Social-psychological features of the professional activity potential of modern personality

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Social-psychological features of the professional activity potential of modern personality

Introduction

professional activity psychological individual

Significant dynamic changes in the economic, socio-political life of modern Ukrainian society, the change of outdated and the formation of new norms, is directly related to the existence of contradictions between different people, groups of people who stand up for different interests and values. Therefore, in the forced conditions of socio-economic instability, professional activity is much more complicated and largely concerns primarily internal, psychological reserves of the personality, caused by a clear understanding of the changes that occur, attitudes to them, adequate self-assessment of their ability to influence them and directly awareness of the need to adapt their activities and behavior to these changes.

It is in this context arise task of understanding the professional activity and realization of personal professional perspective. For the modern personality growing need for responsible regulation of psychological reserves, which are caused by social problems: productive reform, the perception of the new foundations of society, maintaining high social status of the individual.

Presenting main material

Professionalism in the modern sense of the word - is primarily personality desire to present his self to the world around him through the «business field» of one or another activity, to be fixed in its results [2]. Despite the obvious relationship and interaction of the personality and activities of the specialist, in psychological science, these concepts are relatively independent. First, this is because the individual is manifested in all the various forms of life, and not only in professional activities.

It is advisable to consider the options and stages of the dynamics of the ratio of social and professional on the example of personal and professional self-determination and self-development, which are proposed by A.K. Markova [3]:

1. Personal self-determination is formed before the professional, and it is influenced by the requirements of the profession.

2. Further professional self-determination of a person is specified depending on individual psychological, in particular natural, abilities and age.

3. Strengthened professional self-determination begins to affect personal. Criteria of professionalism influence the criteria of personality assessment. There may be a reassessment of a person's attitude to himself as a person.

4. In process of achievement of high levels of professional activity and successes in it at the person there is a general motivation, individual abilities become actual, the level of claims grows. The profession begins to affect all areas of the psyche and personality in general.

5. The nature of interpersonal relationships, which a person enters in the process of work, affects personal development and the formation of a person as a professional.

6. Professional activity, depending on how it proceeds, has a direct impact on certain personality traits. In process of differentiation of professional motives and orientation these or those personal qualities and motives develop.

7. The type of profession can determine a person's personality. General professional goals, similar methods of action, working and living conditions within the professional community determine the similarity of professionals, form in them common in content interests, attitudes, manner of communication, which has some influence on the formation of socio-professional type of personality.

8. The means of the profession is the self-expression of the individual. In some cases, the individual self-realizes outside of professional hobbies.

9. Failure, failure in professional activities can lead to its deformation, if the individual seeks to realize himself only in work. Otherwise, it does not happen.

10. Throughout life, a person adjusts his professional activities in terms of their own value orientations. Changing attitudes and motives of the individual affects the professional development of man.

11. In some cases, a person's review of his personality or the manifestation of new needs can lead to a change in a person's profession.

12. The way, a person builds the scenario of his professional life and how he carries it out depends on him.

13. In general, the personal space is wider than the professional is; moreover, the personal is the basis of the professional and determines the beginning, course and completion of the latter. However, professionalization throughout a person's life has a certain impact on the individual, can stimulate it and, conversely, destroy, deform.

Periodization of the formation of professionalism, proposed by A.K. Markovа [3], includes the following stages (levels) of this process.

The first stage is pre-professionalism. A person performs some work and types of work, not yet possessing the qualities inherent in a professional, not mastering the norms and rules of the profession, not achieving high and creative results in work.

The second stage is professionalism. A person consistently masters the qualities of a professional, forming skills of professional activity. As the motivational sphere develops, a person more and more consciously improves his professional skills, realizing himself in the profession, develops himself by means of the profession.

The third stage is superprofessionalism. Professional activity is characterized at this level by high achievements and creative successes. The main feature of this level is the creative enrichment of the profession with their personal contribution, which affects the progress of society.

The fourth stage is post-professionalism. At this level, the specialist can be a mentor, an expert in their field. This level helps a person to find new facets of professionalism, which are to help other people and their spiritual enrichment.

A.K. Markova [3] singles out such a variant of professionalism development as non-professionalism (pseudo-professionalism), which is characterized by the lack of knowledge and skills necessary for the profession in the field of activity. In such a situation, a person can carry out an active work, but there are deformations, which can be represented in the following forms:

- performance of inefficient labor activity that does not comply with the norms of professional activity;

- implementation of outwardly hectic labor in the absence of professionalism;

- illegal reduction of one's personal space to professional and thus distortion of one's professional personal development.

Other scientists (K.Yu. Bazariv, B.L. Eremin, E.A. Klimov) consider the following stages (phases) of professionalism:

1. Phase of optation. The optant in this phase is concerned with the choice or forced change of profession and makes that choice. The process of career guidance precedes this phase.

2. Adept phase. An adept, one who has already embarked on the path of commitment to the profession, masters it. This is a phase of training, its duration depends on the complexity of the profession and the required level of qualification (from simple instruction to long-term training).

3. Adaptation phase. The adapter (young specialist) at this stage adapts to production activities, he has some personal changes.

