation lie in the depths of the professional adaptation of the individual to the conditions and demands of work. It is known that professional deformation manifests itself to the greatest extent among representatives of those professions where work is connected with people, especially with “abnormal” people in some respect. Objective division of labor, differences between mental and physical labor, disharmony in personality development creates the prerequisites for the emergence of professional personality types, the transformation of subjects into “narrow specialists”.

Speaking about professional deformation, we can briefly note that its essence lies in the interaction of the subject and the individual in a single structure of individuality. For the first time in psychology, Academician B. G. Ananyev noted the possibility of non-coinciding, contradictory development of personality properties and the properties of the subject of activity, and also analyzed the conditions that contribute to the discrepancy between personality properties and the properties of the subject, professional, specialist in their interaction.

The phenomenon of professional deformation can be defined as the penetration of the “Professional Self” into the “Human Self,” meaning that with professional deformation, the impact of professional frameworks and attitudes is not limited exclusively to the professional sphere. We can say that after a person leaves a professional situation, his natural “straightening” does not occur, therefore, even in his personal life, a person continues to bear the “deforming imprint” of his profession. Thus, the term “professional deformation” is a fairly successful metaphor on the basis of which one can build a model that clearly describes the mechanism of the deforming influence of professional activity. To do this, let’s imagine a certain production process for making a product using pressing.

At the entrance to this process, we have a material of a certain shape, which passes through the influence of the press and therefore loses its old shape (that is, it is deformed). At the output, this material has a new shape that matches the configuration of the press. In order for the deformation process to take place successfully, sufficient press force and suitable material properties are required. Otherwise, the material will not change its shape (if the press is not powerful enough) or after some time it may return to its original shape (if the material is too elastic). To prevent this from happening, some production processes use various methods of fixing the resulting shape (for example, firing in the manufacture of ceramic products).

The fact is that all of the above deforming factors have their analogies in the work of any professional:

The properties of the material are the personal characteristics of the consultant and his initial inclinations: mental mobility/rigidity, ideological independence/compliance, personal maturity/immaturity, etc.

The configuration of the press is the professional framework in which the consultant places himself: principles and attitudes, professional picture of the world, professional skills, clientele and their problems, job responsibilities, working conditions, etc.

The strength of the press is the degree of influence of the previous factors, depending on such parameters as: faith in the method and authority of teachers, the personal significance of professional activity, a sense of responsibility, emotional involvement in professional activity, motivation, a sense of mission, the strength of external control, etc.

“Firing” is a factor that helps to consolidate the resulting form, and it is mainly associated with receiving positive emotions: professional success, gratitude from clients, praise from teachers, recognition from colleagues, admiration from others, etc.

As a result, thanks to the “successful” combination of the above factors, we risk getting a deformed consultant who can hardly “straighten out,” that is, restore his original human form.

Below are some of the impacts we have from our professional exposure. Some of them, indeed, can be considered positive for our personality and fit into the concept of “personal growth,” but the other part, in my opinion, should be attributed to negative consequences, that is, to what we call “professional deformation.”

1. Deeper self-awareness, understanding of the people around you and current events. 2. Analysis of life situations.

3. The ability to reflect.

4. Skills for productively coping with crisis and traumatic situations.

5. Communication skills.

6. Resistance to other people's influence.

7. Self-regulation.

8. The ability to accept and empathize.

9. A broader view of the world, tolerance towards “dissidents”.

10. Cognitive interest.

11. The emergence of new forms of self-realization.

1. Projecting negative issues onto yourself and your loved ones.

2. Obsessive diagnostics of oneself and others (“labeling” and interpretations).

3. Consulting others.

4. Acceptance of the role of "teacher".

5. Excessive self-control, hyperreflection and loss of spontaneity.

6. Idea fixe - “work on yourself.”

7. Rationalization, stereotyping and desensitization to lived experience.

8. Saturation of communication.

9. Emotional coldness.

10. Cynicism.

In addition to the more or less universal consequences of professional activity noted above, one can try to identify specific manifestations of professional deformation.

42-43. Occupational deformation- cognitive distortion, psychological disorientation of the individual, formed due to the constant pressure of external and internal factors of professional activity and leading to the formation of a specific professional type of personality.

The term “professional deformation” was first introduced by Pitirim Sorokin as a designation of the negative impact of professional activity on a person. Professional deformation was described in their works by such scientists as S. G. Gellerstein (1930), A. K. Markova (1996), E. F. Zeer (1999, 2003). Professor R. Konechny and Doctor M. Bouhal (60s of the twentieth century) believed that a tendency to deformation is observed in certain professions, “whose representatives have power that is difficult to control and difficult to limit.”

Connection with the profession

The most susceptible to occupational deformation are those who work with people, for example: law enforcement officers, managers, deputies, social workers, teachers, doctors, salespeople, and psychologists themselves. For them, professional deformation can be expressed in a formal, functional attitude towards people. Both in the sphere of socionomic professions and in technical professions, professional deformations are expressed differently depending on the specific profession: for teachers - in authoritarianism and categorical judgments; among psychologists and psychotherapists - in an effort to manipulate another person, to impose a certain picture of the world, without taking into account the motives and goals of the person himself; among programmers - a tendency to look for errors in various life situations, a tendency towards algorithmization.

For managers, professional deformation can manifest itself as an increase in aggressiveness, inadequacy in the perception of people and situations, leading to a decrease (or loss) in the ability to communicate effectively, self-improvement, development, up to a loss of taste for life.

Manifestations

Special cases and ways of manifestation of professional deformation are: administrative delight, emotional “burnout” syndrome, managerial erosion.

There are several ways to systematize the manifestations of personality deformation:

First systematization

Job deformation - the leader does not limit his powers of power, he develops a desire to suppress another person, intolerance to different opinions, the ability to see his mistakes, self-criticism disappears, and the confidence arises that his own opinion is the only correct one. Occurs most often.

Adaptive deformation is the passive adaptation of an individual to specific operating conditions, as a result of which a person develops a high level of conformity and adopts unconditionally accepted behavior patterns in the organization. With a deeper level of deformation, the employee experiences significant and sometimes clearly negative changes in personal qualities, including authoritativeness, low emotionality, and rigidity.

Professional degradation is an extreme degree of professional deformation, when a person changes his moral values and becomes professionally untenable.

Systematization by Ewald Friedrichovich Zeer:

General professional deformations are deformations typical for workers in a given profession. For example, for law enforcement officials - the syndrome of “asocial perception” (when everyone is perceived as a potential violator).

Special professional deformations are deformations that arise in the process of specialization. For example, in the legal and human rights professions: the investigator has legal suspicion; the operational worker has actual aggressiveness; a lawyer has professional resourcefulness; the prosecutor has an indictment.

Professional-typological deformations are deformations caused by the imposition of individual psychological characteristics of the individual on the psychological structure of professional activity. As a result, professionally and personally determined complexes develop:

Deformations of a person’s professional orientation - distortion of motives for activity, restructuring of value orientations, pessimism, skeptical attitude towards innovations

Deformations that develop on the basis of any abilities (organizational, communicative, intellectual and others) - a superiority complex, an exaggerated level of aspirations, narcissism.

