State educational institution higher professional education

Tula State Pedagogical University. L.N. Tolstoy

Psychology faculty

Discipline "Fundamentals of Career Orientation"

ABSTRACT

on the topic

PROFESSIONAL DEFORMATIONS OF PERSONALITY

Performed:

3rd year student of group "A"

Faculty of Psychology

Petrova Svetlana Yurievna

Checked:

Zaenchik Vladimir Mikhailovich,

PhD, Professor

Introduction

Chapter 1. Personality and profession

Chapter 2

Chapter 3. Levels of professional deformation. Vocational rehabilitation

Chapter 4

Bibliography

Introduction

Labor is a way to achieve physical and moral health, a means of individual prosperity, a source of unlimited self-satisfaction and self-improvement. That is, work has a positive effect on the human psyche.

However, long-term performance professional activity cannot be constantly accompanied by its improvement and continuous professional development of the individual. The conditions and nature of work in certain types of labor activity (especially in the professions "man - man") have a traumatic effect on the psyche. Periods of stabilization are inevitable. Professional fatigue appears, psychological barriers arise, the repertoire of ways to perform activities is depleted, professional skills and abilities are lost, and working capacity decreases.

It can be stated that long-term performance of the same activity by established methods leads to the development of professionally undesirable qualities and professional maladjustment of specialists. That is, at the stage of professionalization in many types of professions, professional deformations develop.

Chapter 1. Personality and profession

The problem of the influence of the profession on the personality periodically arises in the focus of attention of researchers. In the works of many eminent psychologists, the psychological issues about the relationship between the category of activity and personality.

An analysis of the literature shows that a professional role has a multifaceted effect on a person, making certain demands on a person, thereby transforming his entire appearance. Daily, over the years, solving typical problems not only improves professional knowledge but also forms professional habits, a certain way of thinking and communication style.

General education, professional knowledge and skills, general and special abilities, socially significant and professionally important qualities constitute the professional development potential of a specialist. Realization of the potential depends on many factors.

Real life scenarios are very diverse. Depending on the ratio of rates various kinds development of A.A. Bodaev identifies the following scenarios for the development of an adult.

1.Individual development is far ahead of personal and professional development. This ratio reflects the weak development of a person as a person and as an employee. There are no interests, inclinations and abilities for any activity, professional readiness is not expressed, low level of working capacity.

2.Personal development of a person is more intensive than individual and professional. This is reflected in the respect for environment, people, objects of material and spiritual culture, attachment to the family, etc. Physical health, professional achievements are in the background.

.Professional development dominates over the other two "hypostases" of a person. The priority of professional values, total immersion in work are the features of the so-called workaholics.

.Relative correspondence of the pace of individual, personal and professional development. This is the optimal ratio that determines the realization, "fulfillment" by a person of himself.

When a person enters the space of labor activity, he directly encounters new conditions for him. There is an objective need for adaptation, which results in the assimilation of the norms and values ​​of the environment, as well as its transformation. As a result of the interaction of the individual and the profession, an active qualitative transformation of the personality of its inner world takes place, which leads to a fundamentally new structure and way of life - creative self-realization in the profession, as well as personal and professional development.

But, following the objective laws of development as such, it should be noted that the result of any development is both positive and negative consequences. The genesis of the human personality in professional activity can be considered both as development, enrichment, and as a belittling, degradation, deformed existence. On the one hand, a person improves in this type of activity, acquires certain skills, etc., on the other hand, various negative phenomena arise, which are combined in the concept of professional deformation.

Chapter 2

Professional deformations are a negative socio-psychological phenomenon, appearing in the form of various personal behavioral manifestations that have a destructive effect on the process and result of professional activity, on interaction with other participants in this process.

The profession can gradually significantly change the character of a person. At the same time, the choice of profession is initially associated with the inclinations and attitudes of the individual. Therefore, when people of a certain profession have some common character traits, their specificity can be due not only to the secondary influence of a professional role, but also to the fact that it is chosen by people who initially have certain inclinations.

It is very important to get an answer to the following question: how does professional deformation occur? In relation to ontogenesis, the main ways are known: maturation, learning, creativity of the subject himself. In this case, maturation will correspond to the spontaneous development of professional deformation, being in essence a continuation of individual development. An analogue of training will be the directed psychological impact of various people in order to reproduce the qualities and properties already known and required in the official activity. The creative activity of the subject of mental development in the aspect of professional deformation is manifested in the consciousness of new samples of psychological experience that contribute to the development of personality deformation. The formation of new aspects of mental experience is a contradictory process; it leads not only to progress in mental development, but also to the loss of some positive and the emergence of negative opportunities. A person develops a very specific mode of action, an idea, a logic of behavior. But the problem lies in the fact that in the process of action, activity, labor there is a logic of its own, which is not subject to either imagination or consciousness. The corrected idea of ​​the personality is embodied in something different from the original, and the behavior is sometimes radically different from the generally accepted one.

The development of professional deformations contributes (Klimov B.S.):

1.Change of motivation of labor activity.

2.Emerging stereotypes of thinking, behavior and activity.

.emotional tension professional labor(appears: irritability, anxiety, nervous breakdowns, etc.)

.Monotony, monotony, rigidly structured nature of work.

.Loss of prospects for professional growth.

.Decrease in the level of intelligence of a specialist

.Various accentuations of the character of the personality, woven into the fabric of the individual style of activity.

.Age-related changes associated with aging:

A) Social aging:

· Motivation is being rebuilt;

· Weakening intellectual processes;

· The emotional sphere changes;

· There are maladaptive forms of behavior, etc.

b) Moral and ethical aging:

· Obsessive moralizing;

· Skeptical attitude towards youth subculture;

· Contrasting the present with the past;

· Exaggeration of the merits of one's generation, etc.

V) Professional aging:

· Rejection of innovations;

· The value of the experience of one's generation;

· Difficulties in mastering new means of labor;

· Decreasing the pace professional functions and etc.

Chapter 3

Vocational rehabilitation

Already mastered technology, as it were, forces a person to treat the most different situations in life, to oneself, to other people, to the world and being in general. Mastered professional and simply vital technological abilities absolutely unequivocally dictate to the individual the choice of precisely certain effective motives of behavior. We love to do what we can. The internalized technologies of activity also form our transformative attitude to the world.

Owning a certain technology of his work, a professional begins to consider it the only possible and correct one. He is ready, earning money, forever to reproduce already familiar ways of working, to involve only familiar means and procedures.

Any profession initiates the formation of professional personality deformations. The socionomic professions of the type " man - man". The nature, degree of severity of professional deformations depend on the nature, content of the activity, the prestige of the profession, work experience and individual psychological characteristics of the individual.

Among workers social sphere, law enforcement agencies, doctors, teachers, managers, the following deformations are often encountered: authoritarianism, aggressiveness, conservatism, social hypocrisy, behavioral transfer, emotional indifference.

There are 4 levels of professional deformation

Deformation levelsManifestation of deformations 1. General professional(makes workers of the same profession recognizable, similar) Invariant personality traits: · Teachers have the “edifying” syndrome (the desire to teach, educate); · Lawyers have a syndrome of "asocial perception" (each person is perceived as a potential violator); · Managers have a syndrome of "permissiveness" (violation of professional and ethical standards) 1. Special professionalEach specialty has its own composition of deformations: · The prosecutor has an indictment; · The investigator has legal edification; · At the lawyer - legal resourcefulness; · The therapist has threatening diagnoses; · The surgeon is cynical. 2. Professional typological(features of temperament, abilities, character) Professional and personal complexes are formed: a) deformations professional orientation: · Distortion of activity motivation, · Restructuring of value orientations, · Pessimism, · Skeptical attitude towards innovations; b) deformations based on any abilities: · For example, intellectual, communicative - there is a complex of superiority, narcissism, etc.; c) deformation based on character traits: · For example, lust for power, dominance, etc. gives rise to indifference, etc. 3. Customized(features of the employee) As a result of the merging of the personality with professionally important qualities, super qualities or accentuations develop: · Super-responsibility; · hyperactivity; · labor fanaticism.

The consequences of all these deformations are:

· Psychological tension, conflicts, crises;

· Decrease in the productivity of the professional activity of the individual;

· Dissatisfaction with life and social environment.

With an increase in work experience, the syndrome of "emotional burnout" begins to affect, which leads to the appearance of emotional exhaustion, fatigue and anxiety. There is a deformation of the emotional sphere of the personality. Psychological discomfort provokes diseases and reduces satisfaction with professional activity.

Thus, professional activity contributes to the formation of deformations - qualities that have a destructive effect on work and professional behavior. Professional deformation of the personality is a kind of occupational disease, they are inevitable, but for some it leads to a loss of qualifications, others to indifference, others to groundless overestimation of self-esteem and aggressiveness, and most to the search for means of professional rehabilitation.

What are the possible ways of vocational rehabilitation? Let's name the main ones:

increasing socio-psychological competence and self-competence;

diagnostics of professional deformations and development of individual strategies to overcome them;

passing trainings for personal and professional growth;

reflection of professional biography and development of alternative scenarios for further personal and professional growth;

prevention of professional maladjustment of a novice specialist;

mastering techniques, methods of self-regulation of the emotional-volitional sphere and self-correction of professional deformations;

advanced training and transition to a new qualification category or to new position.

Chapter 4The phenomenon of mental burnout

professional deformation personality mental

One of the first domestic researchers who came to grips with the problem of burnout is Boyko V.V. In his opinion, emotional burnout is acquired in a person’s life. This "burnout" differs from various forms of emotional rigidity, which is determined by organic causes - the properties of the nervous system, the degree of mobility of emotions, psychosomatic disorders.

V. V. Boyko defines emotional burnout as a psychological defense mechanism developed by a person in the form of a complete or partial exclusion of emotions (lowering their energy) in response to psycho-traumatic effects.

For him, burnout is an acquired stereotype of emotional, most often professional, behavior, partly a functional stereotype that allows a person to dose and economically spend energy resources.

Thus, V.V. Boyko considers burnout itself to be constructive, and its consequences are dysfunctional, when “burnout” negatively affects the performance of professional activities and relationships with partners. At the same time, emotional burnout leads to professional deformation of the personality.

Unlike professional deformation, mental burnout can be attributed to the case of a complete regression of professional development (the personality as a whole is destroyed, negatively affecting the efficiency of labor activity).

Mental burnout is a syndrome that includes the following groups of symptoms:

1.Emotional: feeling of emotional emptiness; vague feeling of restlessness and anxiety; feeling of disappointment; decrease in the level of enthusiasm; irritability; touchiness; indifference; impotence, etc.

2.Psychosomatic: increased fatigue; feeling of exhaustion; frequent headaches; disorders of the gastrointestinal tract; lack of appetite and overeating, which leads to excess or lack of weight; sleep disturbance, insomnia, etc.

.Violation of cognitive processes of activity: difficulty concentrating; rigidity and rigidity in thinking; focus on details; inability to make decisions, etc.

.Dislike of professional activity: dislike for work; thoughts about changing jobs, professions, etc.

.Violation of social ties: growing avoidance of contact with people; distancing from clients and colleagues; the desire for solitude; condemnation of the client, a cynical attitude towards him, etc.

Burnout and job dissatisfaction have an impact on family relationships - the number of family conflicts is increasing.

