To navigate the world of professions, we offer you a kind of map. The territories of this map are groups of professions with similar characteristics. The fact is that each profession makes certain demands on a person. The type of profession indicates what a person has to deal with in the course of his professional activity, that is, the subject of labor. The subject of labor can be other people, technology, information, works of art or nature. And the class of professions speaks about the degree of complexity and required qualifications of a person, that is, about the nature of the work. The nature of the work can be executive or creative. Based on the subject of work, five types of professions can be distinguished. To professions like"MAN-MAN"include professions related to medical care (doctor, nurse, orderly), training and education (educator, nanny, teacher, lecturer, trainer), consumer services (salesperson, conductor, waiter), legal protection (lawyer, investigator, local inspector) . Professions of this type place high demands on such employee qualities as stable, good mood in the process of working with people; need for communication; the ability to mentally put oneself in another person’s place; ability to establish and maintain business contacts; understand the condition of people; influence others; show restraint. calmness and goodwill; speech abilities.Type"MAN-TECHNICAL"includes professions related to the creation, installation, assembly and adjustment of technical devices (bricklayer, fitter, welder, design engineer), operation of technical equipment (driver, fireman, crane operator, turner, seamstress), repair of equipment (repairman, mechanic, electrician). This type of profession requires the employee to have a high level of development of visual-figurative thinking, spatial concepts, technical awareness and intelligence, good motor skills, and dexterity. Type“MAN IS A SIGN SYSTEM”combines professions related to texts (proofreader, typist, translator, librarian), with numbers, formulas and tables (programmer, economist, accountant, cashier), with drawings, maps, diagrams (navigator, draftsman), with sound signals (radio operator, telephone operator). Professions of this type require from a person the ability to think abstractly, handle numbers, long-term and sustained concentration, and perseverance. To type"MAN IS AN ARTISTIC IMAGE"may include professions associated with the creation, design, modeling of works of art (artist, journalist, fashion designer, composer), with the reproduction, production of various products according to a sketch, sample (jeweler, actor, cutter, restorer, cabinetmaker, florist-decorator) . A person in this type of profession is required to have developed artistic taste, high aesthetic sensitivity, and a rich and vivid imagination. Finally, to the type"MAN-NATURE"may include professions related to the study of living and inanimate nature (microbiologist, agrochemist, geologist), caring for plants and animals (forester, vegetable grower, livestock specialist), and the prevention and treatment of diseases of plants and animals (veterinarian). This type of profession requires a person to have good observation, the ability to navigate conditions of unpredictability and delayed results, change goals depending on conditions, endurance and patience for lack of comfort. Based on the nature of work, two classes of professions are distinguished. ProfessionsEXECUTIVE CLASSassociated with the implementation of decisions, work according to a given model, compliance with existing rules and regulations, following instructions, a stereotypical approach to solving problems (agent, nurse, salesperson, order taker, social worker, driver, operator, machine operator, carpenter, cashier, typist, telephone operator , hairdresser, landscaper). In most cases, professions in this class do not require higher education. ProfessionsCREATIVE CLASSassociated with analysis, research, testing, control, planning, organization and management, design, design, development of new samples, making non-standard decisions, require independent and original thinking, a high level of mental development and, as a rule, higher education (doctor, manager, assistant, psychologist, teacher, lawyer, engineer, economist, mathematician, architect, physicist).
12. One of the stages in the implementation of the desire for professional excellence, based on taking into account the nature of the inclinations, interests and capabilities of a particular type, is the professional selection of candidates for training or performing real activities. Professional selection is a set of measures aimed at identifying individuals who best meet the requirements of a specific specialty in terms of their individual qualities. Professional selection includes the study of a person’s social characteristics and the level of his general educational and special preparedness, as well as medical and psychological examination - these areas human studies often act as independent types of selection, which, however, are closely related and mutually complement each other.