Deformations caused by character traits - role expansion, lust for power, “official intervention”, dominance, indifference.

Individual deformations are deformations caused by the characteristics of workers in various professions, when individual professionally important qualities, as well as undesirable qualities, develop extremely, which leads to the emergence of super-qualities, or accentuations (super-responsibility, work fanaticism, professional enthusiasm, and others).

Reasons

One of the most common causes of professional deformation, according to experts, is the specifics of the immediate environment with which a professional specialist is forced to communicate, as well as the specifics of his activities. Another equally important reason for professional deformation is the division of labor and the increasingly narrow specialization of professionals. Daily work, over many years, to solve standard problems not only improves professional knowledge, but also forms professional habits, stereotypes, determines the style of thinking and communication styles.

In the psychological literature, three groups of factors leading to the occurrence of professional deformation are distinguished: factors determined by the specifics of the activity, factors of a personal nature, factors of a socio-psychological nature.

Activities and leading to the formation of a specific professional type of personality.

Initially, professional deformation was associated with the spread of professional stereotypes developed by a person to other areas of his life, including non-professional behavior (behavior outside the profession) and communication.

Researchers distinguish between professional deformation of personality, professional deformation of activity, and professional deformation of labor behavior. The term “professional destruction” is also used to denote negative changes in professional activity (E.F. Zeer, S.A. Druzhilov)

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The most susceptible to occupational deformation are those who work with people, for example: law enforcement officers, military personnel, managers, deputies, officials, social workers, teachers, doctors, salespeople, and psychologists themselves. For them, professional deformation can be expressed in a formal, functional attitude towards people. Both in the sphere of socionomic professions and in technical professions, professional deformations are expressed differently depending on the specific profession: for teachers - in authoritarianism and categorical judgments; among psychologists and psychotherapists - in an effort to manipulate another person, to impose a certain picture the world, without taking into account the motives and goals of the person himself; among programmers - a tendency to look for errors in various life situations, a tendency towards algorithmization.

Manifestations

Special cases and ways of manifestation of professional deformation are: administrative delight, emotional “burnout” syndrome, managerial erosion.

There are several ways to systematize the manifestations of personality deformation [ ] :

Reasons

Psychological mechanisms of professional deformations

When considering professional deformations, one should proceed from the understanding that a professional is a person as a whole. Accordingly, all its levels (individual, personality, subject of activity and individuality) can be subject to deforming changes in the process of long-term performance of professional activity. These destructive changes will manifest themselves in professional activities, professional behavior(when entering and leaving professional activity), as well as in professional and non-professional communication.

Professional deformation is considered as a “distortion” of psychological models of profession and activity, or their destructive construction.

Professional destruction

To a first approximation, we can talk about professional destruction as an extreme form of expression of professional deformations. But the differentiation (distinction) between the concepts of “professional deformation” and “professional destruction” is not in the degree of increase in negative manifestations. There are different psychological mechanisms at work here.

With professional deformations are happening distortion, – the structure of activity or personality traits of a professional.

And with professional destruction occurs destruction(or destructive construction) - the structure of the executed activities(changing its focus on other goals And results) or personalities(its orientation towards opposite values- work and life) of a professional.

Stereotypes

The stereotype “a boss must be tough-skinned, firm, persistent” changes the structure of managerial interaction, transferring it to a mode of threat of punishment for misconduct, orderly communication.
The stereotype “the boss is always right” negatively affects the employee’s independence of decisions and judgments, creates lack of initiative, and expectation of orders and instructions from management.
The stereotype of dogmatic adherence to orders gives rise to an attitude of thoughtlessly following any order from the boss, often leading to intrapersonal conflicts if one has one’s own opinion about the need to act differently.
The stereotype of the “little man” leads to a decrease in professional self-esteem, the manifestation of conformity and the absence of one’s own judgments on this or that official issue.
The stereotype of “optimal” role behavior often acts as a mechanism of adaptive behavior to certain work situations and specific professional actions. So, threatening and aggressive behavior is considered as optimal for obtaining testimony from a suspect, etc.
The stereotype of “finding the culprit” justifies all actions to find the culprit, punish him, etc. At the same time, the work of identifying true reasons inefficiency of activity fades into the background, and its shortcomings are not revealed.

In general, non-professional usage, the term professional deformation is used in a weaker sense, indicating (often ironically) only a certain influence of professional habits on people’s behavior in private life, the transfer of specifically professional stereotypes and attitudes to behavior outside of work.

The legal profession places increased demands on the psyche, intellect, and emotional and volitional qualities of a person. Whatever area of law enforcement activity he is involved in, his working day is often filled with a variety of problematic situations, various kinds of conflicts requiring decisions of a legal nature, which in itself, to a much greater extent than in other professions, contributes to increased fatigue, excessive irritation, stress. Thus, in one study it was found that more than half of the prosecutorial workers surveyed, under the influence of work overload, constantly experience negative mental states, fatigue, apathy, and confusion. Many of them experience increased anxiety, feel the insignificance and unreliability of their social and professional position. Almost half of them complain of irritability, headaches, and sleep disturbances. All this explains the fairly wide prevalence among law enforcement officers of various psychosomatic disorders and diseases that arise under the influence of negative emotions and conditions.

Professional deformations of the individual are determined by many factors - objective and subjective. Objective ones include: the content of professional activity and communication; conditions for performing professional duties; factors associated with the social macroenvironment (for example, socio-economic living conditions, increased legal regulation of labor, multilateral social control by government and public bodies, private conflict nature of employee interactions with citizens).

Objective-subjective factors include the system and organization of professional activities, quality of management, management style and professionalism of managers.

Subjective ones include ontogenetic changes, age dynamics, individual psychological characteristics, the nature of professional relationships, crises of professional personality development, the official need to identify oneself with the pathological inner world of other people for their better understanding.

In the psychological literature, three groups of factors leading to the occurrence of professional deformation are distinguished: factors determined by the specifics of law enforcement activities, factors of a personal nature, and factors of a socio-psychological nature.

Factors determined by the specifics of law enforcement activities include:

1. Detailed legal regulation of activities, which, along with a positive effect, can lead to excessive formalization of activities and elements of bureaucracy;
2. The presence of power in relation to citizens, which sometimes manifests itself in abuse and unreasonable use by employees;
3. Corporate activities, which may cause psychological isolation of law enforcement officers and alienation from society;
4. Increased responsibility for the results of one’s activities;
5. Mental and physical overload associated with an unstable work schedule, lack of sufficient time for rest and restoration of expended energy;
6. Extreme nature of activity (the need to perform professional tasks in situations dangerous to life and health, risk, unpredictability of events, uncertainty of information about the activities of criminal elements, threats from criminals, etc.);
7. The need to come into contact with offenders in the process of performing official tasks, which can lead to the assimilation of elements of a criminal subculture (use of criminal jargon, calling by nicknames, etc.).

