Захисна адаптація з позиції сталих індивідуальних рис особистості

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УДК 376.5: 316.6.

Захисна адаптація з позиції сталих індивідуальних рис особистості

Іоланта Вільш

Обґрунтовано доцільність застосування основних положень концепції сталих індивідуальних рис особистості до вибору професії та адаптації. Доведено, що набір сталих індивідуальних рис особистості може бути використані як критерій при виборі професії та адаптації до професійної діяльності.

Ключові слова: адаптація, система, сталі індивідуальні риси особистості, вибір професії.

Риси особистості можуть бути визначені на підставі гіпотези про сталі індивідуальні риси особистості, яка ґрунтується на теорії автономних систем М. Мазура [1]. Згідно з цією теорією, суттєві відмінності між людьми зводяться до відмінностей у величині сталих індивідуальних рис особистості. Кожен з нас має сталі індивідуальні риси особистості, але ці риси мають різну міру прояву в різних людей. Особистість має як сталі індивідуальні риси, так і змінні. Сталі індивідуальні риси особистості не залежать від впливу зовнішнього середовища. Сталі індивідуальні риси особистості, а також змінні якості утворюють набір моделей поведінки людей, які регулюють свої відносини з навколишнім середовищем. Риси можуть бути поділені на дві групи: риси, що пов'язані з інтелектуальними функціями, і ознаки, пов'язані з міжособистісними відносинами. Якщо риси, пов'язані з інтелектуальними функціями, є відповідної величини, вони гарантують інноваційне оброблення інформації та компетентне інтелектуальне функціонування. Водночас якості, пов'язані з міжособистісними відносинам, й визначають навички міжособистісного спілкування і відносини між людьми. Системний інструмент, утворений в межах описаної теорії, дозволяє визначити межі людських можливостей у процесі адаптації. За допомогою цієї теорії при вирішенні проблем, пов'язаних з пасивною і активною адаптацією, такі як визначення меж необхідної та добровільної адаптації, можна отримати чітку і досить зручну у функціонуванні теоретичну концепцію професійної адаптації. Сумісність усіх сталих індивідуальних рис особистості із змінними рисами є найбільш придатним варіантом професійної придатності. Така сумісність може бути досягнута тільки тоді, коли ситуація регулюється сталими індивідуальними рисами особистості, а також коли ситуація регулюється відповідно до змінної риси людської особистості, або коли людина пристосовується до ситуації в межах варіабельних ознак її особистості.

Рівень виробничої доцільності, що може бути досягнутий за рахунок потенціалу людини, залежить від сталих індивідуальних рис особистості. Коли люди обирають роботу, зважуючи на ці риси, то рівень професійної адаптації і професійних досягнень зазвичай буде високим. Поява нових професій вимагає вищої кваліфікації та вищого інтелектуального рівня, а відтак зумовлює потребу в постійному самовдосконаленні отриманих знань, умінь та навичок. Попит на ринку праці має той, хто здатен розв'язувати складні проблеми та швидко адаптуватися до плинних змін у сфері професійної діяльності та комунікації.

Різноманітні варіанти можна описати такими ситуаціями: людина має сталі індивідуальні риси особистості, необхідні для роботи та адаптовані до роботи; людина має сталі індивідуальні риси особистості, необхідні для роботи, але не пристосовані до роботи; людина не має відповідних сталих індивідуальних рис особистості, необхідних для роботи, але адаптована до роботи (можливості адаптації обмежені); людина не має відповідних сталих індивідуальних рис особистості, необхідних для роботи, і не пристосована до роботи.

У першому випадку, звертатися за консультацією не має потреби. У другому випадку, незважаючи на консультації, консультант може бути безпорадним, якщо людина, яка шукає роботу, незважаючи на наявність усіх сталих індивідуальних рис особистості, необхідних для певної професійної діяльності, не володіє необхідною кваліфікацією (наприклад, не має відповідної освіти). Така ситуація є драматичною тому, що людина могла мати великі досягнення в роботі, за умови вчасної професійної орієнтації або консультації фахівця з працевлаштування. Третя ситуація може посилитися дилемою. Людина витратила багато років свого життя, щоб здобути освіту у сфері професійної діяльності, що є несумісною із сталими індивідуальними рисами особистості. Навчання було важким і вимагало багато зусиль, бо відсутність необхідних сталих індивідуальних рис особистості гальмувала професійне становлення особистості. З цієї ж причини не слід очікувати успіхів у професійній діяльності. У четвертій ситуації допомога з боку консультанта має обмежуватися виключно забезпеченням альтернативної зайнятості для клієнта. Робота повинна бути сумісною зі сталими індивідуальними рисами особистості клієнта. Чим більше вимоги до професійної діяльності і сталі індивідуальні риси особистості будуть сумісними, тим більш ефективним буде процес професійної адаптації.