Psychological selection is a procedure for studying and assessing the degree of development, mental and psychophysiological qualities of a person required by a specific profession, which contributes to the successful mastery of the profession and subsequent effective activity. In the process of psychological selection, depending on its specific nature of the contingent and professional requirements, an assessment may be provided, firstly, of biologically stable psychophysiological qualities (thresholds of sensation and perception, typological properties of higher nervous activity, psychomotor qualities, etc.), secondly , socio-psychological characteristics (personality orientation, communication, propensity for leadership, conformism, etc.), thirdly, characteristics of mental processes, states and properties. In practical terms, psychological selection can be developed and carried out either in its entirety (in all three directions) for a comprehensive study of the individual, or only in the form of psychophysiological selection (drivers, signalmen, etc.) or socio-psychological selection ( for managerial specialties or positions).
When developing a psychological selection system, it is necessary to observe the principle of scientific validity of organizational and methodological recommendations for selection. This 1 involves research into issues such as the relevance of selection, its objectives and methods. The need to create a system of psychological selection is determined by: the dependence of the success of training specialists on the expression of professionally significant personality qualities and the presence of a sharp differentiation between good and bad students or specialists, which is based on individual characteristics. The selection of assessment methods and criteria for professional suitability are determined by specific selection objectives, according to which the requirements for an applicant or young specialist will differ significantly. Depending on the nature of the tasks, selection for training and for real activities (in simple or extreme conditions) differs. The procedure for examining candidates during psychological selection involves assessing professionally significant personality traits. As methods for studying individual psychological characteristics of a person, a large arsenal of methodological techniques is used, from which a complex of them is experimentally determined, the most informative and predictively valuable for solving the problem of selection for a specific profession.
The development of a psychological selection system is completed by checking the effectiveness of using its methodological and criterion recommendations by comparing them with external objective indicators of the success of training or the actual activities of representatives of the control group, as well as drawing up organizational and methodological instructions for conducting selection.
Methods used for psychological selection must meet certain requirements for the criteria of validity, reliability and differentiation. The validity of a technique refers to what it measures and how accurately it measures. The reliability of a technique is determined by the consistency of the results obtained during repeated (and under equal conditions) examinations of the same person using a specific technique. The differentiation of the methodology means that each method should be aimed at assessing a specific mental function or their combination.
To determine the predictive value of the technique, it is necessary to compare the results of an experimental psychological examination of individuals with different levels of professional preparedness. The selected criteria for assessing professional effectiveness must satisfy the following requirements:
the adequacy of assessments from the point of view of selection purposes and the characteristics of professional activity - they must characterize the activity for which it is planned to select candidates;
objectivity of assessments, i.e., the predominant use of quantitative indicators of professional effectiveness (statistical data on the number of cases of suspensions from school or activity, indicators of the speed and quality of mastering elements of the profession, indicators of reliability of work performance, etc.);
complexity of criteria, i.e. the need to use evaluative indicators of professional effectiveness that characterize various aspects of its manifestation, followed by identifying the leading criterion or using a generalized assessment.
13. Professionogram Professionogram- this is a description of the characteristics of a certain profession, revealing the content of professional work, as well as the requirements that it places on a person. Based on a comparison of the individual characteristics of the employee with the standards of the occupational chart, it is possible to draw a conclusion about his compliance and professional suitability for this type of work.
Professionogram– this is a document containing a description, firstly, of the content of work in a certain profession (functions, responsibilities, tasks, operations), and secondly, the requirements for a bearer of a certain profession (professional, business, personal qualities). The documentary form of a professionogram can be a verbal description, a symbolic algorithm, a video film, or a computer program.
The professional profile should have the following structure:
- general provisions (profession, prevalence of profession, economic sector, specialty);
- personnel training (types of educational institutions, forms of training, duration of study, conditions of admission, level of qualifications obtained, prospects for professional qualifications and job growth);
- typical production indicators of work (field of activity and types of labor, types of main tools of labor, the most important production operations, types of professional difficulties, errors, predominant types of activity, forms of labor organization and the nature of social ties);
- sanitary and hygienic working conditions (microclimatic conditions, work and rest schedules, injuries, occupational diseases, labor protection measures);
- medical contraindications;
- qualification profile (general educational preparation, vocational training, general level of intelligence, verbal proficiency, numerical proficiency, spatial orientation, shape perception, motor coordination, aptitude for scientific and technical activities, specific abilities).