Mental burnout is more often observed in workers who work with people and provide them with assistance (insensitivity, inhumane attitude towards a client who comes for treatment in order to receive social services).

· Tensions between client and employee. The professional, dealing with human problems with a negative emotional charge, takes it upon himself;

· High level of employee aspirations. Considering work highly significant, experiencing failures in achieving goals, and feeling incapable of making a significant contribution, burns out. Work, which was the meaning of life for the individual, causes him disappointment.

· Incorrect organization of work: large volume, routine, narrowed area of ​​contacts with clients, lack of independence in work, etc.

Burnout as an independent component is not reduced to stress, fatigue, depression.

Significant influence is exerted by the individual characteristics of the individual:

· Passive resistance tactics;

· External "locus of control";

· Low degree of personal endurance;

·Aggressiveness;

·Anxiety.

So O. Lavrova emphasized the following:

1.Burnout syndrome is a psychophysiological and mental exhaustion caused by interpersonal communication and work overload.

2.Burnout affects all spheres of personality development, having a devastating effect.

.The syndrome proceeds individually for each specialist, depending on the characteristics of his personality and professional activity.

.The syndrome develops in stages, starting with dependence on work and ending with existential emptiness.

.Since burnout deforms the entire personality of a specialist, the methods that prevent it should affect all areas of personality development.

The presence of psychological burnout makes people look for different ways to overcome it.

There are many ways to prevent burnout, we note only the following:

1.Striving for personal growth.

2.Expanding the horizons on the problem, i.e. awareness; creation of new projects.

.Cultivating other interests not related to the profession; reading literature for your pleasure.

.A clear separation of personal life and professional activities.

.Expanding your social contacts; having friends from other professions.

.Rationalization of their professional activities; participation in seminars and conferences.

.Hobbies that give pleasure.

The methods of restoring mental health are very broad. Their choice is determined by the individual characteristics of the employee.

The following are the most available.

Autotraining . It is based on the method of immersion and a relaxation state and self-hypnosis, due to which the skills of arbitrarily evoking a sensation of warmth, heaviness, peace, and relaxation are mastered. As a result, the main psychophysiological processes are normalized and activated.

Relaxation. This is an arbitrary or involuntary state of rest, relaxation, associated with complete or partial muscle relaxation.

Meditation. This is intense, penetrating reflection, immersion of the mind in the subject, idea and process, achieved by focusing on one object and eliminating all factors that scatter attention.

Four conditions must be met.

1.Calm diving, i.e. lack of external incentives.

2.Comfortable posture, because muscle tension can interfere with the process.

.The presence of an object of concentration.

.Passive installation, i.e. one allows the meditative process to arise instead of controlling it.

Bibliotherapy. Impact on a person through specially selected literature in order to normalize or optimize his psyche. This allows: a) through emotional experiences of their content, enrich your inner world, understand its complexity and uniqueness;

b) understand and accept the inner world of the surrounding people;

c) stimulate the processes of pleasure, peace, relieve tension.

Summary

The profession can significantly change the character of a person, leading to both positive and negative consequences. The difficulty of combating professional deformation lies in the fact that, as a rule, it is not recognized by the employee and its manifestations are detected by other people.

Being engaged in labor activity, it is necessary to know and represent:

· possible consequences of this phenomenon;

· treat their shortcomings more objectively, trying to compensate for them;

· to determine a new place of work taking into account their past professional experience and personal qualities.

Bibliography

1. Beznosov S.P. professional deformation. St. Petersburg: Speech, 2004. - 272s.

2. Volkov B.S. Basics vocational guidance. Moscow: Academic project: Mir Foundation, 2007. - 333p.

Zeer E.F. Psychology of professions: textbook / 4th edition, revised and supplemented. - Moscow: Academic project: Mir Foundation, 2006. - 336 p.

Zeer E.F. Psychological factors of professional deformation. www.elitarium.ru

Povoysky V.P. Collection of scientific works "Professional deformation and problems of professionalism". 2001, №2 / www.psymanager.ru

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It is known that work has a positive effect on the human psyche. In relation to different types of 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 labor that are not classified as harmful, but the conditions and nature of professional activity have a traumatic effect on the psyche.

The researchers also note that long-term performance of the same professional activity leads to the appearance of professional fatigue, the emergence of psychological barriers, the impoverishment of the repertoire of ways to perform activities, the loss of professional skills, and a decrease in efficiency. It can be stated that at the stage of professionalization in many types of professions, including the military profession, there is a development of professional deformations.

The relevance of research .

Professional deformations violate the integrity of the personality, reduce its adaptability, and negatively affect labor productivity. Some aspects of this problem are covered in the works of S.P. Beznosov, N.V. Vodopyanova, R.M. Granovskaya, L.N. Korneeva. Researchers note that professions of the “man-to-man” type are most susceptible to professional deformations. This is due to the fact that communication with another person necessarily includes its reverse effect on the subject of this work. It should be noted that professional deformations are expressed differently in representatives of various professions. At the same time, in the scientific and methodological literature, we were unable to find publications relating to this problem in relation to the profession of a military man. This was the reason for conducting the present study.

The work was marked target : to summarize the existing ideas about professional deformations of the personality and their manifestations in the profession of a military man.

To achieve this goal, the following tasks:

• characterize the concept of "professional deformations", determine the psychological factors of their occurrence;
• to study one of the types of professional deformations - "emotional burnout" and the features of its manifestation in the activities of military personnel.

As object of study the professional activities of military personnel.

Subject of study there were professional deformations in the activities of the officers of the Voronezh VVAIU (VI).

Theoretical and methodological basis of the study.

The complexity and insufficient knowledge of the problem of professional deformation of the personality, the presence of interdisciplinary aspects in it led to a combination of special and general psychological methodology.
The initial methodological position, which determined the theoretical and practical foundations of the study, is the fundamental position of psychological science on the relationship between personality and activity, an activity approach to understanding the mechanisms of personality formation.
The methodological basis was the concept of humanism, its interpretation within the framework of humanistic psychology and pedagogy, a systematic approach to the study of professional activity and the environment of activity.

Practical significance of the study

It consists in the fact that the results of the study can contribute to a qualitative improvement in work with personnel and be taken into account in the development of regulations governing the moral, psychological and ethical aspects of the activities of officers, depending on the specifics of their official activities.

1. THE CONCEPT OF PROFESSIONAL DEFORMATIONS

1.1. Normal professional developmentand signs of deformity

E.I. Rogov proposes to single out, along with the progressive direction of personality development, the regressive one.

If we rely on the criteria of progress and regression in the development of complexly organized wholes that have a systemic nature, developed in the "tectology" of A.A. Bogdanov (1989), then progress is characterized by an increase in the level of energy resources of this integrity, an expansion of the forms of its activity and points of contact with the external environment, increasing the stability of integrity in a changing environment.

Regression - such direction of development of integrity (in this study - the personality of a professional), which is accompanied by a decrease in energy resources, a narrowing of the field and forms of its activity, a deterioration in the stability of integrity in relation to the effects of a changing environment.

The model of the norm of human development in professional activity is set by the idea of ​​the properties of the subject of labor and the model, the features of his consciousness desirable for society as a subject of labor.

The development of a person's personality and psyche during the period of professionalism is subject to the general laws of developmental psychology, which include the position of the determining role of the activity performed by the subject, its substantive and functional content. But at the same time, the activity itself and the environment do not have a direct impact on the personality of the subject and his psyche, but mediated by the internal conditions of the subject (the subject's semantic assessment of the activity performed, his abilities, state of health, experience) (Rubinshtein S.L., 1999).

normal labor - this work is safe and healthy, free from non-economic coercion, highly productive and high-quality, meaningful. Such work is the basis for the normal professional development of the personality of its subject. The worker employed by him has the possibility of self-realization, shows his best qualities and develops comprehensively, harmoniously. The ideal of the progressive development of the personality in work assumes that a person masters more and more complex types of professional tasks, accumulates experience that remains in demand by society. A person receives satisfaction from the process of labor, its result, he participates in the construction of the concept of labor, its implementation, in the improvement of the means of activity, in production relations; he can be proud of himself, achieved social status, can realize the ideals approved by society, focused on humanistic values. He successfully overcomes the ever-emerging contradictions of development and conflicts. And this progressive development occurs gradually, giving way to a regressive one, when periods of decompensation begin to prevail (due to age-related changes and diseases).

It is also useful to rely on a certain standard of mental health of an adult of working age, including the following guidelines: reasonable independence, self-confidence, ability to self-govern, high performance, responsibility, reliability, perseverance, ability to negotiate with colleagues at work, ability to cooperate, ability to obey rules of work, to show friendliness and love, tolerance for other people, endurance to the frustration of needs, a sense of humor, the ability to rest and relax, organize leisure, find a hobby.

Really existing types of professional work often actualize some aspects of the psyche, personality (and thus stimulate their development), while others turn out to be unclaimed and, according to the general laws of biology, their functioning is reduced. There are prerequisites for the formation of preferably developed and detrimental qualities of the subject of labor, which E.I. Rogov proposes to designate as professionally conditioned personality accentuations . They manifest themselves to varying degrees and are typical for most workers involved in the profession and have worked in it for a long time.

More pronounced changes in mental functions and personality under the influence of professional activity are usually called professional deformities. Unlike accentuations, professional deformations are evaluated as a variant of undesirable negative professional development.

E.I. Rogov proposes to call professional deformations of the personality such changes that arise under the influence of the professional activity performed and manifest themselves in the absolutization of labor as the only worthy form of activity, as well as in the emergence of rigid role stereotypes that are transferred from the labor sphere to other conditions when a person is not able to restructure his behavior adequately to changing conditions.

An example is the case from real life. One general who learned authoritarian style communication with subordinates, as quite effective during hostilities, transferred this style to interaction with close people in the family and even to the situation of defending one's own dissertation. So, during a meeting of the dissertation council, he ordered his subordinate to read out for him a report on the content of the completed dissertation work and answer questions. It took the chairman a lot of effort to get the dissertation student to agree to present and defend his work independently.

From the point of view of O. G. Noskova, one can consider the phenomena of professional deformation of the personality as adequate, effective and therefore progressive within the framework of the professional activity performed by the subject, but at the same time regressive, if we mean the life of a person in a broad sense, in society. The basis for such an understanding may be that, on the one hand, professional deformations of the personality are determined by the labor process, and on the other hand, they have intra-subject prerequisites. Thus, most psychologists who have studied the manifestations of professional deformation of the personality consider these phenomena to be a negative option for the development of the personality, while noting that they are generated by the adaptation of the subject of labor to professional activity and within its framework are useful, but these adaptations turn out to be inadequate in other, non-professional, spheres of life. . The negative assessment of professional personality deformations (PDPs) is based on the fact that they allegedly lead to a violation of the integrity of the personality, reduce its adaptability and stability in general in public life.

It is possible that the PEP phenomenon manifests itself with particular brightness in those people for whom the professional role being performed is unbearable, but they, having increased ambitions, claims to status, success, do not give up this role.