Ситуації, що було подано, не виключають ситуації, коли люди не мають певних сталих індивідуальних рис особистості, необхідних для певної роботи, а отже, не повною мірою підходять для цієї роботи. Такі випадки є важкими як для працедавця, так і для працівника. На практиці ситуації, коли виробниче середовище повністю адаптовано до сталих індивідуальних рис особистості, дуже рідкісні. Натомість люди часто потребують адаптації до професійного середовища, та в межах сталих індивідуальних рис особистості досягти цього досить важко. На практиці найбільш поширені ситуації захисної адаптації. Тому слід докладати зусиль для прогнозування розвитку ситуації захисної адаптації людини до професійної діяльності із урахуванням сталих індивідуальних рис особистості.

індивідуальний особистість адаптація професія

JolantaWilsz

Protective adaptation from the point of view of constant individual traits of personality

The expediency of using basic concept of sustainable individual personality traits when choosing a career and adaptation is analyzed. It has been conclusively proven that the set of stable personality individual traits can be used as a criterion in choosing a profession and adapting to professional activities.

Key words: adaptation, system, stable individual quality, choice of profession.

Traits of human personality can be determined on the basis of the hypothesis of constant individual traits of personality (Wilsz, 1996, 1997, 2001, 2009), which has been theoretically justified by M. Mazur's (Mazur, 1966) theory of autonomous systems. According to the theory, lasting differences between people are reduced to differences in magnitude of the constant individual traits of their personality. Everyone shares the same constant individual traits of personality, but those traits are of different magnitude in different people. The dimensions of constant individual differences are determined by differences in the same constant individual personality traits in different people. Their variable traits are also different, but they are not lasting and can be easily changed by the influence of external factors.

Constant individual traits of personality, as well as variable traits, constitute a set of people's behaviour patterns that regulate their relationships with their environment by influencing human patterns of behaviour. Constant individual traits of personality are independent of environmental influence; therefore, they cannot be shaped in any way. The traits can be divided into two groups: traits connected with intellectual functions, and traits connected with interpersonal relationships. If the traits connected with intellectual functions are of appropriate magnitude, they guarantee innovative processing of information and competent intellectual functioning. At the same time, the traits connected with interpersonal relationships determine interpersonal skills and relationships between people.

A systemic tool constituted by the theory described above allows determining the limits of human possibilities in the adaptation process. By using this theory when solving problems connected with passive and active adaptation, such as defining limits of the necessary and voluntary adaptation, one can get a clear and fairly practical and functioning theoretical concept of occupational adaptation.

People's occupational usefulness is the highest when there is compatibility of all their constant individual traits of personality, together with the variable traits, and requirements of their jobs. Such compatibility can be achieved only when the situation is adjusted to suit constant individual traits of human personality, and also when the situation is adjusted to suit variable traits of human personality, or, when people adapt to their situation, within the confines of variable traits of their personality.

The level of occupational usefulness that can be achieved by people is dependent on constant individual traits of their personality. When people select their jobs taking these traits into consideration, then the level of occupational adaptation achievable should be high. Model cases can involve the following situations:

- the subject possesses constant individual traits of personality required for the job and is adapted to the job;

- the subject possesses constant individual traits of personality required for the job, but is not adapted to the job;

- the subject does not possess constant individual traits of personality required for the job, but is adapted to the job, (however, if a person lacks the constant individual personality traits necessary in his or her job, possibility of adaptation is very limited);

- the subject does not possess constant individual traits of personality required for the job and is not adapted to the job.

In the first situation, seeking career counsellor's advice is not necessary. In the second situation, despite consultation, a career officer can be helpless if a job-seeker, in spite of having all the constant individual traits of personality required in a given job, does not possess the necessary qualifications (e.g. appropriate education), or if a job-seeker's age or life circumstances do not allow him or her to obtain those qualifications. Such a situation should be considered the most dramatic and possibly the saddest one, because the person could have had great achievements in a job compatible with the constant individual traits of his or her personality, if only he or she had been influenced by career counseling and orientation system at an appropriate time and in a proper way.