Currently, a professionogram is developed by specialists based on observation of an employee in the labor process, including psychophysiological measurements, timekeeping, photography of working time, construction of sociometric matrices of employee interaction, and analysis of information flows. First of all, the developers of the professionogram are guided by the opinion of experienced workers in the profession being studied and their managers.
14. Psychogram - a scientifically based list of personal psychological properties, qualities and abilities of a person that are necessary to perform work in a given specialty and in a specific position. A psychogram involves a complete description of the actual psychological characteristics of an activity.
When drawing up a psychogram, the key issue is determining the list of personal psychological properties. This question is one of the most confusing in the psychology profession. The desire to show the uniqueness of individual professions from the point of view of their dependence on personal qualities has led to numerous studies in the field of pedagogical, musical, and organizational abilities, but this has not clarified the situation. Proposed by V.D. Shadrikov’s understanding of abilities as properties of functional systems that implement individual mental functions, as well as the structure of abilities he developed, allow us to formulate a hypothesis regarding the problem of separating general and special abilities when drawing up a psychogram.
From the point of view of V.D. Shadrikov, the phenomenon of special abilities as distinct from general ones is a phantom. Man is naturally endowed with general abilities. Special abilities are general abilities that have acquired the features of efficiency under the influence of activity requirements.
As a result of the formation of a functional system of activity, it acquires new qualities. On the one hand, this applies to each ability participating in an activity, which, in the ensemble of other abilities, itself acquires new aspects, new properties. On the other hand, the functional system of activity is manifested in such a systemic quality as giftedness. It is important to note that giftedness is individual: different individuals engaged in the same activity have different talents. The same activity is characterized by different talents. Here, as in the problem of abilities, the qualitative characteristics of giftedness come to the fore, and only then the measure of its expression, quantitative parameters.
Indirect confirmation of the expressed point of view are the results of the study by V.D. Shadrikov's professional abilities in a wide range of specialties. In most of the studies he analyzed, one of the central tasks facing the authors was to identify professionally important qualities. As a result of the analysis, the following features of mental processes were identified, which are considered professionally important.
15. A person in work, as he improves from a simple performer, a worker, turns into a subject of labor who sets and realizes his goals in work, then into a specialist who performs work skillfully on the basis of special training, and later into a professional who carries out his work on the basis of his high standards ; sometimes a person develops further, becoming a creator, an innovator in work, enriching the experience of the profession.
The company strives to make as many employees as specialists as possible, to provide them with vocational education and special training. In labor psychology, a model of a specialist is being developed - as a reflection of the volume and structure of professional and socio-psychological qualities, knowledge, skills, which together represent his generalized characteristics as a member of society.
There are:
model of a specialist (working, functioning);
specialist training model; It is believed that the training model is built to organize professional training and is based on the specialist model.
When building a specialist model, the following options are possible:
a model of a specialist’s activity, which may include a description of the types of professional activity, the scope and structure of professional activity, situations of professional activity and methods for solving them, including typical professional tasks and functions, professional difficulties, typical institutions and workplaces;
a model of a specialist’s personality, which includes the necessary qualities and properties of an employee.
A specialist’s personality model is a description of the totality of his qualities that ensure the successful completion of tasks arising in the production sphere, as well as the employee’s self-training and self-development. It is advisable to select and develop personal qualities for each type of professional activity. For example, for the model of an engineer’s activity, professional tasks are described (special technical, economic and organizational, tasks for selecting and placing personnel, improving one’s qualifications); There, in the engineer’s personality model, psychological qualities, skills and knowledge were developed for each type of professional activity; type of organization and department, positions from entry-level to higher.
There are a number of suggestions for the specialist model and the specialist training model:
The model of a specialist may be different for a young, novice specialist and an experienced, successful specialist, because as professionalization progresses and at its different stages, a specialist will be characterized by a different ratio of qualities. Some authors believe that it is better to build a model of the activity and personality of an already established specialist, others note that it is a mistake, for example, to overestimate the requirements in a professional program and count only on the ideal, and not on the average worker;
the specialist’s model should include components that definitely influence the effectiveness of activities and provide control over them, are easily diagnosed, and create the possibility of intervention and correction;
the model of specialists who have the same specialty, but received different specializations, can be very different;
The specialist training model is based on the specialist model and includes types of educational and cognitive activities for mastering professional activities, curricula and programs, educational measures, forms of communication with production, and qualification characteristics of specialists. You must be able to build a model of a specialist and translate it into models for training a specialist.