The term "deformation" itself suggests that there are changes in some previously established structure, and not the initial formation of the personality and its characteristics in ontogeny. That is, here we discuss the phenomena of changes in the existing structural and functional features of the psyche, personality, arising as a result of long-term professional functioning. In other words, professional deformations can be understood as the result of fixation (preservation) of functional mobile organs, means of organizing human behavior, changed under the influence of labor activity, previously formed (in that part of life that preceded the development of a profession and professional activity). We are talking about the deformation of attitudes, dynamic stereotypes, thinking strategies and cognitive schemes, skills, knowledge and experience, professionally oriented semantic structures of a professional. But in such a broad sense, professional deformations are a natural, normal, ubiquitous and widespread phenomenon, and the severity of its manifestations depends on the depth of professional specialization, on the degree of specificity of labor tasks, the objects used, tools and working conditions (for workers who are in the first half of maturity). These, essentially normal phenomena that accompany professional development in its ascending, progressive line, in the second period of maturity may be subject to age restrictions, reinforcing the need for selectivity in forms of activity, compensatory manifestations, and other forms of adaptive behavior described above.

The scope of the phenomena of professional deformation of the personality covers phenomena of different nature, and these phenomena, as determined by professional activity, should probably also be distinguished from the neurotic, non-optimal development of the personality, which A.F. Lazursky called in his "Classification of Personalities" "perverted types personalities”, and K.Leonhard “accentuated personalities”.

At the same time, it would be useful to distinguish professional deformations of the personality and psyche from mixed forms of not always effective adaptation to work, which develops during a period of a pronounced decrease in the internal resources of the worker under the influence of age and illness.

1.2. The main types of professional deformations

E.I. Rogov proposes to single out several types of professional deformation of the personality:

general professional deformations, which are typical for most people in this profession. They are due to the invariant features of the means of labor used, the object of labor, professional tasks, attitudes, habits, forms of communication. From our point of view, such an understanding of PEP is identical to “professional personality accentuations”. The more the object and means of labor are specialized, the more the dilettantism of the novice and the professional limitations of the worker immersed only in the profession are manifested to a greater extent. K. Marx in "Capital" called the gross manifestations of such a narrow flawed development of the individual "professional idiocy." Permissible and inevitable for persons committed to their profession, general professional deformations of the image of the world, professional consciousness were discovered by E.A. Klimov as typical for representatives of professions that differ in subject content. Examples: representatives of the socionomic type of professions perceive, distinguish and adequately understand the behavioral characteristics of individuals to a much greater extent compared to professionals of the technonomic type. And even within the framework of one profession, for example, a teacher, one can single out typical “Russianists”, “athletes”, “mathematicians”;

typological deformations, formed by the fusion of personal characteristics and features of the functional structure of professional activity (this is how among teachers one can single out teacher-organizers and subject teachers, depending on the degree of expression of their organizational abilities, leadership qualities, extroversion);

individual deformities, due primarily to a personal orientation, and not to the work performed by a person. The profession can probably create favorable conditions for the development of those personality traits, the prerequisites for which took place even before the start of professionalization. For example, an officer in his activities acts as an organizer, leader, endowed with power, authority in relation to his subordinates, who are often unable to defend themselves from unfair accusations and aggression. Among officers, there are often people who remain in this profession because they have a strong need for power, suppression, and control over the activity of other people. If this need is not balanced by humanism, a high level of culture, self-criticism and self-control, such officers turn out to be bright representatives of the professional deformation of the personality.

So, along with the influence of a long-term implementation of a special professional activity on the peculiarity of the development of the personality of the subject of labor, which manifests itself in the majority of people involved in the profession (a variant of the general professional deformation of the personality, mental functions), an important role can also be played by the individual and personal characteristics of the subject of labor. E.I. Rogov attaches particular importance to such qualities of individuality as: rigidity of nervous processes, a tendency to form rigid stereotypes of behavior, the narrowness and supervalue of professional motivation, defects in moral education, relatively low intelligence, self-criticism, reflection.

In people who are prone to the formation of rigid stereotypes, thinking becomes less problematic over time, a person becomes more and more closed to new knowledge. The worldview of such a person is limited by the attitudes, values ​​and stereotypes of the circle of the profession, and also becomes narrowly professionally oriented.

E.I. Rogov believes that professional deformations can be caused by the peculiarities of the motivational sphere of the subject of labor, consisting in subjective supersignificance of labor activity with its low functional and energy capabilities, as well as with a relatively low intelligence.

A variant of professional-personal deformation is personality-role dissonance , consisting in the fact that a person is "in the wrong place", i.e. he undertakes to fulfill a professional role for which he is not ready, incapable. Realizing this shortcoming, the subject of labor nevertheless continues to work in this role, but reduces his labor activity, he has a split personality, he cannot fully realize himself in the profession.

The problem of professional deformations of the personality in domestic psychology began to be developed relatively recently, and most of the work has been done to date on the basis of pedagogical work, as well as types of work related to the penal system for criminal offenders and the services of the Ministry of Internal Affairs. PEPs are manifested, for example, in the fact that people who are called upon to control convicts, to be a model of statehood, high civic qualities, adopt the clichés of offenders' speech, behavior, and sometimes the value system.

1.3. Ppsychological determinantsprofessional deformations

The whole variety of factors that determine professional personal deformations can be divided into three groups:

• objective, related to the socio-professional environment: the socio-economic situation, the image and nature of the profession, the professional-spatial environment;
• subjective, due to the characteristics of the individual and the nature of professional relationships;
• objective-subjective, generated by the system and organization of the professional process, the quality of management, the professionalism of managers.

Let us consider the psychological determinants of personality deformations generated by these factors. It should be noted that the same determinants appear in all groups of factors.

1. The prerequisites for the development of professional deformations are already rooted in the motives for choosing a profession. These are both conscious motives: social significance, image, creative nature, material wealth, and unconscious ones: the desire for power, domination, self-affirmation.

2. Destruction of expectations at the stage of entry into an independent professional life becomes the trigger for deformation. Professional reality is very different from the idea formed by a graduate of a professional educational institution. The first difficulties prompt the novice specialist to search for cardinal methods of work. Failures, negative emotions, disappointments initiate the development of professional maladjustment of the personality.

3. In the process of performing professional activities, a specialist repeats the same actions and operations. In typical working conditions, the formation of stereotypes for the implementation of professional functions, actions, and operations becomes inevitable. They simplify the performance of professional activities, increase its certainty, and facilitate relationships with colleagues. Stereotypes give stability to professional life, contribute to the formation of experience and individual style of activity. It can be stated that professional stereotypes have undeniable advantages for a person and are the basis for the formation of many professional personality destructions. Stereotypes are an inevitable attribute of a specialist's professionalization; the formation of automated professional skills and habits, the formation of professional behavior is 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. But professional activity is replete with non-standard situations, and then erroneous actions and inadequate reactions are possible. With an unexpected change in the situation, it often happens that actions begin to be carried out in response to individual conditioned stimuli, without taking into account the actual situation as a whole. Then they say that automatisms act contrary to understanding. In other words, stereotyping is one of the advantages, but at the same time it introduces great distortions into the reflection of professional reality.

4. The psychological determinants of professional deformations include various forms of psychological defense. Many types of professional activity are characterized by great uncertainty, causing mental tension, often accompanied by negative emotions, destruction of expectations. In these cases, protective mechanisms of the psyche come into play. Of the huge variety of types of psychological defense, the formation of professional destruction is influenced by denial, rationalization, repression, projection, identification, alienation.

5. The emotional intensity of professional work contributes to the development of professional deformations. Frequently recurring negative emotional states with an increase in work experience reduce the frustration tolerance of a specialist, which can lead to the development of professional destruction.

The emotional saturation of professional activity leads to increased irritability, overexcitation, anxiety, and nervous breakdowns. This unstable state of mind is called the "emotional burnout" syndrome. This syndrome is observed in teachers, doctors, managers, social workers. Its consequence may be dissatisfaction with the profession, the loss of prospects for professional growth, as well as various kinds of professional destruction of the personality.

6. In the studies of E.F. Zeer, it was found that at the stage of professionalization, as the individual style of activity develops, the level of professional activity of the individual decreases, and conditions arise for the stagnation of professional development. The development of professional stagnation depends on the content and nature of labor. Monotonous, monotonous, rigidly structured labor contributes to professional stagnation. Stagnation, in turn, initiates the formation of various deformations.

7. The development of deformations of a specialist is greatly influenced by a decrease in the level of his intelligence. Research on the general intelligence of adults shows that it decreases with increasing work experience. Of course, age-related changes take place here, but the main reason lies in the peculiarities of normative professional activity. Many types of labor do not require workers to solve professional problems, plan the labor process, and analyze production situations. Unclaimed intellectual abilities are gradually fading away. However, the intelligence of workers engaged in those types of labor, the performance of which is associated with the decision professional problems maintained at a high level until the end of their professional lives.

8. Deformations are also due to the fact that each person has a limit to the development of the level of education and professionalism. It depends on social and professional attitudes, individual psychological characteristics, emotional and volitional characteristics. The reasons for the formation of a development limit can be psychological saturation with professional activities, dissatisfaction with the image of the profession, low wages, and lack of moral incentives.

9. Factors initiating the development of professional deformations are various accentuations of the personality's character. In the process of many years of performing the same activity, accentuations are professionalized, woven into the fabric of an individual style of activity and transformed into professional deformations of a specialist. Each accentuated specialist has his own ensemble of deformations, and they are clearly manifested in activities and professional behavior. In other words, professional accentuations are an excessive strengthening of certain character traits, as well as individual professionally conditioned personality traits and qualities.

10. The factor initiating the formation of deformations are age-related changes associated with aging. Experts in the field of psychogerontology note the following types and signs of human psychological aging:

• socio-psychological aging, which is expressed in the weakening of intellectual processes, restructuring of motivation, changes in the emotional sphere, the emergence of maladaptive forms of behavior, an increase in the need for approval, etc.;
• moral and ethical aging, manifested in obsessive moralization, a skeptical attitude towards the youth subculture, opposing the present to the past, exaggerating the merits of one's generation, etc.;
• professional aging, which is characterized by resistance to innovations, canonization of individual experience and the experience of one’s generation, difficulties in mastering new means of labor and production technologies, a slowdown in the performance of professional functions, etc.

Researchers of the phenomenon of old age emphasize, and there are many examples of this, that there is no fatal inevitability of professional aging. It really is. But the obvious cannot be denied: physical and psychological aging deforms a person's professional profile and negatively affects the achievement of professional excellence.

2. "EMOTIONAL BURNOUT" AS A VIEW PROFESSIONAL DEFORMATION

Burnout syndrome is one of the phenomena of personal deformation and is a multidimensional construct, a set of negative psychological experiences associated with long and intense interpersonal interactions, characterized by high emotional saturation or cognitive complexity. It is a response to the prolonged stresses of interpersonal communication.

2.1. "Emotional burnout" as a psychological phenomenon

Scientific and practical interest in the burnout syndrome is due to the fact that this syndrome is nothing more than a direct manifestation of the ever-increasing problems associated with the well-being of workers, the efficiency of their work and the stability of the organization. The concern of military psychologists about the burnout of military personnel can be explained by the fact that it begins imperceptibly, and its consequences in extreme conditions of military activity can cost human lives.