The third situation can also precipitate serious dilemma. The man concerned, often as a result of the influence of others, has devoted many years of his life to obtain education in the field incompatible with constant individual traits of his personality. As he did not possess those traits, the educational process was taxing and demanding. For the same reasons, it should not be expected that he would be successful in his job. Such a situation is especially painful when the man possesses a clear gift in another field, where he could have achieved perfect results with commensurately smaller effort.

In the fourth situation, the aid provided by a career officer should be limited to only securing alternative employment for the client. The job should be compatible with constant individual traits of the client's personality. The more compatible those traits will be with requirements of the job, the more effective the process of occupational adaptation to that job will be.

The cases described above do not make allowances for the most common situations, when people do not possess all the constant individual personality traits necessary for a given job, and are therefore not fully suited to their jobs. Should they take up such jobs in such a situation? Addressing such questions is arduous, for both the employer and employee. Taking up a job compatible with the possessed constant individual traits of personality is in each employee's own interest (success at work, self-realization, satisfaction with the job, etc.). As for the employers' interest, it should be in agreement with employees' interest, because employees who possess constant individual personality traits compatible with the requirements of a given job will be the most effective. This guarantees a high level of occupational adaptation and the superb productivity of the employee. Such employees can be expected to be highly professional, effective, active, creative and knowledgeable. Searching for such employees is within the domain of the personal advisor or “head hunter”.

The theory of constant individual traits of personality facilitates a clear-cut answer to the question asked by researchers involved in the field of occupational adaptation: namely which of the two parties (people or their occupational environment) must adapt, and which one can remain unchanged? The answer should be as follows: with regards to the occupational environment requirements that are compatible with constant individual traits of one's personality - then the occupational environment should be adapted to suit the people, while in the situation that the occupational environment requirements that are compatible with people's variable traits - in this case the people should adapt to the requirements of their occupational environment, within the confines of those traits. In practice, situations when one's occupational environment is fully adapted to all constant individual traits of his or her personality are very rare. Instead, people are often required to adapt to their occupational environment also within the confines of the constant individual traits of their personalities, which is impossible because, with regards to these traits the only resolution is to adapt the situation.

In practice, the most common situations are those of partial occupational adaptation. Here, people's occupational environment is partially adjusted to the constant individual traits of their personalities, while they are partially adapted to their occupational environment, within the confines of the variable traits of their personalities. The following cases may occur:

1. The subject's occupational environment is adapted to all traits of personality, both constant individual and variable ones.

2. The subject's occupational environment is partially adapted to some of the constant individual traits of the personality and fully adapted to the remaining constant traits. This applies to variable as well as constant traits.

3. The subject's occupational environment is partially adapted to some of the constant individual traits of the personality and not completely unsuited to the remaining constant individual traits. As to the variable traits, the occupational environment is partially adapted to some of them, and fully - to the remaining ones.

4. The subject's occupational environment is partially adapted to some of the constant individual traits of one's personality and fully adapted to the remaining constant traits. As to variable traits, the occupational environment is partially adapted to some of them and not adapted to the remaining ones at all.

5. The subject's occupational environment is partially adapted to some of the constant individual traits of the personality and not adapted to the remaining constant individual traits at all. The same situation occurs with variable traits.

In the first two cases, the level of occupational adaptation can be raised, because partial adjustment of variable traits can be increased. In the fifth case, the lowest level of occupational adaptation should be predicted, but there is a chance to achieve similar occupational adaptation level as in the third case. This will take place when a given man achieves full adaptation with some of his variable traits, and partial adaptation with his remaining variable traits. Also in the fourth case, there is a chance to increase the level of occupational adaptation, up to the level achievable in the second case. The fifth case should be considered the least favourable, although there is a chance to increase the subject's occupational adaptation to the level in the third case.

To sum up, it should be emphasized that, in all five cases, there is a chance to increase the level of the subject's occupational adaptation, either by adjustment to his or her occupational environment - which is possible for variable traits or by the adjustment of occupational environment - which is necessary for constant individual traits. Attention should also be paid to the level of adjustment of occupational environment to constant individual personality traits. If this level is unsatisfactory and the occupational environment is so “fossilized” that it is unable to adjust - then there is only one solution, and that is to find another occupational environment more compatible with the constant individual traits of the subject's personality.