A number of considerations are expressed in the literature about the types of specialist models. A variant of the specialist model is the professional qualification model, which reflects: types of professional activities in different positions and different jobs, responsibilities and functions, qualities, knowledge and skills. Such models are necessary for the selection and placement of personnel, for certification, and for drawing up a program for training and retraining of specialists.
The qualification characteristics of a specialist reflect the specialty (specializations) and level of qualifications. This characteristic may take the form of a specialist profile. The profile indicates types of professional activity, usually no more than two or three, for example, research engineer or design engineer. Models of specialists of a narrow and general profile are possible. The qualification characteristics are also called the normative model - these are generalized requirements for the activities and personality of a specialist, a specialist’s passport. A qualification profile is an expression of the qualities required by an employee in quantitative terms.
In general, the specialist model may include the following components:
professiogram as a description of psychological norms and requirements for the activities and personality of a specialist;
professional job requirements (PDT) - a description of the specific content of a specialist’s activity, determining what and how he should do when solving professional problems in the conditions of a specific position. The PDT contains a list of the minimum professional skills that a specialist must possess to ensure the required level of professional activity;
qualification profile - a combination of the necessary types of professional activities and the degree of their qualifications, qualification categories for payment.
The described structure of the specialist model is one of the possible ones; different researchers, depending on their approach, build different versions of it.
Of the three named components of the specialist’s model, drawing up a professionogram especially requires the participation of a psychologist. Other components - job requirements, qualification categories are established outside of psychology, within the relevant industry.
16. In practice, there is a wide variety of career options, which are based on four main models:
"Springboard". Climbing the career ladder occurs when higher and better paid positions are taken. At a certain stage the employee occupies the highest position for him and tries to hold on to it for a long time. And then the jump from the “springboard” - retirement. This career is most typical for managers of the period of stagnation, when many positions were occupied by the same people for 20-25 years. On the other hand, this model is typical for specialists and employees who do not set career advancement goals for a number of reasons - personal interests, low workload, good team - the employee is satisfied with his position and is ready to remain in it until retirement .
"Ladder". Each step of the career ladder represents a specific position that the employee holds for a certain time (no more than 5 years). This period is enough to enter a new position and work with full dedication. With the growth of qualifications, creative potential and production experience, a manager or specialist rises through the ranks. An employee takes up each new position after advanced training. He reaches the top step during the period of maximum potential, and after that a systematic descent down the career ladder begins, performing less intense work. Psychologically, this model is very inconvenient for managers due to the reluctance to leave the “first roles”. Here we can recommend paying close attention to such employees - including them on the board of directors, using them as a consultant.
"Snake". It involves the horizontal movement of an employee from one position to another by appointment, holding each for a short time, and then occupying a higher position at a higher level. The main advantage of this model is the opportunity to study all the functions of activity and management, which will be useful in a higher position. This model is characteristic of the Japanese model, since they associate themselves not only with a particular profession, but also with the future of the entire company. If personnel rotation is not observed, this model loses its significance and may have negative consequences, because Some employees with a predominant melancholic and phlegmatic temperament are not inclined to change teams or positions and will perceive it very painfully.
"Crossroads". When, after a certain period of work, a certification (comprehensive personnel assessment) is carried out and, based on the results, a decision is made to promote, transfer or promote the employee. This is similar to the American model, typical for joint ventures.
17. The term “becoming” is perhaps one of the most frequently used in philosophy, pedagogy, and psychology, but its semantic content is just as often vague and indefinite.
In the modern generally accepted scientific understanding, “becoming is a philosophical category that expresses the spontaneity, variability of things and phenomena - their continuous transition to another, the acquisition of new characteristics and forms in the process of development, approaching a certain state.” This term has attracted the attention of many thinkers. The most common understanding of becoming in the history of philosophy is its interpretation as a transition from one certainty of being to another: everything that exists is becoming, and its being is becoming. Later, in the process of development of philosophy, becoming again received priority over being. According to Hegel, everyone has an idea of becoming, and at the same time everyone recognizes that “this is only one idea; everyone further admits that if we analyze this representation, we will be convinced that it contains the definition of being, as well as that which is completely opposite - the definition of nothing; further, these two definitions are inseparable in one idea, so that becoming is the unity of being and nothing.” Becoming itself, according to Hegel, acts as the “first truth”, which is the starting point of all subsequent development, the starting point of the emergence, generation of things and phenomena.