4. The phase of the internal. The intern is already an experienced employee who has a positive attitude to the chosen professional activity, he can completely independently and more reliably and successfully cope with the main professional functions.

5. The phase of mastery. Being at this stage, the master is able to stably, well solve difficult professional problems that can cope with not all colleagues. He begins to stand out or some special qualities, skills, or universalism, a broad orientation in the professional field. This is his individual unique style of activity. Usually the master has some formal indicators of his qualification (category, title).

6. The phase of authority. It can be summed up with the previous and subsequent phases. The authority is already well known in the professional circle or even outside it.

7. Mentoring phase. Here the mentor is already «overgrown» with like-minded people, students, followers. He solves professional problems using the accumulated experience, the ability to organize their work.

Despite the difference in the division of the process of professionalization into stages in the considered periodization, common to them is the provision that the transition from one level of professionalism to another and movement within levels occurs in most professionals as mastering the stages of formation, which can be observed sequentially and in parallel with one. Sufficiently high levels of professionalism can exist with lower ones, which in general characterizes a unique and unique way of professional development of a particular person.

Considering that professionalization is part of the process of socialization, professional development rights can't be separated from his life as a whole. Among foreign periodizations of professional development, the most prominent is the theory of D. Super, which describes the process of formation of professional self - the concept and the professional path is divided into five stages [6]: The first stage - the stage of growth (from birth to 14 years) - a period of playing various social roles (including professional), a period of testing yourself in various activities, clarifying their preferences, the formation of interests that can influence further professional choices. I - the concept develops through identity with significant adults.

The second stage - the research stage (from 15 to 24 years) - there are attempts to understand and determine their needs, interests, values, abilities and capabilities. Because of such self-determination, there is a choice of a profession and its development begins.

The third stage - the stage of strengthening the career (from 25 to 44 years) - a person seeks to take a strong position in the chosen activity, to ensure a stable personal position in the found professional field. In a person's work history, these years are often the most creative, productive and dynamic in the acquisition of professional skills and social status. The probability of changing profession decreases significantly by the end of this stage.

The fourth stage - the stage of maintaining the achieved (from 45 to 64 years) - there is a tendency to maintain the achieved career position. Professional development is carried out in one direction without going beyond the found professional field.

The fifth stage - the stage of decline (after 65 years) - the characteristic limit of this stage is the decline of physical and mental capabilities, which leads to either a partial reduction of workload or the cessation of employment. There may be a need to transfer their experience and change professional roles (mentor, expert).

A.A. Trushcheva proposed another periodization of professional development of the individual. Thus, in her opinion, this process includes four stages.

The first stage - the formation of professional intentions - the main choice of a person's profession based on taking into account their individual psychological characteristics and their compliance with the content of the chosen profession. At this stage, there is an awareness of the need for professional training, the formation of primary professional goals and ways to achieve them, orientation and self-determination in professional activities.

The second stage - professional training - mastering the system of professional knowledge, skills and abilities, the formation of professionally important personality traits, a positive attitude and interest in the future profession. This happens on three levels: psychological, intellectual and social. The psychological level involves the formation of readiness for this type of activity, a person's awareness of their capabilities, abilities, interests that meet the requirements of the specialty. At the intellectual level is the acquisition of theoretical knowledge, skills and abilities, mastering the skills of professional self-improvement. At the social level, ideas are formed about the social status of the specialist, the need for a profession in the labor market, its prestige.

The third stage - professionalization - entry (adaptation) and development of the profession, the acquisition of professional experience, the development of personality traits and qualities necessary for the qualified performance of professional activities.

The fourth stage - skill - this stage is characterized by creative performance of professional activity; integration of the formed professionally important qualities of the person in individual style of activity; constant improvement of methods and technologies of own professional activity.

Speaking of professionalism, it is impossible not to touch on the issue of job satisfaction and fullness of life. Job satisfaction is an important indicator that characterizes a person's work in terms of its social effectiveness. Job satisfaction correlates, as indicated by T.I. Pukhov [4], with the socio-demographic nature of the employee and some components of industrial behavior (professional mobility, readaptation, etc,); with the state of production and out of production factors; in addition, with the age of the employee, with staff turnover and other social and personal factors.

It should be noted that the value-normative aspect is constantly present in any arbitrary activity of the individual, and it is important not to erroneously implement the «paradox of the aim», which that when is achieving it a person loses the source of active activity. Only artificially created norms can act as an inhibitory mechanism that implements the activity of the individual.

Within address the issue of regulation of individual professional capacity must specify that it should always be proactive, not complacent on achieved and ask yourself the question: how to achieve greater professional top? Moreover, this issue is relevant at many stages of regulation of professional potential. Thus, the regulation of development reserves is proposed to be conducted «in mode» of dialogue with the spiritual, value-emotional foundations of the individual. Then the fullness of life will be determined precisely through the achievement of their professional development or as the «wealth of human life». The fullness of human life, apparently, cannot be considered as a constant desire to meet needs, enjoy their satisfaction. The fullness of human life should include the moment of overcoming oneself, the focus on self-development and selfimprovement. In other words, he achieves the richness of a person's life based on highly developed spirituality.