Factors reflecting the characteristics of law enforcement officers include:

1. Inappropriate level of aspirations and inflated personal expectations;
2. Insufficient professional preparedness;
3. A specific connection between some professionally significant personality traits of an employee (for example, determination in combination with reduced self-control can develop into excessive self-confidence, etc.);
4. Professional experience;
5. Professional attitudes (for example, perceiving the actions of other people as possible lawbreakers can lead to an accusatory bias in activity, global suspicion, etc.);
6. Features of socio-psychological maladaptation of the personality of law enforcement agencies, leading to the manifestation of aggressiveness, a tendency to violence, cruelty in treating citizens, etc.;
7. Change in motivation for activity (loss of interest in activity, disappointment in the profession, etc.).

Factors of a socio-psychological nature include:

1. Inappropriate and rude style of managing subordinates;
2. Unfavorable influence of the immediate social environment outside the service (for example, family, friends, etc.);
3. Low public assessment of the activities of law enforcement agencies, which sometimes leads to hopelessness in the activities of employees of internal affairs bodies, the emergence of professional impotence and uncertainty about the necessity of their profession 1 .
4. The essence of professional deformation of a lawyer.

For legal activities, general professional and special professional deformations are of particular importance. General occupational deformities are typical for workers of a certain profession. These are personality and behavior characteristics that can be traced in most experienced workers.

Special professional deformations arise in the process of specialization in a profession. Any profession combines several specialties, and each specialty has its own composition of deformations. Thus, the investigator develops legal suspicion, the operative worker develops actual aggressiveness, the lawyer develops professional resourcefulness, and the prosecutor develops accusatory tendencies.

Manifestations of professional deformation common to legal professions:

1. Legal nihilism. Nihilism is the denial of generally accepted values: ideals, moral standards, culture, forms public life. The legal nihilism of lawyers manifests itself in a disrespectful attitude towards the law and pushes them to solve the client’s problems not at the legal level. Legal nihilism is also found among representatives of the following legal specialties: lawyers, investigators, operational workers, etc.
2. Emotional coldness, cynicism, reaching the point of indifference to the fate of the principal. Often a person who is forced to resort to the help of lawyers (investigators, lawyers, etc.) is in a difficult life situation and a negative emotional state. He experiences anxiety, fear, depression, may be overexcited or, conversely, inhibited. Often the circumstances in which the principal finds himself cause him to cry. When faced with human grief, some lawyers remain callous, unable to show simple human sympathy. IN professional communication this leads to depersonalization of the client, when he is perceived as an object of influence, and his problems as a breakdown that needs to be fixed. In everyday communication, this can manifest itself as emotional coldness, decreased empathy in relation to close people and relatives.
3. Decrease in the level of communication culture. Similar manifestations are observed among lawyers specializing in criminal defense and lawyers dealing with a certain category of clients. In the process of conversations, switching to a language understandable to the client, these lawyers acquire criminal jargon and begin to use it in everyday communication. Such manifestations of deformation can also be encountered when communicating with investigators, operatives, and employees of the correctional facility. This can also affect communication with friends and relatives.
4. Formalism, stereotypical approach to solving professional problems. Often, working on cases of the same categories (hooliganism, theft, road accidents, etc.) contributes to the fact that the lawyer develops the same type of techniques and methods of defense, blocking the ability to react creatively to the emergence of new circumstances, and the individual approach to working with clients is lost . In personal communication, this can be expressed in the desire to bring any life situation under a certain standard and use a formal approach to family problems 1.

In works devoted to legal psychology, special attention is paid to the professional deformation of investigators and prosecutors. From representatives of other professions, one can hear that lawyers look self-absorbed, overly suspicious, critical, cynical, and also continue to carefully analyze even the most insignificant events in everyday life, evaluate them and predict further developments.

Due to the fact that in his professional activities an investigator often encounters deception, deceit, and hypocrisy, he may develop increased criticality and excessive vigilance. The one-sided influence of negative experience sometimes leads to the fact that he largely loses faith in people, is ready to suspect anyone and everyone of committing unseemly actions, sees intent in any omission, and sees a criminal in every suspected person. Suspicion is one of the most dangerous signs of an investigator’s professional deformation, because it leads to tendentiousness, which can negatively affect his work.

The specific deformations inherent in representatives of the legal profession include the following.

- The attitude “I feel sorry for everyone, everyone is offended, everyone needs help.” Intrusive counseling, which takes the form of teaching, and giving advice to others can complicate everyday personal communication.
- Inflated self-esteem, “always right” attitude. Due to the nature of the profession, a lawyer must excel in the ability to always appear in the best light. Without self-presentation skills, it is difficult to be successful in this profession, but sometimes this can take exaggerated forms: excessive self-confidence, resourcefulness, inability to admit one’s mistakes.
- Contrasting oneself with principals, the position “the client is my enemy.” The inability, when concluding an agreement with the client, to clearly define the range of professional responsibilities of the lawyer, the lack of skill in establishing confidential but business relationships with the client, the inability to draw a clear line between professional and personal communication, the desire to later limit the range of the client’s legal problems to be solved, so that he “does not sat on his head,” leads to the formation of the attitude “always be on guard with the client,” “keep your ears open.” Excessive caution, suspicion, and the desire to keep a distance do not contribute to the development of personal contacts.
- The concept of “emotional burnout” is close in meaning, but not identical to the concept of “professional deformation”. More often, burnout syndrome occurs among professionals who are forced to communicate closely with people in the process of performing their duties. Emotional burnout occurs under conditions of severe mental stress and is expressed in indifference, emotional exhaustion, exhaustion, the development of a negative attitude towards one’s colleagues and clients, and a decrease in self-esteem. Emotional burnout occurs as a result of the accumulation of negative emotions without appropriate release. It leads to the depletion of a person’s emotional, energetic and personal resources.

Service in the internal affairs department refers to those types of professional work, the conditions and nature of which can have a traumatic effect on the psyche (mental stress of work, the possibility of physical injury or death, great responsibility). In external environment activities, we can consider the following manifestations of professional deformation of law enforcement officials:

1. Confidence and self-confidence in one’s own infallibility when solving professional problems, excessive conceit and inflated self-esteem;
2. The presence of an attitude of “accusatory bias” towards other people, excessive suspicion, gross errors in the perception and assessment of other people, their actions and deeds;
3. Legal rigorism, which is a pronounced attitude towards toughening punishment, applying more severe penalties to the offender, regardless of the characteristics of his personality, the situation of the offense committed;
4. Stereotype of closedness, desire for excessive secrecy, giving imaginary importance to one’s work, tendency to over-control;
5. Transferring one’s official role, professional skills and attitudes to extra-office relationships;
6. Assimilation of elements of the criminal subculture (criminal jargon, norms of behavior, addressing another person, etc.) and their use in one’s activities;
7. Simplification of business communication, expressed in a decrease in the culture and ethics of communication with citizens, addressing on a first-name basis, using expressions that are offensive to other people, etc.;
8. The presence of an attitude towards the use of only authoritative methods of influence on offenders and other citizens, neglect of methods psychological influence, achieving agreement, resolving conflict based on verbal influence, etc.
9. Pedantry, excessive formalism in work and delaying questions about making specific decisions within one’s competence.

