The problem of personal development of employees of the state employment service of Ukraine

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THE PROBLEM OF PERSONAL DEVELOPMENT OF EMPLOYEES OF THE STATE EMPLOYMENT SERVICE OF UKRAINE

Olena Vlasova, Dr. of Psychology, Prof.;

Katherine Kalenichenko, pos-graduate Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

In the article the analysis of modern researches of the personality of employees of the state employment service has been carried out. The psychological aspects of the lack of desire for self-development and self-knowledge of employees of the State Employment Service of Ukraine are described. The 53 persons (38 of which have no higher education) are retraining at psychologist at the Institute of Personnel Training SESU) took part in the research. The revealed factors that have an influence on the indicator of personal selfdevelopment of the employees of the SESU: orientation in time, creativity and plasticity of behavior, empathy, emotional management, taking responsibility for their emotions, motivating achievement.

personality self development employment service

Formulation of the problem. One of the priorities of Ukraine as a European state is the desire of its citizens to build a modern, democratic society focused on the interests of people, open to creative innovations and aimed at development. This is a society in which everyone could realize his/her inalienable rights to qualitative education and medical service, deserving work and pensionary guarantee, to have free access to objective information, modern knowledge, to use them productively to realize their potential in order to increase quality of life, social and personal development. Such guidelines are due to the process of intellectualization, which actively penetrates the lives of Ukrainians, saturated with its mental activity. In this regard, trends in the labor market, requirements for candidates for most positions of state and non-state employment sectors are changing. In addition to thestandard intellectual potential of any (professional) activity, they become important: scientific, creative and innovative components, which, in their turn, requires additional analysis and rethinking of the necessary competences and personal qualities of office employees, especially their personnel reserve [3, pp. 31-45]. It becomes increasingly clear that an employee of the State Employment Service of Ukraine should be able to actively adopt new and permanent personal and professional self-improvement.

Analysis of recent researches and publications. The problem of self-development of a person, of course, is not new. It has found its reflection in the writings of humanistic psychologists, primarily such as C. Rogers and A. Maslow. In the context of Rogers' theory of self-development, the tendency to self-development is the process of person's realization throughout his/her own life with the aim of becoming a fully functioning person. Trying to achieve it, a person lives a life full of meaning, searches and experiences. According to S. Rubinstein ("The Foundations of General Psychology", 1946), the personality is the bearer of consciousness and is determined by his/her attitude to the outside world, to the social environment, to other people. This attitude is realized in human activity. And self-development of the individual is one of the manifestations of the active substance of a person, which is aimed at the active change of the subject. This is the spiritual and practical activity of the individual as a subject of life, as a result of which his/her inner world is changing. But not every person aspires to self-development, and this question is actual to modern psychological and pedagogical science and practice.

According to modern scholars, psychological readiness for self-development of a person is based on such psychological features as personal autonomy, acceptance of situations of uncertainty, novelty as resources for selfchange and self-improvement. (M. A. Frisina [5, pp. 293296]). Therefore, for self-development of the individual, not only certain external conditions, but also its psychological maturity are necessary.

The problems of the peculiarities of the creation, productive functioning and development of social organizations, the specifics of the practical work of a psychologist in organizations and the development of issues of psychological support for an individual career of a worker with higher education in the aspect of analysis of its main stages and career orientations were actively developed by Ukrainian scientists, in particular O. Vlasova and Yu. Nikonenko [2, p. 398], L. Karamushka, V. Podshyvalkina and others. The questions of personal and professional development of human resources have been analyzed andhighlighted in the publications of contemporary foreign authors, such as: A. Valikas [7], V. Ignatova, Ye. Koche, A. Zubkova, Y. Prichard [6] and others.

The purpose of the article. Identify the personal factors of the lack of desire for self-development and self knowledge among the employees of the State Employment Service of Ukraine.

Methodology of research. To obtain empirical material on the peculiarities of the problems of personal development of employees of the State Employment Service of Ukraine who are undergoing retraining, the participants of the study have been offered a questionnaire focused on identifying the objective characteristics of their life (age, gender, place of residence, peculiarities of education, occupation, previous and current professional activity, etc.) and a test battery, which includes the following methods: 1) V. Pavlov's "Readiness for Self-Development" test to determine the type of readiness; 2) Self-actualization test - SAT(Yu. Aleshyna); 3) Diagnostic test for the achievement motivation by A. Mehrabian; 4) Emotional Self-Test for the diagnosis of peculiarities of the development of intrapersonal emotional intelligence of personality (O. Vlasova, M. Berezyuk). Due to the organization of the test procedure in paper and pencil, the order of the tests was fixed and the same for all participants.