Currently, there is no single view on the structure and dynamics of the burnout syndrome. One-component models see it as a combination of physical, emotional, and cognitive exhaustion. According to the two-factor model, burnout is a construct consisting of affective and attitudinal components. The three-component model manifests itself in three groups of experiences:

- emotional exhaustion (feeling of emptiness and powerlessness);

- depersonalization (dehumanization of relationships with other people, the manifestation of callousness, cynicism or even rudeness);

- reduction of personal achievements (underestimation of one's own achievements, loss of meaning and desire to invest personal efforts in the workplace).

Despite the difference in approaches to measuring burnout, it can be concluded that it is a personal deformation due to emotionally difficult or tense relationships in the "person-to-person" system, developing over time.

There are various definitions of burnout. In accordance with the model of Maslach and Jackson, it is considered as a response to long-term professional stresses of interpersonal communications.

Emotional exhaustion is manifested in feelings of emotional overstrain and in a feeling of emptiness, exhaustion of one's own emotional resources. A person feels that he cannot give himself to work as before. There is a feeling of "mutedness", "dullness" of emotions, in especially severe manifestations, emotional breakdowns are possible.

Depersonalization is the tendency to develop a negative, callous, cynical attitude towards recipients. Contacts become impersonal and formal. The negative attitudes that arise may at first be hidden and manifest in internal pent-up irritation, which eventually breaks out in the form of outbursts of irritation or conflict situations.

The reduction of personal achievements is manifested as a decrease in the sense of competence in one's work, dissatisfaction with oneself, a decrease in the value of one's activity, and negative self-perception in professional terms. Noticing negative feelings or manifestations behind him, a person blames himself, his professional and personal self-esteem decreases, a feeling of his own insolvency, indifference to work appears.

In this regard, the burnout syndrome is considered by a number of authors as "professional burnout", which allows us to study this phenomenon in the aspect of professional activity. It is believed that such a syndrome is most typical for representatives of social or communicative professions - the “person-to-person” system (this medical workers, teachers, managers of all levels, consulting psychologists, psychotherapists, psychiatrists, representatives of various service professions).

For the first time, the term burnout was introduced by the American psychiatrist X. Fredenberger in 1974 to characterize the psychological state of healthy people who are in intensive and close communication with clients (patients) in an emotionally loaded atmosphere when providing professional assistance. Initially, "burnout" meant a state of exhaustion with a sense of one's own uselessness.

Since the appearance of this concept, the study of this phenomenon has been difficult due to its content ambiguity and multicomponent nature. On the one hand, the term itself was not carefully defined, so the measurement of burnout could not be reliable, on the other hand, due to the lack of appropriate measuring tools, this phenomenon could not be described empirically in detail.

Currently, there is a wide debate on the relationship between such concepts as stress and burnout. Despite the growing consensus on the concept of the latter, unfortunately, there is still no clear separation between these two concepts in the literature. Although most researchers define stress as a mismatch in the personality-environment system or as the result of dysfunctional role interactions, traditionally there has not been full agreement on the conceptualization of occupational stress. Based on this, a number of authors consider stress as general concept which can become the basis for studying a number of problems.

Many researchers believe that burnout is a separate aspect of stress, because it is defined and studied mainly as a model of responses to chronic work stressors. The burnout reaction begins to a greater extent as a result (consequence) of requirements, including interpersonal stressors. Thus, it is a consequence of occupational stress, in which the pattern of emotional exhaustion, depersonalization and reduced personal achievement is the result of various work demands (stressors), especially those of an interpersonal nature.

Burnout as a result of occupational stress occurs when the adaptive capacity (resources) of a person to overcome a stressful situation is exceeded.

N.V. Grishina considers burnout as a special condition of a person, which is the result of professional stress, an adequate analysis of which requires an existential level of description. This is necessary because the development of burnout is not limited to the professional sphere, but manifests itself in various situations of human existence; painful disappointment in work as a way of finding meaning colors the whole life situation.

Numerous foreign studies confirm that burnout results from occupational stress. Poulin and Walter, in a longitudinal study of social workers, found that an increase in burnout was associated with an increase in occupational stress (Poulin and Walter, 1993). Rowe (Rowe, 1998) obtained data that individuals experiencing "burnout" have a higher level of psychological stress and less resilience, endurance.

Many scientists point out that the rapidly changing business environment is becoming increasingly stressful. A study of 3,400 workers by Lawlor (1997) showed that 42% of respondents feel "burnt out" or "fully exhausted" by the end of the working day; 80% said they work too much, 65% say they have to work too fast. According to Northwestern National Life, the proportion of workers who report that their job is “very or extremely stressful” is 40%, and 25% of those surveyed consider it the number one stressor.

Workplace stress is closely linked to burnout. For example, in a study of 1,300 employees at the ReliaStar Insurance Company of Minneapolis (Lawlor, 1997) it was found that employees who felt their jobs were very stressful were twice as likely to experience burnout as those who did not. According to the American Stress Institute, the “cost” of job stress and burnout is in terms of employee turnover, absenteeism, low productivity, and rising health benefits.

Based on the results of a number of studies, Perlman and Hartman (1982) proposed a model in which burnout is considered in terms of occupational stress. The three dimensions of burnout reflect the three main symptomatic categories of stress:

• physiological, focused on physical symptoms (physical exhaustion);
• affective-cognitive, focused on attitudes and feelings (emotional exhaustion, depersonalization);
• behavioral, focused on symptomatic types of behavior (depersonalization, reduced work productivity).

According to the Perlman and Hartman model, individual characteristics, work and social environment are important for the perception, impact and evaluation of stress in conjunction with effective or ineffective coping with a stressful situation. This model includes four stages.

The first reflects the extent to which the situation contributes to stress. There are two most likely types of situations in which it occurs. The skills and abilities of the employee may not be sufficient to meet the perceived or actual organizational requirements, or the work does not meet his expectations, needs or values. In other words, stress is likely if there is a contradiction between the subject of work and the working environment.

The second stage involves the perception and experience of stress. It is known that many of the situations that contribute to it do not lead to the fact that, in the opinion of people, they experience a stressful state. The movement from the first stage to the second depends on the resources of the individual, as well as on role and organizational variables.

The third stage describes the three main classes of responses to stress (physiological, affective-cognitive, behavioral), and the fourth represents the consequences of stress. Burnout as a multifaceted experience of chronic emotional stress correlates precisely with the latter, representing the result of a reaction to stress.

Variables significantly associated with burnout are divided into organizational, role and individual characteristics that affect:

• the subject's perception of his professional role and organization;
• response to this perception;
• the organization's response to the symptoms that an employee manifests (at the third stage), which can then lead to the consequences indicated at the fourth stage (Table 1).

It is from this point of view that the multidimensional nature of “burnout” should be understood. As the organization reacts to such symptoms, various consequences are possible, such as dissatisfaction with the work in the organization, staff turnover, the desire to minimize business and interpersonal contacts with colleagues, reduced work productivity, etc.

There are close links between personal significance production tasks and productivity of activity, intention to leave work and an integral indicator of "burnout", absenteeism and depersonalization; poor relationships with family and friends and depersonalization, psychosomatic illness and emotional exhaustion, work significance and personal achievement, alcohol use and productivity, etc.

Table 1 Variables Significantly Associated with Burnout

K. Maslach identified the factors on which the development of the burnout syndrome depends:

• individual limit, the ceiling of our "emotional self" to resist exhaustion; self-preserving, counteract burnout;
• internal psychological experience, including feelings, attitudes, motives, expectations;
• negative individual experience in which problems, distress, discomfort, dysfunctions and/or their negative consequences are concentrated.

Many researchers view burnout as a relatively stable phenomenon. In a longitudinal study of 879 social workers (Poulin, Walter, 1993) it was shown that almost 2/3 of the subjects had the same level of burnout as at the beginning of the study (a year ago). Approximately 22% of the respondents had it low, 17% - medium, 24% - high; for the rest, the level of "burnout" has changed. 19% - decreased, 18% - increased.

This study is also interesting in that the number of subjects whose burnout level decreased or increased was approximately the same. Although there is evidence in the literature that it tends to increase with the duration of work, the results of the mentioned study show that this is not always true and the process of professional burnout can be reversible. Such information seems to be encouraging for the development and implementation of measures for the rehabilitation of people with a high level of "burnout".

What symptoms help identify incipient burnout in employees? Currently, more than 100 such researchers have identified. Symptoms that signal the development of burnout can be:

• decreased motivation to work;
• sharply increasing job dissatisfaction;
• loss of concentration and increase in errors;
• increasing negligence in interaction with clients;
• disregard for safety requirements and procedures;
• weakening performance standards;
• lowering expectations;
• violation of deadlines for work and an increase in unfulfilled obligations;
• looking for excuses instead of solutions;
• conflicts in the workplace;
• chronic fatigue;
• irritability, nervousness, anxiety;
• distancing from clients and colleagues;
• an increase in absenteeism, etc.

According to others, the symptoms of burnout are divided into the following categories:

1. Physical

• fatigue;
• feeling of exhaustion;
• susceptibility to changes in environmental indicators;
• asthenization;
• frequent headaches;
• disorders of the gastrointestinal tract;
• excess or lack of weight;
• dyspnea;
• insomnia.

2. Behavioral and psychological

• work becomes harder and harder, and the ability to do it less and less;
• An employee arrives early and leaves late.
• arrives late at work and leaves early;
• takes work home;
• has a vague feeling that something is wrong (feeling of unconscious anxiety);
• feels bored;
• decrease in the level of enthusiasm;
• feels a sense of resentment;
• experiencing a feeling of disappointment;
• uncertainty;
• guilt;
• feeling of unclaimedness;
• easily arising feeling of anger;
• irritability;
• pays attention to details;
• suspicion;
• a sense of omnipotence (power over the fate of the patient);
• rigidity;
• inability to make decisions;
• distancing from colleagues;
• increased sense of responsibility for other people;
• growing avoidance (as a coping strategy);
• a general negative attitude towards life prospects;
• alcohol and/or drug abuse

It is important to remember that burnout is a syndrome or group of symptoms that appear together. However, all together they do not appear in anyone at the same time, because burnout is a purely individual process.

Perlman and Hartman conducted a comparative analysis and made a summary of studies published from 1974 to 1981 on the problem of burnout. As a result, the authors came to the conclusion that most of the publications are descriptive studies, and only a few contain empirical material and statistical data analysis.

2.2. Socio-psychological, personaland occupational risk factorsmental burnout

Any employee can become a victim of burnout. This is due to the fact that a variety of stressors are present or may appear at work in each of the organizations. Burnout syndrome develops as a result of a combination of organizational, professional stress and personal factors. The contribution of one or another component to the dynamics of its development is different. Stress management experts believe that burnout is contagious, like an infectious disease. Sometimes you can find "burnout" departments and even entire organizations. Those who are subject to this process become cynics, negativists and pessimists; interacting at work with other people who are under the same stress, they can quickly turn an entire group into a collection of “burnt out”.

As N.V. Vodopyanova notes, burnout is most dangerous at the beginning of its development. A burnout employee, as a rule, is almost unaware of his symptoms, so his colleagues are the first to notice changes in his behavior. It is very important to see such manifestations in time and properly organize a support system for such workers. It is known that the disease is easier to prevent than to cure, and these words are also true for burnout. That's why Special attention should pay attention to the identification of those factors that lead to the development of this syndrome, and take them into account when developing preventive programs.