In intrasystem management, in communication with managers and colleagues, the following manifestations of professional deformation are possible:

10. Loss of initiative in work, expressed in focusing only on the execution of orders and instructions from managers, higher levels of management and forgetting one’s personal duties and responsibilities;
11. Setting the priority of the current process of activity, performing current tasks without connection with the achievement of final results of activity, imitation of vigorous activity;
12. Revaluation of old, familiar methods of work and underestimation of the need to introduce new methods of activity and innovation;
13. An attitude towards performing formalized, documented professional actions with insufficient attention to the person;
14. Professional egoism (egocentrism), which often blocks effective interaction between employees of various law enforcement services and reduces the results of joint activities.

Often manifestations of professional deformation are a consequence of an employee’s resort to inadequate protective mechanisms in his activities: rationalization (explaining his illegal actions by the interests of solving and investigating a crime, etc.); eviction (for example, verbal insult of detainees, etc.); substitution (for example, achieving a false sense of one’s professional significance through external attributes of activity, etc.); isolation (reducing contacts with other people outside the framework of one’s law enforcement system, narrowing communication ties), etc. 1.

Also, the most typical costs of legal practice are the following:

- abuse of power (official position);
- pursuit of the crime detection rate. For the sake of interest, all statements about crimes are not registered, they are divided into “important” and “unimportant”, a search for formal reasons for terminating cases “with the consent of the victim”, “due to insignificance”, etc. Often cases that can be quickly “registered” as solved fall into the category of “serious”. The desire to cheat before starting to work on solving the offense gradually becomes second nature to the lawyer;
- the desire to make a career at any cost, including the use of an “accusatory bias.” The desire to climb the career ladder, not through hard professional work, but through a more simplified, roundabout way, pushes the lawyer to accuse innocent people of offenses in order to achieve high detection rates. Instead of proceeding from the principle of the “presumption of innocence” enshrined in the Constitution, the lawyer is hasty and violates the sequence of actions in order to accuse the suspect of an offense. At the same time, the permissive principle “only what is not prohibited by law is permitted,” which characterizes the activities of state bodies and their officials, is transferred to citizens and their associations;
- tendency to opportunism, i.e. the desire to keep up with the times at all costs. Manifests itself in violation of the principles of legality for reasons of “being at the level” of the requirements of the time. For example, under the dominance of the command-administrative system, persons who were not engaged in commercial activities, but were involved in the campaign against economic crimes, were brought to criminal liability;
- considerations of corporate solidarity or blind faith in the official “uniform”. This is expressed in reckless faith in the actions of fellow lawyers;
- interference in the consideration of legal cases by officials vested with authority, but not having an official relationship with them. This is manifested in telephone calls, personal negotiations and, as a rule, is related to the activities of the investigator or judge.

Professional deformation is expressed in: blatant dishonesty when considering a case; poor understanding of the meaning of your work; using outdated, stereotypical approaches to work plan development and implementation; using the same type of communication with clients without taking into account the specifics of the case and the individuality of the person who needs the help of a lawyer; deliberate violation of the law, its circumvention; uncritical attitude towards the conclusions of colleagues participating in the investigation of the case; violation of strict and scrupulous observance of all rights of the person under investigation and defendant (absence of a lawyer); ignoring the principle of the presumption of innocence, which is a consequence of excessive self-confidence, suspicion and other negative psychological qualities.

TOMSK POLYTECHNIC UNIVERSITY

Department of Sociology, Psychology and Law

Professional personality deformation

Tutorial

Tomsk - 2009

BBK 88.37

Professional personality deformation. Study guide. (Compilers,). – Tomsk: TPU Publishing House, - 20 p.

The content of the manual is devoted to the consideration actual problem the impact of professional activity on a person’s personal structure, the reasons for the appearance of professional personality deformations.

The manual is aimed at students and listeners of all specialties and forms of study.

Topic 1. Theoretical justifications of professional activities………………………………………………………………………………..4

1.1 Profession and professional self-determination…………….4

……………………………………...9

1.3. Professionally significant personality traits and their dynamics………..10

Topic 2. Theoretical issues of professional deformation………….17

2.1. Concept and types of professional deformation……………………17

2.2. Professional destruction of personality……………………………19

2.3. Classification of signs of professional deformation………...27

2.4. Causes of professional personality deformations………………..28

Topic 3. Factors in the formation of professional personality deformation……34

3.1. Psychological states of a person in the process of work……………….34

3.2. Professional crisis: the problem of personal choice………………..52

3.3. Emotional Burnout Syndrome……………………………….54

Topic 4. Factors of professional longevity……………………………57

Topic 5. Professional deformations of managers…………………………. 62

5.1. Modern conditions of activity of managers………………………...62

5.2. Personal limitations of modern managers………………….74

5.3. Professional crises of managers……………………………...78

List of references………………………………………………………..90

Topic 1. Theoretical justifications of professional activities

1.1 Profession and professional self-determination of the individual.

1.2. Basics of classification of professions.

1.1. Profession and professional self-determination of the individual.

Despite all the obvious semantic similarities, the concept of “profession” in the general case does not coincide with the concept of “professional activity”.

Here the basic conditions (or signs) are formulated, when met, we can talk about the existence of a specific phenomenon called “profession”, as well as about a “professional” as a bearer of these signs. Here are these conditions:

1. Social necessity of this profession. Society as a whole, or some part of it, needs in some service and is ready to provide certain life benefits to the people performing it, i.e. pay her. In other words, the profession is based on services, provided to others, satisfying them needs and, accordingly, having a certain price.

2. A profession is something that has developed historically. The profession assumes that: a given (historically established) way of satisfying a social need:

· acts (is implemented) for some time (extent in time);

carried out not by one person, but group of persons - specialists who are proficient in this method of meeting social needs;

· mandatory is being reproduced in time.

3.In the public consciousness, a specific profession is presented as a discrete unit of the world of professions and the bearer of a certain, characteristic only for her, set of properties.

(For example, despite the similarity of the professions “joiner-carpenter”, nevertheless, even at the everyday level they are presented as different, separate professions). At the same time, a profession, as a discrete unit and a carrier of specific properties, is interconnected with other professions. The very existence of this profession is a consequence of the existence of other professions and a condition for the existence of third professions.

4. Mastering a profession is associated with the process of professional training. Any profession, as follows from the definition, is an occupation that must be specially studied, mastering a complex of special theoretical knowledge and practical skills. Any work that is done without preparation or after short-term(from several days to several months) preparation can be carried out by any healthy, i.e. able-bodied person, who should be classified as unprofessional labor, which means it is not a profession,

In general, we can talk about professionalism as an integral characteristic of a person’s activity, communication and personality. Professionalism can be described through the relationship between a person’s motivational sphere (professional values, professional aspirations and motives, professional goal setting, etc.) and the operational sphere (professional self-awareness, professional abilities, learning ability, techniques and technologies as components of professional skill and creativity, etc.). d.). Professionalism correlates with various aspects of employee maturity; accordingly, the following are distinguished: types of professional competence:

special or activity professional competence - characterizes mastery of activities at a high professional level;

▪ social professional competence - characterizes mastery of methods of joint professional activity and cooperation, methods of professional communication accepted in the community;

personal professional competence - characterizes mastery of methods of self-expression and self-development, means of resisting professional deformation of the individual;

individual professional competence - characterizes mastery of methods of self-realization and self-development of individuality within the framework of the profession, the ability to creatively express one’s individuality, etc.