Recourse to the concept of spirituality necessitates the disclosure of the meaning embedded in this concept. Spirituality is a process by which individuals come to understand the importance of focusing their lives on something intangible that is outside or more of themselves, that offers recognition of a higher power or Spirit and at least some dependence on her or Him [5]. Based on the acmeological understanding of the potential of the individual as a system of renewable resources that contribute to efficiency and productive individual professional development [1], as well as «professional» consideration of human potential [1] analyze the regulation of development potential.

According to the «professional» approach to the regulation of personality potential, we can distinguish two forms: individual and personal. The individual form is characterized by the desire to preserve the learned forms of action, to maintain compliance between the person and the requirements of the activities he performs. Personal regulation is determined by the change of old ways and means of activity, the active desire for new content, which requires a new higher level of regulation.

However, these two forms do not cover the full range of manifestations of the regulation of the potential of the individual in the field of professionalization. Another form must be considered. This form is as if intermediate, transitional between individual and personal. It can be described as individual-personal. Due to its appearance, a person loses consent with himself, he has uncertainty in his abilities, unclear life aims, misunderstanding how to live. Often this comes amid the discrediting of the entire system of values is lost when the internal integrity and meaning of life. There is a disorder of the system «consciousness - being». All this is phenomenologically expressed in the loss of meaning. It should be noted that this third form of regulation is a typical stage of professionalization, but the severity of this crisis depends on the entire life strategy, which aims to restore the integrity of the spiritual, value-value sphere of the individual. The intermediate form of regulation cannot be carried out for a sufficiently long period. Man either returns to individual (regress), or rises to personal (progress) forms of regulation, but in any case, there is a new value system through which it would be possible to restore the inner integrity and find the meaning of life. Therefore, what values will be chosen, and depends on the next form of capacity regulation.

The construction of a new value system does not mean its radical restructuring, it is «in the general case, the restructuring of the relationship between it and the existential structure of life» [1].

However, another situation is possible - the subject finds himself in activities that lie outside the professional interests. And already through this external professional activity its development (personal form) or regress (individual form) also takes place. The third form of regulation of potential can be manifested both in professional activities and in activities that go beyond it. A special case is the moment when the intermediate form of regulation is characteristic of both professional activities and other manifestations at the same time. In this case, a person realizes that his existence does not correspond to the life strategy that he himself has built; he tries to start something to change this situation, but in terms of his external life is unable to do so. If this happens both in professional activities and, for example, in family life, then such a combination is critical for the whole system of life.

Based on the above, the personal form of regulation of potential can be represented as follows. The structure of professional activity and its content do not remain unchanged; they change with the personal growth of the subject of labor, which finds in it all the new facets, new content, new forms within the same profession. Transformation of professional activity, its qualitatively new level, in turn, lead to further personal growth, which, in turn, fills professional activity with new supersituational content. Thus, the spiritual values of the subject serve as the ultimate basis for the choice of those objects, means and methods that form a holistic activity. Therefore, responsible regulation of human potential stimulates the transformation of professional activity, which, in turn, is one of the motivating forces of personal development. Based on the above forms of capacity regulation, we can distinguish three levels of activity. At the first, executive, level, there is a copying of samples of its implementation, the employee is required to have the ability to purely reproductive activities associated with the repetition of a sample. The activity is presented in this case in the form of a chain of executive acts, which consists of individual actions. The main thing at this level of activity is the formation of skills and behavior, which are limited by job descriptions. The direct nature of the reflection of the activity does not allow highlighting its essential characteristics, sets a simplified construction of the activity itself, which, accordingly, cannot but affect the quality.

It is possible to allocate the following characteristics of the workers corresponding to the first level: work according to the instruction, orientation on its accurate execution. Other people act for them as a means to achieve their own aims, the profession is often only a means of ensuring material well-being and is chosen from these positions.

At the planning level - the second level - there are already some ideas about the activity as a whole. For employees operating at this level, a hierarchy begins to emerge in its structure, but it is still vague. There is an attempt to «escape» beyond the situationally necessary for this activity framework. This is possible due to the partial maladaptation of the employee because the patterns that emerge, a deeper understanding of professional activity give rise to new requirements that the person himself makes to the profession, and the profession begins to make to the person. There is some effect of rejection, because the employee already sees that the methods of activity used by him are not the best, and he often cannot change anything in his activities. As a result, those employees who find a new supra-situational content in the activity and change their attitude to it, overcome maladaptation; others - go down to the first level of activity, which leads to adaptation, but hinders the personal development of the professional. At these two levels of performance, personal and professional qualities have a kind of independent life. At work a person is alone, outside of work he manifests himself quite differently. At the third level of activity - the level of design - there is a transition to a fundamentally new understanding of the essence of professional activity as a holistic education. At this level, a new system of understanding activities. Creativity appears at this level. Duty work becomes a necessity, work is transformed into a culture - this is a special level of activity.

Conclusions

Thus, based on the above, it is possible to conclude that the degree of human activity in shaping their own destiny is determined by spirituality, moral maturity, personal ability to set a goal worthy of their available capabilities.

References

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