Initially, people potentially subject to burnout included social workers, doctors and lawyers. The burnout of these specialists was explained by the specific features of the so-called "helping professions". To date, not only the number of symptoms of professional burnout has significantly expanded, but the list of professions subject to such danger has also increased. This list was replenished by teachers, military personnel, law enforcement officers, politicians, sales personnel and managers. As a result, "from the payment for complicity" the syndrome of professional burnout turned into a "disease" of workers in social or communicative professions.

The specifics of the work of people in these professions is different in that there are a large number of situations with high emotional saturation and cognitive complexity of interpersonal communication, and this requires a significant personal contribution from a specialist in establishing trusting relationships and the ability to manage emotional tension business communication. Such specificity allows us to rank all the above-mentioned specialties in the category of “higher type professions” according to the classification of L.S. Shafranova (1924).

Studying the professional maladaptation of teachers, T.V. Formanyuk formulated the characteristics of teaching work, with the help of which it is possible to describe the specifics of the activities of all professions that contribute to the burnout of people employed in them. Among them:

• a constant sense of novelty in work situations;
• the specifics of the labor process is determined not so much by the nature of the "subject" of labor, but by the characteristics and properties of the "producer" itself;
• the need for constant self-development, because otherwise “there is a feeling of violence against the psyche, leading to depression and irritability”;
• emotional saturation of interpersonal contacts;
• responsibility for the wards;
• constant inclusion in the activity of volitional processes.

Speaking about the emotional saturation of interpersonal contacts, characteristic of the professions under discussion, it is noted that it may not be constantly very high, but it has a chronic character, and this, in accordance with the concept of "chronic everyday stress" by R. Lazarus, becomes especially pathogenic.

Initially, the vast majority of studies on the phenomenon of burnout concerned various categories of medical personnel, social workers, psychologists and teachers. Recently, judging by the publications and sites on the Internet, attention is beginning to be paid to managers and sales representatives. Consider the results of some studies containing information about the factors contributing to the development of mental burnout.

Social similarity/comparison as risk of burnout

Dutch scientists B.P. Bunk, W.B. Schaufeli and J.F. Eubema investigated burnout and insecurity in nurses in connection with the need for social similarity/comparison. The authors found that emotional exhaustion and reduced levels of self-esteem (reducing personal achievement) have significant associations with the desire for social similarity. At the same time, subjects with a high level of burnout and a low level of self-esteem and dignity avoid contacts with more successful subjects and situations associated with social comparison, i.e. situations of social comparison or evaluation for certain individuals act as strong stress factors that have a devastating effect on their personality.

Based on the theory of social similarity by L. Festinger, it was suggested that it is possible to master stress through managing the need for social similarity / comparison. A number of other studies also note the leading role of "social comparison" processes in coping with occupational stress. However, at present, this issue has not yet been adequately developed either in theoretical or methodological terms.

Experience injustice

Of particular interest are studies of burnout in the light of equity theory. In accordance with it, people evaluate their capabilities relative to others, depending on the factors of reward, price and their contribution. People expect fair relationships in which what they put in and get out of them is proportional to what other individuals put in and get out.

In professional activities, relationships are not always built on the basis of the fairness factor. For example, the relationship between a doctor and patients is considered to be largely "complementary": the doctor has an obligation to give attention, care, and "invest" more than the patient. Consequently, the two parties build their communication, adhering to different positions and perspectives. As a result, unequal relationships are established, which can cause professional burnout of doctors.

A study of Dutch nurses (Van Yperen, 1992) shows that feelings of injustice are an important determinant of burnout. Those nurses who believed they were investing more in their patients than they were receiving in return in the form of positive feedback, health improvement, and gratitude had high levels of emotional exhaustion, depersonalization, and reduced personal achievement. Bunk and Schaufeli (1993) established a close relationship between the injustice factor and the burnout syndrome: the more pronounced the experience of injustice, the stronger the professional burnout.

Social insecurity and injustice

As factors contributing to the development of the syndrome, researchers also name feelings of social insecurity, uncertainty about socio-economic stability and other negative experiences associated with social injustice. B.P. Bunk and V. Horens noted that in tense social situations, most people have an increased need for social support, the lack of which leads to negative experiences and possible motivational-emotional deformation of the personality.

Social support as protection against the effects of stress

Social support has traditionally been seen as a buffer between occupational stress and the dysfunctional consequences of stressful events, as it affects a person's confidence in their ability to cope and helps prevent the damaging effects of stress. The search for social support is the ability in a difficult situation to find support from others (family, friends, colleagues) - a sense of community, practical assistance, information. Social support is significantly associated with psychological and physical health, whether or not life and work stresses are present (Cordes and Dougherty, 1993).

Research shows that social support is associated with burnout levels. Employees whose level of support from managers and colleagues is high are less prone to burnout.

The results of a one-year longitudinal study (Poulin, Walter, 1993) also showed the relationship between social support and burnout. So, social workers, whose burnout level increased, experienced an increase in the level of work stress, and also noted a decrease in social support from management. For social workers, whose burnout level decreased during the year, no such changes were observed.

There is also evidence of an inverse relationship between social support and burnout (Ray and Miller, 1994). Researchers have found that high levels of the former are associated with severe emotional exhaustion. This is explained by the fact that work stress leads to the mobilization of social support resources to overcome burnout.

According to G. A. Roberts, support can be ineffective when it comes from family and colleagues, and not those who are really able to change the work or social situation. These types of social support help in general, but may not solve a specific problem. At the same time, intraorganizational sources of support (from management and supervisor) were associated with low levels of burnout. The obtained data raise the question of differentiation of forms of social and psychological support for coping with life and professional stresses.

It should be recognized that different types supports have an ambiguous effect on burnout. Leiter (1993) studied the impact of personal (informal) and professional support on burnout. It turned out that the first of the two prevented the reduction of personal achievements, and the professional one played a dual role, reducing and intensifying burnout. On the one hand, it was associated with a stronger sense of professional success, and on the other hand, with emotional exhaustion. It has also been found that the greater the personal support, the lower the risk of emotional exhaustion and depersonalization.

Similar links have been established with regard to professional and administrative support within the organization. The larger it is, the less often depersonalization and reduction of personal achievements occur among employees. Another study examined three types of organizational support: skill use, peer support, and supervisor support. The first is positively associated with professional achievements, but negatively - with emotional exhaustion. Peer support is negatively associated with depersonalization and positively with personal achievement. Leadership support was not significantly associated with any of the burnout components.

Metz (1979) conducted a comparative study of teachers who identified themselves as either "burnt out" or "professionally rejuvenated." The majority of men aged 30-49 considered themselves to be in the first group, and the majority of women of the same age - in the second. The "professionally renewed" teachers perceived administrative support and relationships with colleagues as a significant source of such "renewal" in comparison with the group who considered themselves "burnt out".

In medical college faculty, high burnout is associated with high classroom workload and student guidance, while low burnout is associated with support from peers, an open, participatory leadership style, with time spent on research work and clinical practice.

In summary, the empirical evidence suggests a complex interaction between social support and burnout. The sources of the first can influence the components of the second in different ways. The positive effect is due to both the nature of the support and the willingness to accept it.

Apparently, there are significant individual differences in the dynamics of this need in stressful situations and the strategies of overcoming behavior associated with it. Knowledge of the interaction between social support and burnout syndrome should be taken into account when developing technologies for coping with stress based on the use of various types of social support.

For the professional adaptation of specialists and the preservation of their professional longevity, in our opinion, it is promising to develop and use various types of social, professional and personal support that prevent burnout syndrome.

Job dissatisfaction as a risk of burnout

Gunn (1979) explored the personality characteristics of social workers that are important in understanding burnout. He found that it was not identical to job dissatisfaction. More severe burnout is associated with the unattractiveness of work in the organization: the higher the attractiveness, the lower its risk. At the same time, employees with high indicators of the strength of the "I-concept" are more positively oriented towards customers and are less prone to burnout.

Burnout is negatively associated with the so-called psychological contract (loyalty to the organization), because "burnt out" employees tend to view the organization negatively (as an adversary) and psychologically distance themselves from it. Thus, emotionally exhausted workers treat colleagues and clients in isolation, cynically; they are not sure that their work provides them with a sense of satisfaction with their own achievements. The person seems to have little or no control over the work situation, and his confidence in his ability to solve work-related problems decreases.

Chronic burnout can lead to psychological detachment not only from work, but also from the organization as a whole. A “burnt-out” employee emotionally distances himself from his work activity and transfers his feelings of emptiness to everyone who works in the organization, avoids all contact with colleagues. At first, this removal may take the form of absenteeism, physical isolation, increased breaks as the worker avoids contact with members of the organization and consumers. Finally, if the burnout continues, he will constantly avoid stressful situations by giving up his position, work in a company, or even a career. Burnout professionals are often unable to cope with the emotional stresses associated with work, and when the syndrome develops to a sufficient degree, they also show other negative manifestations. For example, high correlations of burnout with low employee morale, absenteeism and high staff turnover were found (K. Maslach).

According to N. Vodopyanova, attractiveness organizational culture and work in the organization has a restraining effect on the development of burnout processes.

Burnout and wages

In a study of burnout syndrome in counseling psychologists, it was found that psychologists in private practice had higher salaries and lower burnout rates than colleagues working in various healthcare institutions. Such differences in burnout, obviously, are due not so much to the nature of the work as to the amount of payment for skilled labor.

The researchers also found a positive relationship between client workload and confidence in personal achievement, and no significant correlations between client workload, emotional exhaustion, and depersonalization. The authors believe that the increase in the number of clients is perceived by consultants as an opportunity to help more people, and in private practice, to earn more money; this increases the feeling of professional effectiveness and satisfaction with one's own achievements and reduces the risk of burnout (in particular, emotional exhaustion and depersonalization).

A study among managers of production and commercial departments of a large Russian shipbuilding enterprise demonstrated the dependence of the risk of burnout on the wage system. It has been found that under commission pay, managers are less likely to show symptoms of burnout than under the official salary system, which may be due to the presence of greater freedom and the need for creative activity under commission pay.

Influence of Age, Length of Service and Satisfaction

burnout career

There are complex relationships between the degree of burnout, age, length of service and the degree of satisfaction with professional growth. According to some reports, professional growth , providing a person with an increase in his social status, reduces the degree of burnout. In these cases, from a certain point on, a negative correlation between seniority and burnout may appear: the greater the first, the less the second. In case of dissatisfaction career growth professional experience contributes to employee burnout.

The influence of age on the effect of burnout is ambiguous. Some studies have found a predisposition to burnout of not only older people, but also young people. In some cases, the state of the latter is explained by the emotional shock that they experience when confronted with reality, which often does not meet their expectations regarding professional activity.

The positive correlation of burnout with age, which some studies show, is due to its (age) compliance with professional experience. However, if we are talking about the turn of 45-50 years, then age begins to have an independent influence, as a result of which the direct relationship often turns into an inverse one. The appearance of a negative correlation is explained by the age-related reappraisal of values ​​and the modification of the hierarchy of motives in the course of personal growth.

Westerhouse (1979) studied the effects of tenure and role conflict in 140 young teachers working in private schools. He found that the frequency of role conflicts is an important variable in predicting burnout, although there was no significant positive association between teacher experience and burnout. Obviously, the risk factor for burnout is not the duration of work (as length of service), but dissatisfaction with it, the lack of prospects for personal and professional growth, as well as personal characteristics that affect the intensity of communication at work.