The presence of all aspects of competence means that a person has achieved maturity in his professional activities, communication and cooperation, and characterizes the formation of the personality and individuality of a professional. Note that a person may not have all types of competence, which must be taken into account in his professional characteristics.

Levels of professionalism, its stages and steps are related as follows: they present unequal requirements for professionally important qualities (PIQ) of an individual.

For example, at the stage of “self-diagnosis” the necessary qualities are self-awareness, optimism, and a positive “I-concept”. At the level of mastery- professional goal setting, thinking, intuition, improvisation, mastery of rational techniques and technologies.

Choosing a profession, or professional self-determination, seen as the basis self-affirmation person in society. Choosing a profession is not a one-time act, but a process consisting of a number of stages, the duration of which depends on external conditions and the individual characteristics of the person making such a choice.

Based on the personal approach, researchers identify four stages in the process of professional self-determination:

1. The emergence and formation of professional intentions and initial orientation in various fields of work (high school age). By the age of 14-15, girls and boys have already developed certain knowledge about professions and have developed a selective attitude towards one or more of them. At this stage, educational activities are re-evaluated: motivation changes depending on professional intentions. Studying in high school takes on a professionally oriented character. There is reason to believe that at the stage of professional development there is a change in leading activity: educational and cognitive activity is replaced by educational-oriented activity.

2. Vocational education and training as the basis of the chosen profession;

3. Professional adaptation, characterized by independent work activity, the formation individual style of activity(ISD) and inclusion in the system of industrial and social relations;

4. Self-realization in work (partial or complete) - fulfillment or non-fulfillment of those expectations, that are related to professional work. Fourth period (self-realization person in work) in turn can be presented as a sequence of its three components stages:

Stage primary professionalization - characterized by the fact that a specialist masters and productively performs normatively approved activities, determines his social and professional status in the hierarchy of industrial relations.

Stage Its feature is high-quality and highly productive performance of professional activities. The methods of its implementation have a clearly expressed individual character. The specialist becomes professional. He is characterized by a socio-professional position and stable professional self-esteem.

Stage professional excellence characterized by a creative and innovative level of professional activity. The driving factor in further professional development of the individual is the need for self-realization and self-fulfillment.

Thus, professional self-determination is considered as a process that covers the entire period of a person’s professional activity: from the emergence of professional intentions to exit from work.

The choice of profession is related to past personal experience, and the process of professional development extends far into the future, participating in the formation of a general image of “I”, ultimately determining the course of life.

Considering professional self-determination as a personality property, the following characteristics are distinguished:

The ability to adequately assess one’s qualities as factors in choosing a profession;

The ability to form an adequate understanding of the world of professions and social needs in certain types;

The ability to highlight the most important thing for yourself when choosing a profession.

Thus, we can give the following definition of profession. Profession is a type of work activity of a person who has a complex of theoretical knowledge and practical skills acquired as a result of special training and work experience.

The transition from one stage of the process of professional development to another is accompanied by certain crises. Let us briefly consider the psychological features of crises in professional personality development:

1. At the stage formation of professional intentions a clash of the desired future and the real present manifests itself, which takes on the character of a crisis of educational and professional guidance. High school students who continued their studies in grades 10-11 clearly experience this crisis at the age of 16-17, before completing their school education. The core of the crisis is the need to choose the method of obtaining vocational education or training. Researchers emphasize that at this age, as a rule, the option of continuing education is chosen, focused on a certain professional field, and not for a specific profession.

2. At the stage vocational education Many pupils and students experience disappointment in their profession. Dissatisfaction with certain academic disciplines arises, doubts arise about the correctness of the professional choice, and interest in studying decreases. Observed crisis of professional choice. As a rule, it clearly manifests itself in the first and last years of professional training. In rare exceptions, this crisis is overcome by changing educational motivation to social and professional one. The professional orientation of academic disciplines, which is strengthening from year to year, reduces dissatisfaction with the future profession.

However, the crisis of revision and correction of professional choice at this stage does not reach the critical phase when conflict is inevitable. Researchers note the sluggish nature of this crisis.

3. After completing vocational education, the stage begins professional adaptation. The situation of professional development is changing radically: a new group of different ages and socio-professional values, a different social role and hierarchical system of industrial relations, a fundamentally new type of activity - professional. The discrepancy, discrepancy between the real professional reality and the previously formed ideas and expectations of the young specialist causes crisis of professional expectations.

This crisis manifests itself in a person’s dissatisfaction with the level of organization and content of work, job responsibilities, industrial relations, working conditions and wages. There are two options for resolving the crisis:

· constructive(intensifying professional efforts to quickly adapt and gain work experience);

· destructive(dismissal, change of specialty, inadequate, unproductive performance of professional functions).

4. Stage primary professionalization begins after 3-5 years of work. At this stage, a person develops dissatisfaction with his professional life, a protest against the inertia of his professional development. Consciously or unconsciously, a person begins to feel the need for further professional growth. In the absence of his prospects, the individual experiences internal discomfort, mental tension, and thoughts of possible dismissal or a change of profession appear.

Emerging crisis of professional growth can be temporarily compensated by leisure activities, everyday worries, or can be radically resolved by leaving one’s profession. But such a resolution of the crisis can hardly be considered productive. The conflict can be resolved by introducing certification and assigning a new professional category to the performer.

5. Further professional development of a specialist leads to secondary professionalization. Social and professional values and relationships are radically restructured, ways of performing activities are changing, which indicates the transition of a specialist to a new stage of professional development, since these changes lead to a significant transformation of both social reality and leading activities.

However, the stabilization of all aspects of professional life leads to professional stagnation of the individual, humility and professional apathy. Professional stagnation can last for years, sometimes until retirement.

On the other hand, high-quality and productive performance of activities in many cases leads to the fact that a person “outgrows” his profession. Dissatisfaction with oneself and one’s professional position increases. The professional self-awareness that has formed by this time suggests alternative scenarios for a future career and not necessarily within the framework of a given profession. The individual feels the need for self-determination and self-organization. Contradictions between the desired career and its real prospects lead to the development professional career crisis. At the same time, the “I-concept” is subjected to a serious revision, and adjustments are made to the existing production relations.

Possible options for overcoming the crisis: dismissal, mastering a new specialty within the same profession, moving to a higher position. The individual must commit a professional act, show above-standard activity, which can be expressed in the transition to a new educational qualification, or a qualitatively new, innovative level of activity performance. One of the productive options is the transition to the next stage of professional development, the stage of mastery.

6. On mastery stages a crisis may occur unrealized opportunities or, more precisely, crisis of social and professional self-actualization, expressed in deep the specialist's dissatisfaction with himself.Constructive The way out of this state is innovation, invention, rapid career, social and professional activities beyond the norm. Destructive options for resolving the crisis - illegal actions, alcoholism, creating a new family, depression, development of professional deformation.