The study of the problems of formation and development of a person as a professional in activity is one of the essential tasks of the new science - acmeology (B.G. Ananyev).
Most often, formation is characterized in inextricable connection with development or formation, combining and even replacing these terms with each other, especially when it comes to the formation and development of personality. The essence of the category “professional development” can be identified by comparing it with the categories “development” and “formation”.
Development is defined as an objective process of internal consistent quantitative and qualitative changes in material and ideal objects. Our analysis of the scientific literature showed that many psychological concepts of personality development do not provide a clear answer to the question of what is meant by “personality development.” There are many definitions. Here's one of them. Personal development is an objective process of formation and enrichment of a person’s physical and spiritual powers, ensuring the realization of his internal potential, his essence and purpose, the process of changing an individual as a result of his socialization. Personal development is carried out through a change in its direction. The orientation of the individual is the result of the contradictory unity of socialization, that is, the assimilation of social experience and culture, and individualization (the process of development of intelligence, will, aesthetic taste, and creative abilities of the individual). In the course of personality development, the formation of its integrity also occurs. According to K. M. Levitan, this integrity lies in the direction that ensures continuity, continuity of all periods of personality development, as well as in the acquisition of the necessary missing personality qualities.
The development of a professional’s personality occurs through qualitative changes leading to a new level of integrity. It involves changes in the essential forces of the individual, transformation of existing attitudes, orientation, and motives of behavior under the influence of changing social relations.
From the point of view of L.I. Antsiferova, “development is the main way of existence of an individual, the social and mental formation of which is not limited to any specific periods of time. It is carried out at all stages of a person’s life path. The period of maturity cannot be considered as the final state towards which development is directed and with which it ends. On the contrary, the more mature a person becomes in the social and psychological sense, the more his ability for further development increases.” Thus, the constant incompleteness, and, consequently, the endlessness of the process of formation, is a characteristic feature of the psychological organization of the individual and one of the prerequisites for its ability to limitless development.
Personality, developing, being formed, takes a certain form. This form represents an integral system of social properties that allows human social life to function not only in a collective, but also in an individual form. Formation is usually understood as a set of techniques and methods of social influence on an individual, with the goal of creating in him a system of certain relationships, value orientations, beliefs, and cultivating professionally significant qualities. By predicting oneself into the future, the personality shapes itself. Thus, the formation of personality is the process of developing socially significant qualities of an individual, his beliefs, views, abilities, and character traits. As the personality develops, the integrity of its psychological organization grows and new development potential accumulates.
But as noted in their study by E.N. Gusinsky and Yu.I. Turchaninova, trying to pinpoint the moment of the appearance of personality in the process of individual development, we inevitably come across a difficult-to-define period of a kind of “preparation” for the appearance of an object, which, as a rule, is denoted by the word “becoming”. During this period, an external observer can sometimes already discern individual features of the future object, but they do not yet add up to that definite whole that the observer knows from other samples. It is not easy to separate formation from development: when thinking about the formation and development of personality, we, as a rule, consider precisely the period when the personality is being formed, but has not yet fully emerged. When we talk about the development of an object, we usually mean that this object is somehow improved, complicated, developed.
Speaking about the personality of a professional in general, as an established integral system of professional knowledge, abilities, skills and, most importantly, filling them with personal meaning, we consider the training of future professionals precisely as a period of professional formation. This is the individualized development of professionally significant qualities and abilities, professional knowledge and skills, an active qualitative transformation by a person of his inner world, leading to a fundamentally new system and way of life - creative self-realization in the profession.