The study was attended by the 53 students of the Institute of Personnel Training of the State Employment Service of Ukraine, who undergo retraining in order to obtain a qualification of a psychologist. The age of the subjects varies in the range from 19 to 43 years old. The 38 of these people do not have higher education, which is almost 72 % of the respondents (see Table 1), while 33 persons are employed, 14 are part-time and 6 are not working. According to the article, the sample is not comparable in sex, as we have 3 men and 50 women.

Table 1

The education of experimentals

The processing of the results of the empirical study took place in 2 stages. At the first stage, an assessment of the readiness for self-development of the subjects under Pavlov was made, and the psychological factors that poured on the personal self-development of the employees of the SESU were determined at the second stage.

Results. According to the procedure of research and processing of the "Self-Development Readiness" Test by V. Pavlov, which contains 2 scales: the WKM scale (I want to know myself) and the CSD scale (I can self-develop), the results of the study subjects undergo to graphical interpretation. For this purpose, a graph is plotted on which the value of the WKM scale is set horizontally, and vertically - the value of the CSD scale. The two coordinates on the chart indicate the position of the subject who "falls" into one of the four possible squares: A, B, C, and D, which have the corresponding semantic content (see Fig. 1). Thus, the "hit" of the results of the selfdevelopment readiness test in a certain square on the graph determines its psychological state at the time of the survey.

Fig. 1 The main positions studied by Pavlov self-development readiness test on the basis of the obtained values on the scale of the WKM and CSD

In order to understand the general picture of readiness for self-development of surveyed individuals, we have calculated their average values in both scales. Fig. 2 shows that the average indicator of the surveyed employees of the State Employment Service on the scale of WKM = 3, and on the scale CSD = 5. Therefore, according to the processing algorithm presented above, our subjects fall into the "A" square, that is, they preferably have opportunities to self-development, but have no desire to learn themselves. That is, for the success of further development, it is precisely the motivational component of self-development processes is understated.

In this case, such persons who find themselves in a vital situation of retraining should realize the need to start mastering of a new profession of a psychologist from a self-knowledge. Professionalism in any field, including psychology, is achieved primarily through the finding of the personality of his/her own individual style of activity. And this, as psychological and pedagogical practice convinces, is impossible without self-knowledge.

Fig. 2. The indices of readiness for self-development of employees of the State Employment Service on the WKM and CSD scales

The next step in the research was to find out the indicators of readiness for self-development among people of different professions who took part in the testing. The calculations show that the lowest WKM results are among those surveyed, who either don't have any education or work in executive positions (see Fig. 3). Representatives of the administrative positions and people of creative professions have a higher motivation to self-perfection and self-development.

Fig. 3. Readiness for self-development in people of different professions who participated in the research

The comparative analysis of the diagrams in Fig. 2 and Fig. 3 clearly shows that the employees of the State Employment Service of Ukraine, who came to retraining, do have understated norms of the motivation component of self-development processes.

There are various reasons for this low interest. Among the external causes is the organization of the work process in the State Employment Service of Ukraine. At present, all employees of the SESU work in accordance with the requirements of the Unified Technology of Unemployed Personnel Maintenance in Employment Centers of Ukraine (UTUPM). UTUPM, in essence, is a description of the functional processes of providing services to unemployed citizens [4, p. 231]. That is, employees have a clear step- by-step instruction for action with the prescribed time. On the one hand, it is a positive factor. With the introduction of the UTUPM standards, the reaction time for unemployed persons hastened. But on the other hand, such a clear implementation of job descriptions excludes the need for self-development of these officials: the development of their creativity, emotional intelligence, plasticity behavior, etc. That, as we have found, is a necessary component of the professional activity of the employee (an inspector) of the State Employment Service.

In the context of identifying the internal causes of the lack of a desire for self-development and knowledge of the employees of the State Employment Service who participated in the research, special attention is drawn to the psychological peculiarities of their self-actualization, the way to motivate achievement and the state of development of mechanisms of emotional self-awareness of such persons.

Fig. 4. Average indicators of the test on self-actualization of the employees of the State Employment Service of Ukraine who have taken part in research.