7. The last crisis of a working person (in the logical chain of professional development and human life) is due to his departure from professional life. When a certain age limit is reached, a person retires and experiences crisis of loss of profession. The pre-retirement period is already becoming a crisis for many workers. This is due to the assimilation of a new social role and norms of behavior. Retirement means a narrowing of the socio-professional field and contacts, a decrease financial opportunities. The severity of the crisis of loss of professional activity depends on the nature of the work activity (physical workers experience it more easily), marital status and health.

1.2. Basics of classification of professions.

The next stage in the psychological study of professional activity is the study of the “Man - Professional Environment” system, in which the components of the professional environment are the subject and means of labor, professional tasks, physical and social environment. An object of labor is a system of properties and relationships of things, phenomena, processes with which a person working in a certain job position must mentally or practically operate (recognize, take into account, transform, save or find them).

In accordance with the five main types of objects of labor, a classification of types of professions is proposed, shown in Table 1.1.

Table 1.1.

Classification of types of professions

However, when analyzing work activity, one should always distinguish between subjective goals and so-called “objective” ones, given from the outside, somewhere approved by someone, prescribed, but not yet “accepted” by the subject, which have not become his own goals - images of the desired future. With this approach, the goal of labor, considered as some objective result that society requires or expects from a person, determines the corresponding professional tasks.

Below is Table 1.2, which shows the relationships between specialty types and professional tasks.

It is proposed to consider not only processing tools as tools of labor, but also any means that enhance a person’s ability to recognize the characteristics of the object of labor and influence it. Therefore, he classifies measuring tools and devices, and the so-called “functional means of the body” as tools of labor ( means of expression behavior, speech, rules for solving theoretical and practical problems).

Table 1.2

Relationship between types of specialties and types of professional tasks

The basis of the classification proposed in the years is the “predominant presence of creativity.” As a result, three groups of professions were identified:

Professions of the highest type on the basis of “the need for constant extracurricular work on the subject and on oneself.” This group originally included professions related to the arts and education; Later, doctors, engineers, and responsible trade unionists were added to this group.

Professions of the average (craft) type involve working only on a subject.

Professions of the lowest type, which after training do not require work on either oneself or the subject.

Such a basis is perhaps more suitable for determining a person’s subjective contribution to professional activity, depending on whether he is working on himself and/or on the subject or not, and thereby for psychological diagnostics prospects for his advancement in the profession.

1.3. Professionally significant personality traits and their dynamics.

When considering each of the professionally significant properties, it is necessary to pay attention to how stable this property is, how amenable to development and compensation it is in the process of learning and professional activity. The main characteristics of nervous processes (the strength of the excitatory and inhibitory process, mobility, balance) leave their imprint on professional activity in any field, however, different professions make their own demands on different properties nervous system.

Individual typological properties. Individual typological characteristics change little throughout the professional path and are among the most stable properties. It should be remembered that the same typological property can have both positive and negative (from the point of view of professional success) manifestations. For example, weakness of nervous processes determines a low limit of performance and at the same time high sensitivity (sensitivity). And the inertia of nervous processes is manifested in low rates of speed of the nervous system and in the strength of temporary connections, etc. Thus, natural deficiency in the area of one function is compensated by an advantage in the area of another, no less important. A different types Higher nervous activity must be considered not as different degrees of perfection, but as ways of balancing the organism with the environment.

Among the individual-typological properties that manifest themselves in all types of activity of the subject - activity, communication, behavior, etc. - and therefore influencing cognitive and emotional processes, mental states and properties, is temperament as one of the most important properties of individuality .

Individual style of activity – a system of methods determined by typological features that develops in a person striving for the best implementation of a given activity is called the individual style of activity (IAS). Individual style of activity (in work, study, sports) is characteristic of this person a system of skills, methods, techniques, ways of solving the problem of a particular activity, ensuring its more or less successful implementation.

The complex of individual characteristics of a person can only partially satisfy the requirements of any type of activity. Therefore, a person, consciously or spontaneously, mobilizes his valuable qualities for a given type of work, while at the same time compensating for or somehow overcoming those that hinder the achievement of the goal. As a result, it is created individual style activity - a unique version of typical work methods for a given person in typical conditions.

In the professional literature there is a widely presented point of view that distinguishes three types of professions:

1. Professions where every healthy person can achieve socially acceptable effective activity.

2. Professions in which not every person can achieve the desired effect.

3. Professions that, by their nature, require achievement of the highest levels of skill.

Type 3 professions make specific demands on a person’s individual characteristics, which in some cases may be determined genetically. Most professions do not impose such stringent requirements on the subject of activity (type 1) or allow, through the inclusion of compensation mechanisms and the development of ISD, to correct the lack of certain professionally important qualities (type 2 professions).

ISD can be considered as a way of adapting carriers of various individual typological qualities to working conditions. So, for example, when the requirements for the pace of activity change, a person with a mobile type of nervous system successfully solves problems by using his quickness, the ability to easily speed up actions and move from one state to another.

Under the same objective conditions, a person of an inert type uses completely different means. He can save himself from the need to quickly respond to signals due to forethought and increased attention to preventive measures. In the process of his work, a tendency to systematicity and thoroughness in work is developed.

The individual style of activity of any individual cannot be taken as a universal, “ideal model”. Imposing it “in the order of sharing experience” on others (for example, encouraging an inert performer to work in the style of a dynamic one) can lead to the fact that the tasks of the activity become impossible for him.

One of the first factors that people pay attention to when studying the psychological characteristics of a particular profession is psychomotor skills.

Every work activity, one way or another, includes a system of actions. Analyzing the general structure of activity, he emphasized that human activity does not exist except in the form of an action or a chain of actions.

In the structure of actions of a person dealing with complex technical devices, sensorimotor reactions are of great importance. From the point of view of the general characteristics of human psychomotor skills, it is of interest to detect the trainability of all types of sensorimotor reactions. Moreover, there is information about the possibility of voluntary regulation of the speed of the sensorimotor reaction with an accuracy of hundredths of a second.

Can be practically used in work the entire sensory organization of man. Despite the wide variety of types and levels of sensitivity in the same person, sensitivity is a general, relatively stable personality trait that manifests itself in different conditions, under the influence of external stimuli of a wide variety of nature.

Type of nervous system of a particular person affects the general nature of the sensitivity of all his analyzers. The speed of sensation and discrimination depends on the mobility of nervous processes and their balance. The stability of the level of sensitivity depends on the strength of the nervous processes, their mobility and balance. Emotional reactivity when exposed to stimuli on receptors depends especially strongly on the strength of nervous processes - greater in the weak type, least in the inert.

Due to the stability of the considered characteristics, for professions that place increased demands on such properties as speed of discrimination, stability of the level of sensitivity, etc., a real means of increasing the efficiency of specialists is professional selection.