In our opinion, occupational adaptation should apply only to variable traits. As for constant individual traits, a discussion of the compatibility of those traits with the requirements of one's occupational environment is more appropriate. The best situation, both for an individual and for his or her occupational environment, occurs when his or her constant individual traits of personality are fully compatible with the requirements of the environment.

Constant individual personality traits connected with intellectual functions (processing, reconstruction and talent), are particularly important at present, because occupational activities are becoming more and more intellectual. Constant individual personality traits connected with interpersonal relationships (emission, tolerance, flexibility) also have a special meaning, because of their significance for conflict-free relationships between people and a need for effective functioning of integrated groups of co-operating experts, who combine their expertise to solve problems.

The following situations created by occupational environment should be regarded as impossible to negotiate for certain people, because of the intellectual level of their constant individual traits of personality:

- when an individual endowed with high processing ability has limited access to information processing;

- when an individual endowed with low processing ability is forced to process an excess of information;

- when an individual with high reconstructing ability has limited chance to quickly reconstruct information;

- when an individual with low reconstructing ability is forced to reconstruct information too quickly;

- when an individual has no chance for employment related to his or her talent;

as well as when:

- a person with high processing ability is forced to co-operate with someone with low processing

ability;

- a person with low processing ability is forced to co-operate with someone with high processing

ability;

- a person with high reconstructing ability is forced to co-operate with someone with low reconstructing ability;

- a person with low reconstructing ability is forced to co-operate with someone with high reconstructing ability;

- a person possessing a talent in a given field is forced to co-operate with someone possessing no natural ability in that field;

- a person possessing no ability in a given field is forced to co-operate with someone talented in this or that field.

The following situations should be included in those to which people cannot adapt because of their personal acumen, which is the most important trait connected with relationships between people:

- when a person endowed with highly positive person acumen has no possibility to express his or her feelings and imaginations freely, when he or she is forced to submit to subordination, discipline, the rules of a certain system, to play the roles of a performer, an organizer or a ruler; when a person endowed with medium positive personal acumen has no possibility to draw attention to his or her environment, as well as when he or she is forced to perform organizational tasks and govern other people;

- when a person endowed with zero personal acumen has no chance to follow rules, maintain a given order and fulfill his or her duties, as well as when he or she is forced to break generally accepted rules and play a role of a creator or a ruler;

- when a person with medium negative personal acumen has no opportunity to organize useful activities, as well as when he or she is forced to play a role of a creator and interpreter of creativity;

- when a person endowed with highly negative personal acumen has no possibility to govern other people, make free decisions and attain unlimited sociological power contained in his or her environment, as well as when he or she is forced to play the role of a creator, interpreter of creativity or a performer.

Apart from personal acumen, the two remaining traits connected with relationships between people are tolerance and flexibility. People, when given a free choice, select situations within the limits of their tolerance, while they accept constrained situations only within the limits of their flexibility. This is because within a subject's range of tolerance, he or she accepts stimuli voluntarily, assessing them as favorable, and thus - desirable. It is no use trying to constrain people's reactions within the range of their tolerance, because they will always react to desirable stimuli. Beyond the range of their tolerance, yet within the range of their flexibility, people accept stimuli, but this is a constrained reaction. The further those stimuli are from the limits of one's tolerance, the greater his or her resistance will be and the stronger the constraint which must be applied to be effective. Thus, flexibility is a human personality trait that determines constraint efficacy. When the stimuli are beyond the range of a subject's flexibility, his or her resistance is impossible to overcome, and nothing can make the individual surrender to such stimuli. Thus, people cannot positively react to situations formed by their environment when stimuli coming from this environment are beyond their tolerance and flexibility.

Thus, if the stimuli coming from people's occupational environment are within the limits of their tolerance, they are accepted voluntarily, and they willingly react in a manner commensurate so the application of force serves no purpose, and there is no need to adapt to such a kind of stimuli. Occupational activities, if located within the limits of people's tolerance, imply complete satisfaction.

Stimuli coming from people's occupational environment, located within their flexibility, but trying to constrain their reaction, are perceived as undesirable, so they resist them. The greater flexibility a given person possesses, the smaller is his or her resistance, and the higher the probability that he or she would react as if the stimulus were desirable. Within the limits of one's flexibility, even if the situation formed by the environment is perceived as unfavorable, he or she can adapt to it. The magnitude of effort that must be made in order to adapt depends upon one's flexibility (the greater flexibility, the smaller the effort to be made). People perceive their occupational adaptation within the limits of their flexibility as necessity, but their feeling of dissatisfaction and psychological discomfort will grow when approaching outer limits of their flexibility.