Career as a source of psychological danger

Specialists of the Institute of Psychology of the Russian Academy of Sciences investigated the relationship between career aspirations and emotional burnout of employees. For the main group, leaders with real career advancements were selected (47 people in total). All of them had at least 4-5 years of work experience, and they started their careers with ordinary employees.

In the course of the study, the questionnaire "Career Anchors" by E. Shane and the method for diagnosing the level of emotional burnout by V.V. Boyko, as well as a specially designed questionnaire to identify the gender and age characteristics of the subjects, their place in the organization, real career and its subjective assessment were used.

• In men who are employees, compared with male entrepreneurs, the type of career orientation does not affect the level of emotional burnout. This is probably due to the fact that the implementation of any of the career orientations is highly dependent on the employer. In male entrepreneurs, a significant negative correlation was found between professional competence, management skills and the general level of emotional burnout, as well as its “exhaustion” phase: the more pronounced the orientation towards professionalism, the lower the risk of emotional burnout.
• In women entrepreneurs, career orientation to mastering management negatively correlates with the level of emotional burnout, which may be associated with the satisfaction of the desire for excellence, described by A. Adler, through managerial activities. If a person controls the activities of others, then, according to his subjective assessment, he is superior to them in some way.
• The female sample of entrepreneurs is characterized by a negative correlation between a career orientation to service, a general indicator of the burnout syndrome and its “stress” phase. When realizing a strongly pronounced service orientation, a person tends to ignore his needs, which also leads to an increase in internal tension and, obviously, predisposes to burnout.
• In women, significant positive correlations were found between the level of emotional burnout and such career orientations as stability and integration of lifestyles. The inability to satisfy the need for stability and the optimal balance of career, personal life and self-development contributes to the growth of emotional stress.
• The influence of the career orientation "management" on emotional burnout depends on its actual implementation. Among students, a positive correlation was observed between these factors, while in samples of people working in the field of management, this relationship was shown to be opposite.

The researchers came to the general conclusion that the inability to realize the majority of career aspirations leads to an increase in the level of emotional burnout, as well as any frustration of the need leads to an increase in the level of internal stress.

Gender and burnout

Gender differences are clearly manifested when considering the individual components of the syndrome. Thus, it was found that men are more characterized by a high degree of depersonalization and a high assessment of their professional success, and women are more prone to emotional exhaustion.

There is also a gender difference in the subjective assessment of stress factors. Thus, female teachers refer to “difficult students” as the most powerful stress factors, and men - the bureaucracy inherent in schools and a large amount of “paper” work. However, other studies do not confirm the presence of correlations between burnout components and gender.

Personal risk factors for burnout

Among the personal factors contributing to burnout, such indicators of predisposition to stress reactions as the ratio externalities And internality, implying the degree of responsibility of a person for his life, type A behavior preferred by man strategies for overcoming crisis situations. The external "locus of control" correlates with emotional exhaustion and depersonalization, while the use of a passive avoidance strategy correlates with the development of emotional exhaustion and a reduction in personal achievements. Moreover, the greater the burnout, the more often passive, asocial and aggressive models of overcoming behavior are used.

The strategy of overcoming human behavior in a stressful situation is one of critical factors, which determines the likelihood of an individual developing psychosomatic diseases. Emotion suppression strategies often increase the risk of pre-illness or disease states. However, the ability to manage emotional manifestations, and sometimes suppress them, is a necessary "skill" for people in communicative (social) professions. Becoming habitual, it is often transferred to extra-work life. So, in studies of the medical and hygienic aspects of the lifestyle of doctors, it was revealed that the desire to suppress emotions is characteristic of every fourth doctor.

How an employee copes with stress is also important for the development of burnout. Studies show that the most vulnerable are those who react to it aggressively, unrestrainedly, want to resist it at any cost, and do not give up rivalry. Such people tend to underestimate the complexity of the tasks ahead of them and the time required to solve them. The stress factor makes them feel depressed, discouraged, due to the fact that it is not possible to achieve the intended (the so-called type A behavior).

Type A Personalities two main features are inherent: extremely high competitiveness and a constant feeling of time pressure. Such people are ambitious, aggressive, striving for achievements, while driving themselves into a tight time frame.

2.3. Features of the manifestation of the syndrome"burnout" in the military

Professional burnout syndrome is an unfavorable reaction to work stress, which includes psychological, psychophysiological and behavioral components. As the consequences of troubles at work aggravate, the moral and physical strength of a person is exhausted, he becomes less energetic; the number of contacts with others decreases, which in turn leads to an exacerbated experience of loneliness. People who are “burned out” at work have reduced motivation, indifference to work develops, and the quality and productivity of work deteriorate.

Less prone to burnout are those people who have a stable and attractive job, suggesting the possibility of creativity, professional and personal growth; have diverse interests, promising life plans; by the type of life attitude - they are optimistic, successfully overcome life's hardships and age-related crises; have an average degree of neuroticism and relatively high extraversion. The risk of burnout is reduced with high professional competence and high social intelligence. The higher they are, the less the risk of ineffective communications, the greater the creativity in situations of interpersonal interaction and, as a result, the less satiety and fatigue during communication.

The specifics of the work of an educator officer is characterized by the fact that there are a large number of situations with high emotional saturation and cognitive complexity of interpersonal communication, which requires a significant personal contribution to establishing relationships and the ability to manage the emotional intensity of business interaction.

In the course of this study, the degree of development of the burnout syndrome in course officers of the VVVAIU was assessed. 42 officers took part in it. For the survey, a methodology developed on the basis of the model of K. Maslach and S. Jackson was applied. The questions were adapted to the specifics of the activities of the officer-educator.

The results of the study showed that the level of emotional exhaustion in 73% of respondents can be assessed as high, in 19% as medium, and only in 8% as low. Respondents indicated feelings of emotional overstrain, fatigue, emptiness, exhaustion of their own emotional resources. Moreover, it is paradoxical that emotional exhaustion turned out to be more characteristic of officers who have been in office for less than two years, while those who have been in office for more than 5 years showed an average and low level of exhaustion.

The level of depersonalization on average for the sample can be characterized as average. 11% of respondents recorded a high level of depersonalization, 69% - medium and 20% - low. At the same time, it should be noted that such signs of depersonalization as coldness, heartlessness, cynicism are more characteristic of officers holding the positions of head of the course compared to course officers.

A low level of reduction in personal achievements was noted in 14% of respondents. This group of officers indicates a decrease in the sense of one's own competence in work, a feeling of dissatisfaction with oneself, and a decrease in the value of one's own activity. The average level of reduction in personal achievements was recorded in 32% of respondents, a high level - in 54% of respondents. In the course of the analysis, a direct relationship was revealed - the longer an officer is in his position, the lower the level of reduction of personal achievements.

CONCLUSION

The study allowed us to draw a number of general conclusions:

Any professional activity is already at the stage of development, and in the future, when performed, it deforms the personality. Many human qualities remain unclaimed. About the degree of professionalization, the success of the performance of an activity begins to be determined by an ensemble of professionally important qualities that have been “exploited” for years. Some of them are transformed into professionally undesirable qualities; at the same time, professional accentuations gradually develop - overly pronounced qualities and their combinations that adversely affect the activity and behavior of a specialist.

Sensitive periods of formation of professional deformations are crises professional development personality. An unproductive way out of the crisis distorts the professional orientation, contributes to the emergence of a negative professional position, and reduces professional activity.

Any profession initiates the formation of professional personality deformations. However, the most vulnerable are the socionomic professions of the “man-to-man” type. The nature, degree of severity of professional deformations depend on the nature, content of the activity, the prestige of the profession, work experience and individual psychological characteristics of the individual.

Among social workers, law enforcement agencies, doctors, teachers, military personnel, the following deformations are most common: authoritarianism, aggressiveness, conservatism, social hypocrisy, behavioral transfer, emotional indifference.

With an increase in work experience, the syndrome of "emotional burnout" begins to affect, which leads to the appearance of emotional exhaustion, fatigue and anxiety. There is an emotional deformation of the personality. In turn, psychological discomfort can provoke illness and reduce job satisfaction.

The results obtained indicate that the level of emotional exhaustion can be assessed as high for the majority of the surveyed officers, which is expressed in a feeling of emotional overstrain, fatigue, emptiness, exhaustion of their own emotional resources. The level of depersonalization on average can be characterized as medium, and the level of reduction in personal achievements in more than half of the sample is marked as high.

Occupational deformations are a kind of occupational diseases and are inevitable. The main problem of specialists in this case lies in their prevention and overcoming technologies.

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30-41. office etiquette is a set of expedient rules for the behavior of people in labor collectives. These rules are determined by the most important principles of universal morality and morality. It is no secret that at work every person is the object of attention of colleagues, 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, and sits down, and gets up, and is silent, and moves differently than an intelligent person, "wrote J. de La Bruyère. Compliance with the rules and requirements of official etiquette is mandatory for everyone: both managers and subordinates. So, in the service, people usually address each other as "you", behave politely, try to be polite and correct. At secular 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, they try to smile. Etiquette is a symbolic language. A person should use it in order to better interact with others (colleagues, partners). The rules and requirements of office etiquette should contribute to the creation of a healthy moral and mental climate and an uplift in mood, and an increase in labor productivity. Scientists advise leader :

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 benevolent, delicate;

all employees :

Have a common culture; - Decently treat others; - Respect the human dignity of colleagues; - Do not be hypocritical, do not lie; - Be polite; - Leave your problems, troubles outside the institution;

To be benevolent, conscientious, respectful, tactful, delicate, be able to express condolences.

Service etiquette also includes rules of conduct with customers and business partners. Etiquette of official relations obliges:

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

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

40. Business conversation- the process of interconnection and interaction, in which there is an exchange of activities, information and experience, involving the achievement of a certain result, the solution of a specific problem or the implementation of a specific goal. Business communication can be conditionally 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 directly operate in it.

In general, business communication differs from ordinary (informal) communication in that in its process a goal and specific tasks are set that require their solution. 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 realized in various forms:

business conversation;

Reception of subordinates;

Business meeting;

Business meetings and meetings;

Public performance.

Features of business communication are that:

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

Communicating people are distinguished by a 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 in determining the chances of success in business, office or entrepreneurial activity. Dale Carnegie noticed 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, fifteen percent depend on his professional knowledge and eighty-five percent depend on his ability to communicate with people. . In this context, the attempts of many researchers to formulate and justify the basic principles of the ethics of business communication or, as they are more often called in the West, the commandments of personal public relation (very roughly translated as "business etiquette") are easily explained. Jen Yager, in his book Business Etiquette: How to Survive and Succeed in the Business World, 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 a person cannot be relied upon. The principle of doing everything on time extends to all service tasks. Specialists who study the organization and distribution of working time recommend adding an extra 25 percent to the period that, in your opinion, is required to complete the assigned work.

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

3. Courtesy, goodwill and friendliness. In any situation, it is necessary to behave with clients, customers, buyers and colleagues 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. Attention to others (think of 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 this or that 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 should not prevent you from being humble.

5. Appearance (dress properly). The main approach is to fit into your work environment, and within this environment - into a contingent of workers at your level. It is necessary to look the best way, that is, dress with taste, choosing a color scheme to match your face. Importance have carefully selected accessories.