The next characteristic of sensory processes, which is of great importance for success in many types of professional activities, is analyzer sensitivity level . There is uneven development of different types of sensitivity in the general sensory organization: the same person may have increased sensitivity in the field of spatial discrimination or speech hearing and, at the same time, decreased sensitivity of color vision and musical ear. These features can be associated either: a) with the natural predominance of one of the analyzers; or b) with the leading role of this analyzer, formed as a result of long-term professional experience. These features are determined by both individual characteristics of information reception and the predominance of one or another type of representation in the imagination, memory, and figurative thinking.

Numerous studies indicate that the effectiveness of solving sensory and perceptual tasks significantly increases under the influence of social experience or special training.

One of the most important components of sensory culture is observation - polyanalyser purposeful activity of perception, mediated by knowledge and thinking. Professional observation skills are associated with a person’s observational ability: it relies on this property and at the same time develops it.

Memory - one of the most important mental processes. It underlies the formation of a person’s individual experience, his speech, thinking, emotions, and motor skills. In the structure of memory, three main links can be distinguished: 1) memorization of perceived information; 2) saving information; 3) extracting what has been preserved.

Various mnemonic properties are important for the success of work activity:

memory capacity;

memorization speed;

strength of retention of learned material;

accuracy and speed of playback;

readiness of memory to quickly reproduce material at the right time.

Professional memory can operate with visual images, auditory (for a radio operator, musician), motor (for a mechanic - adjuster, acrobat), tactile (for a doctor), olfactory (for workers in the food and perfume industries). This can be memory for faces (for an administrator, a train conductor, a teacher), for graphic and digital material, and finally, the content of professional memory can be artistic images, words, concepts, ideas. Individual differences in this regard are great.

Professional experience is stored in long-term memory . But basically, professional activity is based on operative memory, which is organically included in this activity. The mechanisms of functioning of RAM are lifelong developing systems of nervous connections that serve this activity. Therefore, the characteristics of RAM are directly dependent on the degree of formation of such functional systems. They change as these systems are formed and one or another activity is mastered, reaching at some level relative stability with fixed ways of performing certain activities. As new, more advanced methods of activity are learned, a new shift occurs in the characteristics of RAM.

Individual differences in the characteristics of imagination and factors influencing the dynamics imaginative properties , have been little studied. However, based on the materials accumulated by psychological science, it can be noted that schoolchildren with a penchant for technical creativity have significantly fewer errors when solving problems that require operating with images of objects of complex shape than their peers who do not attend technical clubs

Based on these observations, the conclusion suggests itself about the possibility of developing appropriate skills. Apparently, for this, firstly, some kind of fund of images is needed (not only visual, but also auditory, motor, etc.), which is created as a result of professional experience, but can be formed using special techniques in the process industrial training, and, secondly, it is necessary to develop skills in operating with representations.

In psychology there is a concept general intelligence and its two substructures: verbal and nonverbal. Verbal intelligence is an integral education, the functioning of which is carried out in a verbal-logical form, relying primarily on knowledge. Nonverbal intelligence is an integral education, the functioning of which is associated with the development of visual-figurative thinking based on visual images and spatial representations.

General intelligence is understood as a complex integral quality, a certain synthesis of the psyche, which together ensures the success of any activity. The level of general intelligence is often measured through IQ - intelligence quotient, which was proposed by the famous researcher and author of a specialized intelligence test D. Wexler. In the Wechsler scale, intelligence is measured by points on the following scale: over 135 points - genius, from 135 to 120 points - high level, from 120 to 100 - average, from 100 to 80 - low, below 80 points - mental retardation.

In particular, the results of studies of students with a technical and humanitarian orientation revealed a statistically significant difference between the two named contingents. It was found that the intelligence profile of technical students is shifted towards the development of non-verbal intelligence and slightly reduced in verbal intelligence. Students of humanities, on the contrary, have more developed verbal intelligence and reduced non-verbal intelligence. However, the results of a study of intelligence, in particular, of electrical engineers, showed that the best success in their work was achieved by those specialists who had developed non-verbal and verbal intelligence, i.e. general and special abilities.

In addition, a distinction is made between so-called professional and social intelligence. Professional intelligence is focused on specialization in activity, social intelligence - on solving problems of interpersonal relationships, on finding a rational way out of the situation.

Along with mental qualities, the so-called attentional properties . Attentional properties include the following characteristics of attention, which can be determined through experimental research: selectivity of attention, volume of attention, stability of attention, the ability to distribute and switch.

Professionally significant properties of attention, such as the intensity of its concentration, stability, speed of switching, appear differently in different types of activities. For example, for the driver’s profession, the characteristics of distribution and switching come to the fore, for other professions whose main goal is observation and control (proofreader, operator of continuous rolling mills, etc.), highest value gains stability (concentration) of attention.

All characteristics of attention are determined to one degree or another by the typological characteristics of the nervous system and therefore change little. The speed of switching depends on the mobility of nervous processes. As is known, with age their mobility decreases somewhat and one can expect a decrease in the speed of switching attention.

None of the professionally significant properties depends as much on external factors as the property of attention. Monotony, for example, has a sharply negative effect on the stability of attention, while the content and responsibility of the task increase the stability of attention. Fatigue, first of all, affects attention, manifesting itself in a deterioration in its characteristics.

No special training in the process of professional training can provide a sharp improvement in individual characteristics of attention, since the underlying features of the nervous processes change extremely slowly. Therefore, the characteristics of attention, as well as mental properties, can be considered as fairly stable diagnostic indicators.

Under efficiency refers to the potential ability of a person to perform labor activity for a given time with a given efficiency and quality. Performance depends on the external conditions of activity and the psychophysiological resources of the individual. In relation to the task being solved by the subject of labor, one can distinguish maximum, optimal and reduced performance.

For long-term work activity, the following phases, or periods of working capacity, are typical:

Workability phase. Characterized by an increase in the body's metabolic processes. The duration of this period depends on the preparedness, work experience and condition of the person. Preliminary training helps reduce the processing time.

Compensation phase. Characterized by sustainable activities. Working reactions are precise and correspond to the required rhythm. There is a stable mobilization of attention, memory, and information processing processes. Labor productivity and quality at this stage are maximum.

3. Subcompensation phase. After time has passed in unfavorable conditions, the subcompensation phase begins. It is characterized by a slight decrease in performance due to the development of fatigue, as well as a decrease in concentration. Labor productivity may remain high, but the quality of labor decreases. Activation occurs, “boosting” the functional systems of the body, involving most of its reserves. Physiological resistance increases temporarily, but later exhaustion occurs vitality body.

4. Decompensation phase. Characterized by a violation of the energy supply of activity. Motivational characteristics change. Labor efficiency, quality and reliability are significantly reduced. Social contacts in the team are deteriorating. The number of errors is increasing. Work activity becomes exhausting. The leading motivation is aimed at stopping the activity. 5. Phase of disruption of activity. Occurs with very intense or prolonged work.

5. During the work process, a final rush phase may appear. Its essence is the emergency mobilization of the body's functional reserves to ensure a sharp increase in performance under the influence of appropriate motivation associated with the imminent completion of work.