People can meet requirements of their occupational situation within the limits of their tolerance and flexibility, and thus these limits determine their occupational usefulness. When one's occupational situation is within the limits of one's tolerance, his or her motivational tensions are reduced, and the stimuli located within these limits are perceived as favorable because they induce positive emotions. Such stimuli facilitate self-realization and stimulate a feeling of satisfaction. Situations within the limits of one's flexibility increase motivational tension, stimuli located within these limits are perceived as undesirable because they induce negative emotions, but despite the fact they are stressful, people can cope with them.

In the course of the aging process, people's tolerance increases (but the rate and degree of this process can be different for different people), while their flexibility decreases. Thus, it may be predicted that one's ability to adapt voluntarily to one's occupational environment will increase with age, while ability to adapt under constraint will decrease.

It should be noted that, according to the theory of constant individual traits of personality, magnitude of tolerance depends on the kind of stimuli the subjects are exposed to. If the kind of stimuli is compatible with one's talent, which is a trait connected with intellectual functions, more tolerance will be revealed in reference to such stimuli than it would be if the stimuli were not compatible with one's talent.

It should also be emphasized that people better tolerate stimuli coming in a quantity compatible to their processing ability, at a rate compatible with their reconstruction ability, and when the kind of such stimuli is compatible with their talents.

The potential level of occupational adaptation achievable for an individual, at different stages of his or her occupational life, as well as conditions necessary for him or her to really achieve such a level, can be, with certain approximation, determined on the basis of the theory of constant individual traits of personality.

Summing up, it can be stated that:

- the process of occupational adaptation can proceed undisturbed only in reference to the subject's variable traits;

- if the subject's occupational situation is in agreement with constant individual traits of his or her personality, it can be said that, within the field of these traits, he or she is perfectly adapted to his or her occupational situation, without any need for further adaptation;

- if the subject's occupational situation is totally incompatible with constant individual traits of his or her personality, it can be said that there is a total lack of adaptation in the field of these traits, without any chance of achieving such an adaptation;

- if the subject's occupational situation is totally incompatible with constant individual traits of his or her personality, there is only one possibility of adapting his or her occupational situation to these traits, in short, the occupational situation has to be changed;

- as occupational adaptation depends on all traits of human personality, efforts made to achieve such adaptation should be focused on adaptation to constrained occupational situations within the confines of one's variable traits, and upon the changing of one's occupational situation in reference to his or her constant individual traits.

The above mentioned implications of the theory of constant individual traits of personality for adaptation process are consistent with opinions of experts in the field of psychology, who think that disturbances of adaptation behavior reflect a person's individual style which, according to this theory, results from his or her constant individual traits.

Иоланта Вильш

Защитная адаптация с позиции устойчивых индивидуальных качеств личности

Обоснована целесообразность использования основных положений концепции устойчивых индивидуальных качеств личности при выборе профессии и адаптации. Убедительно доказано, что набор устойчивых индивидуальных качеств личности может использоваться в качестве критерия при выборе профессии и адаптации к профессиональной деятельности.

Ключевые слова: адаптация, система, устойчивые индивидуальные качества личности, выбор профессии.

Reference

1. Mazur, M. (1966). Cybernetic Theory of Autonomous Systems. Warsaw.

2. Wilsz, J. (1996). The Importance of Non-formative Traits of Human Personality in the Pre- occupational Education. Czestochowa.

3. Wilsz, J. (1997). Structure, Essence and Functions of the Constant Individual Traits of Personality of a Pupil During Pre-occupational Training and Education. Kiev (Ukraine).

4. Wilsz, J. (2001). Psychology Oriented Version of the Concept of Constant Individual Traits of Personality and Its Application to Choosing an Occupation. Occupational Education: Pedagogy and Psychology (pp. 405-415), N° III. Czestochowa (Poland)-Kiev (Ukraine).

5. Wilsz, J. (2009). The theory of work. Implications for the work pedagogy. Krakov.

6. Wilsz, J. (2001). Determinants of Occupational Adaptation. Constant Occupational Training: Theory and Practice, (pp. 21-32), N° 2. Kiev, Ukraine.

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