6. Literacy (speak and write well). Internal documents or letters sent outside the institution must be written in good language, and all proper names transmitted without errors. You can't use swear words. Even if you just quote the words of another person, they will be perceived by others as part of your own vocabulary.

42. The concept and types of professional deformation.

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

Considering the parameters of professional deformation of the personality, we can first distinguish the following characteristics. The impact of a profession on a person can be assessed, first of all, by its modality (positive or Negative influence). It is known that labor itself has neutral properties in relation to the results of education. He is able to have a beneficial, ennobling effect on a person, form a noble attitude towards work, a team, educate spiritual needs, worldview, improve labor skills, abilities, experience, and generally form the characteristics of a person’s character.

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

Speaking about professional deformation, it can be briefly noted that its essence lies in the interaction of the subject and the personality in a single structure of individuality. For the first time in psychology, Academician B. G. Ananiev noted the possibility of a mismatched, contradictory development of personality traits and properties of the subject of activity, and also analyzed the conditions that contribute to the mismatch of personality traits and properties of the subject, professional, specialist in their interaction.

The phenomenon of professional deformation can be defined as the penetration of the "I-professional" into the "I-human", bearing in mind that during professional deformation, the impact of professional frameworks and attitudes is not limited to the professional sphere. It can be said that after a person leaves a professional situation, his natural “correction” 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 rather successful metaphor, on the basis of which it is possible to build a model that clearly describes the mechanism of the deforming influence of professional activity. To do this, imagine a certain production process for the manufacture of a product using pressing.

At the entrance to this process, we have a material of a certain shape, which passes through the impact 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 a while it may return to its original shape (if the material is too elastic). In order to prevent this from happening in some production processes, various methods of fixing the resulting shape are used (for example, firing in the manufacture of ceramic products).

The fact is that all 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, worldview independence / pliability, personal maturity / immaturity, etc.

The configuration of the press is a professional framework in which the consultant places himself: principles and attitudes, a professional picture of the world, professional skills, a contingent of clients 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.

“Roasting” is a factor that contributes to the consolidation of the received form, and it is mainly associated with obtaining positive emotions: professional success, gratitude from clients, praise from teachers, recognition of colleagues, admiration of others, etc.

As a result, due to the "successful" combination of the above factors, we run the risk of getting a deformed consultant who can hardly "find out", that is, restore his original human form.

Below are some of the consequences that we have due to the impact of professional activity. 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 and ongoing events. 2. Analysis of life situations.

3. The ability to reflect.

4. Skills for productive overcoming of crisis and traumatic situations.

5. Communication skills.

6. Opposition to other people's influence.

7. Self-regulation.

8. Ability to accept and empathize.

9. A broader view of the world, tolerance for “dissenters”.

10. Cognitive interest.

11. Emergence of new forms of self-realization.

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

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

3. Counseling others.

4. Accepting the role of "teacher".

5. Excessive self-control, hyper-reflection and loss of spontaneity.

6. Idea fixe - "work on yourself."

7. Rationalization, stereotyping and desensitization to living experience.

8. Satiation with communication.

9. Emotional coldness.

10. Cynicism.

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

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

For the first time, the term "professional deformation" was 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 Dr. M. Bouhal (60s of the 20th 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

Persons working with people are most susceptible to professional deformation, for example: law enforcement officers, leaders, deputies, social workers, teachers, doctors, salespeople, 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 particular profession: for teachers - in authoritarianism and categorical judgments; psychologists, 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; for programmers - in a tendency to look for errors in various life situations, a tendency to algorithmization.

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

Manifestations

Special cases, ways of manifestation of professional deformation are: administrative enthusiasm, 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, he has a desire to suppress another person, intolerance for a different opinion, the ability to see his mistakes, self-criticism disappears, and confidence arises that his own opinion is the only correct one. Occurs most often.

Adaptive deformation is a passive adaptation of a person to specific conditions of activity, as a result of which a person develops a high level of conformism, he adopts behavior patterns unconditionally accepted in the organization. With a deeper level of deformation, the employee has 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 moral value orientations, becomes professionally untenable.

Systematization of Ewald Friedrichovich Zeer:

General professional deformations - deformations typical for workers in this profession. For example, for law enforcement officers - the syndrome of "asocial perception" (when everyone is perceived as a potential violator).

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

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

Deformations of the professional orientation of the personality - distortion of the motives of activity, restructuring of value orientations, pessimism, skepticism towards innovations

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

Deformations due to character traits - role expansion, lust for power, "official intervention", dominance, indifference.

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

Causes

One of the most common causes 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 no less important cause of professional deformation is the division of labor and the increasingly narrow specialization of professionals. Daily work, over the years, to solve typical problems not only improves professional knowledge, but also forms professional habits, stereotypes, determines the style of thinking and communication styles.

In the psychological literature, there are three groups of factors leading to the emergence of professional deformation: factors due to the specifics of activity, factors of a personal property, and factors of a socio-psychological nature.

Have you noticed that some professions are visible to the naked eye? It is worth looking at a person with pronounced cynicism and sarcasm, and we can assume that we have a doctor in front of us. A lawyer will always find something to say from experience or recall some article. The teacher tries to explain everything in as much detail as possible, to teach. The speaker has a well-delivered, fast and clear speech. Psychologists ask a lot of questions and want to “dig” you as deep as possible.

You can continue for a long time, but in each case we are talking about the same thing - professional deformations of the personality. Simply put, it is about transferring professional qualities, skills and habits to life.

Unfortunately, you can often hear someone's medical history starting with the words "My father was in the military, because there was strict discipline at home ...". But it should not be so, this is an example of professional deformation.

For the first time, the phenomenon of professional deformations was described in the 60s of the XX century. It all started with studying the profession of a teacher. To date, it is known that more often professional deformations occur in professions of the "person-to-person" type (socionomic professions). This is due to close interaction, mutual influence of the specialist and clients on each other.

In such professions, the attitude of the specialist to the client should be:

• as an equal participant in the interaction;
• moral;
• respectful and humane;
• but without too much pity and nervousness in order to preserve their own mental health.

Professional deformations follow from professional adaptation. So, for example, a doctor needs to learn some emotional coldness in relation to people. But sometimes this coldness absorbs a person, then he becomes like a machine (robot) everywhere, in any sphere of life, and not just in a professional one. Well, as a result, the doctor addresses the patient as an object, not a subject.

Consider the features of deformations on the example of the profession of a psychologist:

• identifying patients with their diagnoses and talking only in this context (“the strangest social phobia in my experience”), using slang words;
• communication with clients and their relatives with undisguised irritation, demonstration of employment and importance;
• insulting clients on their diagnoses, syndromes, and symptom (“that psychopath”).

Obviously, these are negative deformations that have nothing to do with either the ethical professional code or the elementary norms of universal morality.

Is it possible to notice professional deformations? Yes, if a person is aware of experiences and does not drown them out. It is felt as a mismatch in and in relationships with people. If a person speaks on his own behalf (“I’m tired today”), and not blaming others (“I got tired and tired of these clients”), worries and reflects on this, then there is a chance to identify deformations and get rid of them.

Occupational deformations do not occur in a short period of time, it takes years. As a result of professional activity, the following changes:

• activity of a specialist;
• the level of energy reserves;
• activity of psychomotor reactions;
• structure of relations with surrounding people;
• position on professional issues.

In addition, the stability of the psyche and body in relation to external stimuli changes. There is a fading or weakening of positive mental properties. Together, this is dangerous and professional deformations of the personality.

Professional deformations are found in all people, but they are not always characterized as problematic and requiring correction. The level of severity of deformations and their impact on the life of a person as an individual, citizen and family member is important.

Model of deformations, or factors causing them

The occurrence of professional deformations is influenced by both external and internal factors. External includes everything that regulates professional activity:

• being in any structure, hierarchy;
• fulfillment of duties, social order;
• instructions, textbooks, manuals.

If a specialist accepts instructions as the only truth, then he thereby forces himself to deformations and a formal (functional) attitude towards other people (clients). With such a differentiated attitude towards a person (only within the framework of diagnostics, methods, classifications), a specialist naturally changes his consciousness.

As a result, if a specialist is guided only “as it should be”, “what should be”, “I know better”, “it should be so”, then his consciousness becomes immobile and stereotyped. It is no secret that theory is always very different from practice. And if a specialist applies something without analyzing the real life conditions of a particular person, but blindly following the textbooks, then not only professional personality deformations, but also unprofessionalism are not far away.

In addition, individual and personal characteristics of a person also influence. The likelihood of occupational deformities is higher in people:

• with immobile nervous processes;
• the narrowness of the profession and its cultivation;
• a tendency to form rigid stereotypes of behavior;
• reflection;
• excessive self-criticism;
• moral gaps in education.

The more a person is prone to creating and following stereotypes, the more difficult it is for him to learn something new, think differently, see problems and solve them. The whole worldview ultimately revolves only around the profession. There are no other interests or hobbies, and if there are, he goes there with colleagues and talks about work.

Very often, professional deformations are preceded by which a person is forced to turn on in order to preserve his "I". The most popular mechanisms include:

• negation,
• crowding out,
• projection,
• rationalization,
• identification,
• alienation.

The higher the emotional stress at work, the greater the likelihood of deformities. The emotional environment, in turn, is very often oppressed as the length of service increases.

Deformations can be the result of emotional burnout. This is an unstable mental state that occurs against the background of increased emotionality at work and is accompanied by irritation, anxiety, overexcitation and nervous breakdowns. As a result - fatigue from work, dissatisfaction, loss of growth prospects, professional destruction (deformation) of the personality.

Types of deformations

It is customary to distinguish 3 types of deformations:

1. General professional deformations. They arise under the prolonged influence of working conditions and the characteristics of the activity itself.
2. Typological deformations. They arise as a result of the mutual influence of personality traits and work activity, the narrow focus of the profession.
3. individual deformities. Arise on the basis of individual personal characteristics, interests, needs, abilities, motives.

In addition, all deformations are divided into destructive and constructive. For example, the assimilation of punctuality and diligence in everything is a useful deformation, but its transition into pedantry, exactingness (self-demanding) and irritation from the sluggishness of others are destructive deformations.

There is another popular classification (E.F. Zeer):

1. General professional deformations. Deformations typical of any profession. For example, the suspiciousness of the guards.
2. Special professional deformations. Changes within narrow specialization, for example, the accusation of the prosecutor, the resourcefulness of the lawyer.
3. Professional typological deformations. A complex of features of the profession and personality. Within this framework, three groups of deformations can be distinguished: professional orientation (change in worldview, values, motives), abilities (syndromes such as superiority or narcissism gradually develop), character traits (strengthening of any traits, for example, lust for power).
4. individual deformities. They imply development under the influence of the characteristics of the profession of super qualities or accentuations of character (workaholism, super commitment).

What is interesting: deformations can affect not only the individual, but also the person as an individual. For example, athletes are distinguished by their physical development, and the military by their ideal posture. But these are rather positive deformations. Among the negative ones, psychosomatic diseases can be noted.

In practice, it is practically impossible to distinguish between the sphere of work (some norms) and life (other norms). Therefore, people of difficult professions (policemen, employees of special services and the Ministry of Internal Affairs, executioners, psychiatrists and psychologists) often find themselves in captivity of mental disorders, diseases, depressing conditions, and even are prone to suicide.