The effectiveness of activity is often determined by how effectively a person’s potential is used - his ability to work under given conditions. And in some cases, external conditions may be so far from optimal that they will not provide the opportunity to show the result for which the specialist is ready, even with the maximum return of spiritual and physical strength.

Questions for self-control

1. Determine the main content of the “profession” phenomenon.

3. What stages does a person go through during his professional activity?

4. Highlight the most significant professional personal qualities necessary for your profession.

Topic 2. Theoretical issues of professional deformation

2.1. Concept and types of professional deformation.

2.3. Classification of signs of professional deformation.

2.4. Causes of professional personality deformations.

2.1. Concept and types of professional deformation.

Professional personality deformation – a change in personality qualities (stereotypes of perception, value orientations, character, methods of communication and behavior), which occurs under the influence of performing professional activities. A professional personality type is formed, which can manifest itself in professional jargon, demeanor, and physical appearance.

Professional deformation is manifested in such personality qualities that change under the influence of the professional role. The sources of professional deformation lie in the depths of the professional adaptation of the individual to the conditions and demands of work. It is known that professional deformation manifests itself to the greatest extent among representatives of those professions where work is connected with people, especially with “abnormal” people in some respect. The objective division of labor, the differences between mental and physical labor, and disharmony in personality development create the prerequisites for the emergence of professional personality types and the transformation of subjects into “narrow specialists.”

Speaking about professional deformation, we can briefly note that its essence lies in the interaction of the subject and the individual in a single structure of individuality. For the first time in psychology, the academician noted the possibility of non-coinciding, contradictory development of personality properties and the properties of the subject of activity, and also analyzed the conditions that contribute to the discrepancy between the personality properties and the properties of the subject, professional, specialist in their interaction.

At the entrance to this process we have material a certain shape, which passes through the influence of the press and therefore loses its old shape (that is, it becomes deformed). At the output, this material has a new form that corresponds press configurations. In order for the deformation process to take place successfully, sufficient strength press and suitable material properties. Otherwise, the material will not change its shape (if the press is not powerful enough) or after some time it may return to its original shape (if the material is too elastic). To prevent this from happening, some manufacturing processes use various methods. consolidation the resulting form (for example, burning in the manufacture of ceramic products).

The fact is that all of the above deforming factors have their analogies in the work of any professional:

· Material properties- these are the personal characteristics of the consultant and his initial inclinations: mental mobility/rigidity, ideological independence/compliance, personal maturity/immaturity, etc.

· Press configuration- this is the professional framework in which the consultant places himself: principles and attitudes, professional picture of the world, professional skills, clientele and their problems, job responsibilities, working conditions, etc.

· Abs Strength- this is the degree of influence of the previous factors, depending on such parameters as: faith in the method and authority of teachers, the personal significance of professional activity, a sense of responsibility, emotional involvement in professional activity, motivation, a sense of mission, the strength of external control, etc.

· "Burning"- this is a factor that helps to consolidate the acquired form, and it is mainly associated with receiving positive emotions: professional success, gratitude from clients, praise from teachers, recognition from colleagues, admiration from others, etc.
As a result, thanks to the “successful” combination of the above factors, we risk getting a deformed consultant who can hardly “straighten out,” that is, restore his original human form.

Below are some of the impacts we have from our professional exposure. Some of them, indeed, can be considered positive for our personality and fit into the concept of “ personal growth", however, the other part, in my opinion, should be attributed to negative consequences, that is, to what we call "professional deformation".

Table 2.1.

Positive consequences
(“personal growth”)

Negative consequences
(“professional deformation”)

1. Deeper self-awareness, understanding of the people around you and current events. 2. Analysis of life situations.
3. The ability to reflect.
4. Skills for productively coping with crisis and traumatic situations.
5. Communication skills.
6. Resistance to other people's influence.
7. Self-regulation.
8. The ability to accept and empathize.
9. A broader view of the world, tolerance towards “dissidents”.
10. Cognitive interest.
11. The emergence of new forms of self-realization.

1. Projecting negative issues onto yourself and your loved ones.
2. Obsessive diagnostics of oneself and others (“labeling” and interpretations).
3. Consulting others.
4. Acceptance of the role of "teacher".
5. Excessive self-control, hyperreflection and loss of spontaneity.
6. Idea fixe - “work on yourself.”
7. Rationalization, stereotyping and desensitization to lived experience.
8. Saturation of communication.
9. Emotional coldness.
10. Cynicism.

In addition to those noted above, more or less universal consequences of professional activity, one can try to highlight specific manifestations of professional deformation.

2.2. Professional destruction of personality.

It is known that work has a positive effect on the human psyche. In relation to different types professional activity, it is generally accepted that there is a large group of professions, the performance of which leads to occupational diseases of varying severity. Along with this, there are types of work that are not classified as harmful, but the conditions and nature of professional activity have a traumatic effect on the psyche (for example, monotonous work, great responsibility, the actual possibility of an accident, mental stress of work, etc.). Researchers also note that many years of performing the same professional activity leads to the appearance of professional fatigue, the emergence of psychological barriers, an impoverishment of the repertoire of ways to perform activities, loss of professional skills, and a decrease in performance. It can be stated that at the stage of professionalization in many types of professions, professional destruction develops. Professional destruction is a change in the existing structure of activity and personality that negatively affects labor productivity and interaction with other participants in this process. Based on a generalization of studies of violations of professional development of the individual, she identified the following trends in professional destruction:

Causes and types of professional personality deformation

42. Concept and types of professional deformation.

Encyclopedic YouTube

Manifestations

Reasons

Psychological mechanisms of professional deformations

Professional destruction

Stereotypes

Topic 1. Theoretical justifications of professional activities………………………………………………………………………………..4

1.1 Profession and professional self-determination…………….4

……………………………………...9

1.3. Professionally significant personality traits and their dynamics………..10

Topic 2. Theoretical issues of professional deformation………….17

2.1. Concept and types of professional deformation……………………17

2.2. Professional destruction of personality……………………………19

2.3. Classification of signs of professional deformation………...27

2.4. Causes of professional personality deformations………………..28

Topic 3. Factors in the formation of professional personality deformation……34

3.1. Psychological states of a person in the process of work……………….34

3.2. Professional crisis: the problem of personal choice………………..52

Topic 4. Factors of professional longevity……………………………57

Topic 5. Professional deformations of managers…………………………. 62

5.1. Modern conditions of activity of managers………………………...62

5.2. Personal limitations of modern managers………………….74

5.3. Professional crises of managers……………………………...78

Topic 1. Theoretical justifications of professional activities

1.1 Profession and professional self-determination of the individual.

1.2. Basics of classification of professions.

1.1. Profession and professional self-determination of the individual.

1.2. Basics of classification of professions.

1.3. Professionally significant personality traits and their dynamics.

Topic 2. Theoretical issues of professional deformation

2.1. Concept and types of professional deformation.

2.3. Classification of signs of professional deformation.

2.4. Causes of professional personality deformations.

2.1. Concept and types of professional deformation.

Positive consequences (“personal growth”)

Negative consequences (“professional deformation”)

2.2. Professional destruction of personality.

Positive consequences
(“personal growth”)

Negative consequences
(“professional deformation”)