In psychological and pedagogical literature, the term “professional development” of an individual is widely used. Modern researchers consider it from different positions. For example, T.V. Kudryavtsev considers “professional development” as a long process of personal development from the beginning of the formation of professional intentions to the full realization of oneself in professional activities. The central link of this process is professional self-determination. T.V. Zeer interprets “professional development” as the formation of a personality that is adequate to the requirements of professional activity. K.M. Levitan explores this term as a solution to professionally significant, increasingly complex tasks - cognitive, moral and communicative, in the process of which a professional masters the necessary complex of business and moral qualities associated with his profession.
It is important to emphasize that almost all scientists dealing with the problem of professional development recognize that a person reaches the pinnacle of his professional development at the stage of independent professional activity. Therefore, professional development depends on the characteristics of the activity and the individual capabilities of a particular person. It follows from this that the process of professional development is individual and unique for each person.
18, 19. The current stage of development of society is characterized by automation and computerization of production, the introduction of new technical means and technologies, and the change from mono-professionalism to multi-professionalism. This leads to the fact that the professional and business world needs specialists who are able to successfully and effectively find and realize themselves in changing socio-economic conditions in connection with planning and organizing their careers. Thus, the problem of professional development of personality is one of the actively developed psychological problems.
Considering the professional development of an individual, many researchers identify stages, levels, stages that a specialist goes through in his professional advancement. Currently, in science there is no generally accepted division of a professional’s life path into stages or phases.
Let's use one of the options proposed by E.A. Klimov:
Optant – phase of choosing a profession;
An adept is a person who has already taken the path of commitment to the profession and is mastering it;
Adapter – a young specialist’s getting used to work, getting into many of the intricacies of the job;
An internal is an experienced worker who can already independently and successfully cope with basic professional functions;
K.M. Levitan distinguishes three main stages: the preparatory (pre-university) stage associated with the choice of profession; the initial (university) stage, during which the foundations of professionally important skills and personality traits of a professional are formed; basic (postgraduate) stage. This is a period of development of all the essential forces of the personality with the goal of its full self-realization in professional activities. It is at this stage that the formation of a professional’s personality occurs.
During the university period of professional development of an individual, we distinguish several levels. Namely (according to the concept of V.A. Slastenin):
1. Level of development – adaptive. Adaptive stage in professional activity:
Adaptation to new social and cultural realities;
Professional activity follows a well-established pattern, creative activity is weak, at the everyday level;
Stimulating various forms of independence and activity;
Formation of self-control skills of emotional self-regulation;
Acceptance of subject-subject relationships;
Finding direct and alternative ways to solve life and professional problems.
2. Level of development – professional and reproductive. Stage of mastering professional knowledge and skills:
Development of the need for professional fulfillment;
Updating cognitive reflection;
Mastering the values and meanings of professional activity;
Development of initial skills to create life path projects;
Development of thinking and understanding.
3. Level of development – personal-productive. The stage of accepting the personal meaning of professional activity:
Development of regulatory mechanisms of activity, communication, creativity;
Search and stimulation of an individual style of professional activity;
Willingness to professionally solve theoretical and practical problems;
Development of adequate communicative behavior of a future specialist in the professional activities of life.
4. Level of development – subjective-creative-professional. Practical implementation of the professional development of a future specialist:
Subjective implementation of the personal and professional development of a specialist;
The ability to make the necessary correction based on self-analysis of professional and life activities;
Strengthening the role of professional knowledge in personal, life and professional terms;
Systematization of views and attitudes regarding life and professional paths;
Finding your own individual style of professional activity;
Full readiness for professional activities.
T.V. Kudryavtsev, T.V. Zeer identifies four stages of professional development of a professional’s personality:
1. Formation of professional intentions: a person’s conscious choice of profession based on taking into account his individual psychological characteristics. Professional development begins with the formation of professional intentions, which are the resultant of many factors: the prestige of the profession, the needs of society, the influence of family, the media, etc. An important role in choosing a profession is played by the individual’s focus on a specific subject of work, which is revealed in interests and hobbies.
2. Vocational training or education: mastering a system of professional knowledge, skills and abilities, the formation of professionally important personality traits, aptitude and interests for a future profession. The second stage is primarily training at a higher educational institution. The main psychological new formations at this stage are professional orientation, professional and ethical value orientations, spiritual maturity, and readiness for professional activity.