Of course, it cannot be violated due to general principles labor instructions, as well as regularly suppress the social norms learned by the individual. Therefore, we can conclude that an incorrectly chosen profession is a harbinger of deformations.

Prevention of deformations

Thus, professional deformations are changes in the cognitive processes of the individual and the disorganization of her psychology. In the context of the problem of deformations, one usually speaks of destructive changes that reduce a person's working capacity, reduce productivity, and cause the development of negative personality traits and behavioral traits. In a broad sense, professional deformation is a trace (positive or negative) that a profession leaves a person with.

Signs of professional deformations:

• elevating one's profession to an absolute (the only worthy form of activity);
• rigidity in behavior (the inability to change behavior outside of work);
• following certain behavioral stereotypes and professional roles;
• decrease in working capacity, deterioration in productivity;
• fatigue;
• loss of knowledge, skills and ways of doing work (impoverishment of the repertoire).

With the deterioration of labor activity, a slowdown necessarily occurs, since it develops only in conditions of activity and any, for an adult, labor.

It plays a special role in the manifestation and prevention of deformities. It is important to have a developed system of moral qualities and norms. Their carrier is a person and cultural products. But it is precisely the moral norms to which a person refers in difficult situations choices or situations that are not prescribed by the private professional code, have a regulatory impact on activities.

It is obvious that one can develop moral qualities (duty, responsibility, honesty) only on one's own, by reading books, watching films, doing social activities. That is, you need to form a moral upbringing in yourself.

The risk of developing deformations increases if the values ​​(moral beliefs and requirements) of a person as an individual and as a subject of a profession, that is, public and professional morality, diverge. If such situations arise frequently, and a person prefers the norms of the profession, then personal deformations will not keep you waiting. A striking example of such a contradiction can be the confrontation between the public belief "do not kill" and the executioners, or the case of euthanasia in medicine or the situation of choosing whom to save if there is a chance to save only one person.

If such a choice is initially made easily, then a person should not be afraid of deformations, because the norms of the profession already correspond to his personal self-awareness. If the choice is not easy to make neither in the first year of work, nor after 5 years, then the stressful influence of the profession increases. In this case, it is worth learning the techniques of self-regulation or changing the field of activity.

Interestingly, from the point of view of preventing deformities and disorders, the practice in Greece, which is used against people carrying out the death sentence, looks like. There, execution is legalized as a form of death sentence. So, several people perform it, and they are given cartridges that are half live and half blank. Thus, not a single performer has a clear sense of himself as an executioner.

However, for almost any profession, it is important to be able to switch from one role to another, to distinguish between family and work. For this you need:

• develop flexibility;
• develop artistic skills;
• learn to change people's perceptions.

Otherwise, disagreements arise both at home and at work, and the person himself suffers from deformations.

Studies allow us to conclude about the variety of forms of "professional deformation manifestations". Let's name the main ones:

Formalism at work;

Decreased activity and interest in official activities;

Reduction of communication communication system;

Narrowness of outlook, professional limitations;

Inaccuracy in wearing uniforms;

Incorrect behavior;

- "corporate spirit";

Distortion of perception of people and phenomena;

Callousness and callousness;

Rudeness, aggressiveness;

Excessive suspicion, etc.

Significant differences in the manifestation of signs of occupational deformation among employees, depending on the length of service:

Up to 5 years of service - insignificant, unlikely, the initial level of professional deformation is most common here;

6-10 years - the probability is predominantly medium, primary and secondary levels are equally common;

11-15 years - the probability of deformation is high, very high, a deep level arises;

Over 15 years - deformation is almost inevitable.

There are many reasons for this phenomenon, they are conditionally divided by us into 2 groups.

The first group is psychological, they are hidden in the personality of the employee and appear as a result of defects in the socialization of the personality. These defects in the development of the value-oriented, motivational-need, emotional-volitional sphere (negative character traits, harmful causes, insufficient general cultural level, etc.)

The second group of reasons is rooted in the specifics of professional activity associated with constant communication with the criminal environment.

The low level of scientific organization of work of employees causes overload, leading to the fact that they have protective forms of behavior in the form of carelessness in work, a formal approach to paperwork, etc. Depending on the type of personality, emotional breakdowns, neuroses, and suicide attempts are noted. This type of reaction is exacerbated by the fact that employees most often do not know the methods of psychological self-regulation, self-hypnosis, autogenic training, and relaxation-meditative exercises.

Summarizing the above, we can conclude that the professional deformation of an employee of the penal system is a mismatch (violation) in the structure of his personality, individual qualities that arise as a result of negative features of the content, organization and working conditions.

The reasons and conditions that cause professional deformation, we consider:

A significant amount of power in conditions of ineffective control;

Abuse of official position; problems in educational work, low level of organization of service training of personnel;

Shift in value emphases: employees consider their work less important than the activities of other services of the penal system;

Instability of the psychological climate;

Lack of exactingness, responsibility for the task assigned, severe condemnation from the team;

Management incompetence;

Unfavorable working conditions - the worker's activity is associated with mental overload;

understaffing;

Unresolved everyday problems;

Insufficient labor efficiency;

Wrong disciplinary practice;

The negative impact of the criminogenic situation;

The hopelessness of official activity;

Inadequacy of education for the position held.

This group of reasons affect employees in the complex. These reasons mainly reflect the objective conditions for the formation of occupational deformation, however, its occurrence and development are largely facilitated by the personal subjective qualities of its carrier.

The impact on a person of external conditions of social life is mediated by an internal attitude: the effect of external influence depends on the internal state of the organism.

The essence of the most significant personality changes during occupational deformation is as follows:

Firstly, it is a hypertrophy of professionally important qualities, their transformation into the opposite: vigilance turns into suspicion, confidence - into self-confidence, exactingness - into captiousness, punctuality - into pedantry, etc.;

Secondly, the actualization and development of socially negative traits, such as cruelty, vindictiveness, cynicism, permissiveness, professional corporatism;

Thirdly, oppression and further atrophy of qualities that are subjectively assessed as secondary, superfluous. These changes affect professional self-esteem, motivation, perceptual means of communication. Some characteristics take on a perverted form. To the greatest extent, this concerns such an important area of ​​legal consciousness as value ideas about the goals, methods and techniques of professional activity;

Fourth - disproportionate, disharmonic, and later - distorted correlation and interaction of individual qualities, their groups. Such, in particular, as the flexibility and stereotypes of the professional, objectivity and tendentiousness of perception and understanding of other people, service and non-service interests, organic and cultural and aesthetic needs. The main principles here are not the unification and stimulation of development under a common vector, but the subordination, oppression of one at the expense of the absolutization of the other.

The system of criteria for professional deformation of employees includes:

1. Biased attitude towards the object of official activity. It is based on a kind of professional stereotype of the object, which is gradually developing in the employee. This stereotype is indicative of high stability and schematism, negative emotional coloring. Ultimately acquiring the character of a conscious attitude-belief, it functions according to the logic of self-reinforcement - it accepts as natural everything that confirms the stereotype, and discards everything else as accidental. Concrete indicators of prejudice are the accusatory bias and the presumption of the primary guilt of the object; absolutization of punitive-coercive measures and belief in them universal efficiency; numerous psychological barriers.

2. Arbitrary-subjective interpretation of norm-abiding behavior.

It has two main aspects. The first is the admissibility of intentional (not accidental) violation of the regulation of official activities, the cultivation of dubious and frankly negative elements of the object's lifestyle. The substantive basis of such an interpretation is formed by defects in legal consciousness and moral and volitional unreliability as an inability to resist illegal influence on the part of interested parties. Specific indicators here are abuse, excess, non-use (in situations involving the use) of power; personally establishing or facilitating prohibited communications with interested parties; the use of unauthorized means, methods and techniques in solving operational tasks.

The second aspect is related to the erosion of adequate professional motivation, disappointment in the activity, disbelief in the possibility of achieving its official goals. External manifestations are the formally passive performance of duties, violation of official discipline, especially in conditions of restrictive control, alcohol and drug abuse.

3. Transferring the style of official communication with the object of activity, individual professional methods and techniques to non-official areas, communication and interaction with the immediate social environment. Such a transfer is initially carried out subconsciously, and later tends to automatism. A characteristic feature is the "sticking" to the employee of individual elements of the lifestyle of the object of activity, a change in speech. The latter consists in the impoverishment of the lexicon, an increase in the number of swear words and expressions, and total jargon.

4. Professional "roughening" of the employee's personality. It consists in narrowing the range of interests and needs, their simplification up to primitivism, emotional and sensory impoverishment. Service activity and everything related to it becomes self-sufficient, the only sphere of activity important for the individual, and the rest play the role of satellites. Within the framework of "coarseness", the phenomenon of "workaholism" may arise - a passionate enthusiasm for activity, a constant need to perform it, professional fanaticism of an extreme degree.

Empirical signs of professional "coarseness" are prolonged stay at work under all sorts of pretexts in the absence of an obvious need for this; a steady interest in official affairs while out of service (out of hours, weekends, holidays); a sense of satisfaction from being in a service environment, wearing a statutory uniform; socio-professional isolation (feeling of a corporate community with a narrow circle of desired partners, combined with a warningly suspicious attitude towards other categories of citizens).

5. Changes in the image of "I". These changes primarily affect the professional component of the "I" image: the employee's ideas about professionally important qualities, the degree of their relevance to activities, compensation opportunities, satisfaction with competence and the position held, social vocation as a professional, and growth prospects.

Concrete indicators of deformational changes in the image of the "I" are steadily inflated professional self-esteem; condescension in the professional assessment of colleagues with a possible focus on the opinion of the boss; painful reaction to any criticism or control over their activities; fixed focus on personal professional experience, including the presumption of one's own infallibility.

The negative consequences of occupational deformation require the use of a set of measures to prevent and correct it in three areas: organizational and managerial, rehabilitation and rehabilitation, and psychological and educational.

The problem of professional deformation of employees of penitentiary institutions is also of interest to researchers abroad, where this phenomenon is also widespread. S. Milgram, after experimenting with law-abiding US citizens, came to the following conclusion: "If a system of death camps were created in the United States on the model of Germany, suitable personnel for these camps could be recruited in any American city of medium size." Noting the reality of the mechanism of personnel deformation in correctional institutions, F. Zimbardo (1974) noted that "a prison guard is the same victim of the system as a prisoner."

One of the means of preventing professional deformation of penitentiary officers is psychological preparation.

4. Used literature, visual aids, orders, instructions of the Ministry of Justice of Russia, GUIN, Penitentiary for the Saratov region:

Aleksandrov Yu.K. Practitioner's Handbook in Penitentiaries. M., 2001.

Fundamentals of management psychology: Program. For heads of services and inspectors of the penal system. M.: GUIN of the Ministry of Justice of Russia. 2003.

Applied Legal Psychology: Textbook. manual for universities / Ed. prof. A.M. Stolyarenko. M., 2001.

Workbook of a penitentiary psychologist. M., 1997.

Encyclopedia of Legal Psychology / Ed. ed. Prof. A.M. Stolyarenko. M., 2003.

Andrew Coyle. Approach to prison management from the standpoint of human rights // Handbook for prison staff. International Center for Prison Studies. London, 2002.

"27" January 2006 Signature of the head ___________