From Fig. 4, where the average indicators of the SAT methodology of employees of the State Employment Service who participated in research have been shown, it is evident that the average level of self-actualization of the personality of such subjects is 48 points. Since, according to these developers, the average indicator of self actualization rate for the SAT test is from 40 to 60 points, one can conclude that such a result of the survey corresponds to the statistical norm. At the same time, we note that the results of the investigated individuals on some individual scales of this technique border with low indicators. The lowest results have been obtained on the following scales: Creativity - 42 out of 100 possible, low score is characterized by the weak expressiveness of the creative orientation of the individual; Cognitive needs - 40 out of 100 possible, which can be characterized as the lack of a carrier's need for new knowledge. We also note that the scales of "Creativity" and "Cognitive Needs", in combination, indicate a negative attitude of the subjects studied to knowledge in general.

The low point in the Time competence - 38 out of 100 possible, testifies to the discrete perception by the overwhelming majority of participants in the study of their lifestyle and their orientation in its realization of only a certain time segment. This is an important personal indicator in the study of the chosen problem, because it reveals the psychological basis of the reluctance of adapted to the specific realities of the individual life of the people studied to learn something new.

Medium-low results of employees of the SESU on the scale of Plasticity behavior (Ex) - 44 out of 100 possible, indicate their inflexibility in the implementation of their values in the practice of behavior, interaction with other people, the inability of such individuals to quickly and adequately respond to a changeable situation.

Another important psychological reason for selfdevelopment of an adult is her/his motivation for achievement. As it can be seen from Table 2, this figure among the subjects is lower than the average value and is equal to 95 out of 210. During the course of the work it was also found that the overwhelming number of subjects is guided by the motive of avoiding failure, but not the motive for success (Fig. 5). Such results of the employees of the State Employment Service in relation to the indicators of low expression in their cognitive needs demonstrate the psychological characteristics of low level of motivation to the self-development of these individuals.

motivate

Fig. 5 The rank of index of achievement motivation

One more psychological factor in the formation of readiness for self-development of employees of the State Employment Service, who participated in the study, is the state of development of their emotional self-consciousness of the ability to understand and manage their own experiences, which forms the essence of the inner personality of the emotional intelligence (EI) rights. Table 3 presents the severity of the components of emotional selfconsciousness on the scale: Differentiation of emotions - 6 out of 10; Expression of emotions - 6 out of 10; Empathy - 3 out of 10, indicating low empathy; Managing emotions fix 3 out of 10 andTaking responsibility for his/her own emotional experiences - 3 out of 10.

Table 2

Average indicator of motivation of achievement of employees of the State Employment Service

Table 3

Expression of the components of emotional self-consciousness of employees of the SESU

Such a picture means that it is difficult for the subjects to understand the feelings of others, to sympathize or to share the pain of another person (low empathy). In emotionally charged situations, feelings prevail in the actions of the subjects (low emotional control) and emotions are hindered by rational behavior. Low rates of acceptance of responsibility for their own emotional experiences suggest that the subject is characterized by a fatalistic attitude to life, according to which everything that happens in their lives - is mainly a coincidence of circumstances that do not depend on their efforts. Since the EI indicators are also related to the prediction of how their carriers tend to cooperate in the team, according to the results obtained, it can be assumed that with the revealed features of emotional intelligence, the studied people will face a large number of misunderstandings and difficulties in communication with subordinates in their future management activities.

Conclusions and suggestions. The main results of the theoretical and empirical research are as follows:

1. The main content structure characteristics of the selfdevelopment of personality of the employee of the State Employment Service of Ukraine are: cognitive representations of oneself, motivational-free components, time orientation and goal setting, creativity and plasticity of behavior, developed emotional intelligence. Their harmonious combination and development will enable the person to transform him- or her-self, to organize their own activities through their own self-improvement.

2. The inspectors of the SESU, who undergo retraining for the purpose of obtaining a qualification of a psychologist, showed a low motivation to self-development. Among the essential factors that influence on the indicator of personal self-development of employees of the SESU, are the following: orientation in time, creativity and plasticity of behavior, empathy, emotional management, taking responsibility for their emotional states, motivation for achievement. The understated indices of these personal characteristics negatively affect their motivation to selfdevelopment.

3. One of the conditions for a successful solution to the task of personal development of the employee of the SESU may be his/her psychological accompaniment as to the aim of the formation of his/her aspiration for constant personal self-development throughout their professional activities. The perspective for further research is the construction of a program of psychological support (accompaniment) for self-development of the personnel reserve of the State Service of Ukraine and checking its effectiveness by introducing such a program into the educational process of the Department of Psychology and Social Work of the Institute of Personnel Training of the State Employment Service of Ukraine.

Список використаних джерел

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Referenсes

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Олена Власова, д-р психол. наук, проф.;

Елена Власова, д-р психол. наук, проф.,