3. Professionalization or professional adaptation: entry and mastery of a profession, professional self-determination, acquisition of professional experience, development of personality traits and qualities necessary for the qualified performance of professional activities.
4. Mastery, partial or complete realization of personality in professional activity: high-quality, creative performance of professional activity, integration of formed professionally important personality qualities into an individual style of activity. As you master professional skills, the activity itself becomes increasingly attractive.
The psychological literature has studied quite well the initial stage of professional self-determination - the stage of formation of professional intentions and choice of profession by secondary school graduates. As numerous studies show, the desire to find one’s place in life, in professional activity, and the need for professional self-determination are one of the important psychological developments of high school age. Responding to new expectations of society, high school students are intensifying the search for a profession that can satisfy these expectations, as well as their personal needs, which are largely determined by the level of development of the motivational sphere. To this end, they analyze their capabilities from the point of view of developing professionally significant qualities and form a self-assessment of their own professional suitability.
20. Professionally important personality traits of a professional
Professional development of an individual is a holistic process that dynamically unfolds over time, from the formation of professional intentions to the full realization of oneself in activities. The main contradiction in professional development is the contradiction between the established personality traits and the objective requirements of leading activity, the significance of which is that it determines the further development of the personality. Carrying out oneself in leading activities, the personality gradually changes, which leads to a restructuring of the motives for leading activities and the formation of new personality traits.
Professional development involves the use of a set of techniques of social influence on the individual, its inclusion in various types of activities aimed at forming a system of professionally important qualities.
The formation of complexes of professionally important personality qualities involves not only sets of personality properties associated with the type of activity, but also personal qualities that are professionally important for any type of professional activity. These are, first of all, responsibility, self-control, professional self-esteem, which is an important component of professional self-awareness, and somewhat more specific emotional stability, anxiety, and attitude to risk.
Among the actual personal properties, responsibility is most often mentioned as a universal professionally important quality. Responsibility is considered by a number of authors as one of the properties that characterize the orientation of a person, influencing the process and results of professional activity, primarily through the attitude towards one’s work responsibilities and one’s professional qualities.
“Professional development is accompanied by professional crises that correspond to age periods. The crisis refers to the difficulties of professionalization of the individual, the inconsistency of professional life and career realization. Crises of professional development are short-term periods (up to a year) of radical restructuring of the individual, changes in the vector of his professional development.
These crises, as a rule, occur without pronounced changes in professional behavior. However, the ongoing restructuring of the semantic structures of professional consciousness, reorientation to new goals, correction and revision of the individual professional position prepares for a change in ways of performing activities, leads to a change in relationships with people around, and in some cases, a change of profession.”
Let's consider the factors that initiate crises of professional development. First of all, they can be gradual qualitative changes (improvement) in the ways of performing activities. At the stage of professionalization, a moment comes when further evolutionary development of activity and the formation of its individual style are impossible without a radical change in the normatively approved activity. The individual must commit a professional act, show above-standard activity, which can be expressed in the transition to a new educational qualification level, or to a qualitatively new innovative level of activity performance.
Another factor that initiates crises of professional development can be the increased social and professional activity of an individual. Dissatisfaction with one's social, professional and educational status often leads to the search for new ways of performing professional activities, its improvement, as well as changing professions or places of work.
Factors that give rise to professional crises can be the socio-economic conditions of a person’s life: liquidation of an enterprise, job cuts, unsatisfactory salaries, moving to a new place of residence, etc. Professional development crises are often associated with increasing changes: deteriorating health, decreased performance, weakened mental processes, professional fatigue, intellectual helplessness, “emotional burnout” syndrome, etc. Professional crises often arise when taking on a new position, participating in competitions to fill a vacant position, or certifying specialists.
Finally, complete absorption in professional activities can become a factor in a long-term crisis phenomenon. Fanatic specialists, obsessed with work as a means of achieving recognition and success, sometimes seriously violate professional ethics, become conflicted, and show rigidity in relationships.
Crisis events may be accompanied by a vague awareness of an insufficient level of competence and professional helplessness. Sometimes crisis phenomena are observed at a level of professional competence that is higher than that required to perform standard work. As a consequence, a state of professional apathy and passivity arises.
“We will understand professionalism not as simply the highest level of knowledge, skills and results of a person in a specific activity, but as a certain systemic organization of consciousness, the human psyche, including at least the following components:
Properties of a person as a person, a subject of activity:
1 image of the world; orientation, socially oriented motives; attitude to the outside world, to people, to activities; attitude towards oneself, features of self-regulation; intellectual personality traits; emotionality, its characteristics and manifestations; idea of one’s place in the professional community.
2. Praxis of a professional: motor skills; skills, actions, focused on the subject area of work; skills, communicative, socially impactful actions; abilities, skills, self-regulatory actions.
3. Gnosis of a professional: premium information, professional specificity of attention, sensation and perception; information processing and decision making, memory, thinking, imagination, their professional specifics.
4. Awareness, experience and culture of a professional.
5. Psychodynamics, intensity of experiences, speed of their change."
Professionalism can be described through the relationship between the motivational sphere of a working person (professional values, professional aspirations and motives, professional goal setting, etc.) and the operational sphere (professional self-awareness, professional abilities, learning ability, techniques and technologies as components of professional skill and creativity, etc. .). Thus, professionalism is an integral characteristic of the activity, communication and personality of a working person.
Professionalism is an integral step towards its highest quality – competence in a specific activity. The idea of professionalism should not be reduced only to the idea of a high level of professional skill. The work of a professional is not limited to what is visible to an outside observer; a professional must be considered as a complex system that has not only external functions, but also complex, diverse internal, in particular, mental functions.
“Professionalism correlates with various aspects of an employee’s maturity, and therefore a person has several types of professional competence:
Special or activity-based, which involves proficiency in professional activities at a high level;
Social, which involves mastery of methods of joint professional activity and cooperation;
Personal (possession of methods of self-expression and self-development);
Individual (possession of techniques for self-realization and self-development of individuality within the framework of the profession, the ability to creatively express one’s individuality).”
The presence of all types of competence means that a person has achieved maturity in his professional activities, communication and cooperation, which characterize the formation of the personality and individuality of a professional.
Competence is a certain psychological factor, which includes: comprehensive knowledge of the subject and object of activity; the ability to understand any non-standard issue related to this activity; the ability and ability to explain any phenomena associated with the activity; ability to accurately evaluate the quality of work and its consequences. Competence is mastery not so much in the sense of execution, but in the sense of organization and systematic understanding of all problems associated with an activity, the ability to set tasks and the ability to organize the solution of specific problems related to the type of activity in which a given person is competent.
Competence includes such characteristics as the integral correspondence of the individual to the tasks being solved, the quantity and quality of solved problems, effectiveness and success in problem situations.
In different professions, the same person at different stages of his development, competence can be represented by a different set of the above qualities.
The source of professional development is the contradictions between the achieved level of personal development and the requirements that the team, society, and educational activities impose on the system of already formed knowledge, skills, as well as on the individual psychological properties of the individual. Therefore, the professional development of an individual has its own educational trajectory and trajectory of personal growth.
According to K. Jung, every individual has a tendency towards individualization, or self-development. Individualization is the process of “becoming yourself” and is directly related to the concept of personal growth. K. Jung believed that personal growth is an expansion of knowledge about the world and about oneself, conscious awareness.
The author of individual psychology, A. Adler, considered personal growth as a movement from self-centeredness and goals of personal superiority to constructive mastery of the environment and socially useful development.
A. Maslow considered personal growth as the consistent satisfaction of “higher” needs based on the achieved basic ones. Growing according to Maslow means not remaining in potentiality. The “best choice of life” is always within us. Personal growth does not lie in a single achievement, it is a special relationship with the world and oneself.
K. Rogers believed that personal growth is expressed in the desire to become more and more competent and capable as biologically possible.
Thus, personal growth is qualitative changes in personal development that affect basic life relationships, the “core” of personality. Treating your past life as the past and focusing on the future allows us to talk about such qualitative changes in personal growth. Any stop in this continuity can be fraught with the onset of stagnation and the beginning of personality degradation.
Choosing a profession is one of the main life choices made by a person at a young age, since by choosing a profession, he chooses a way of life.
A person who chooses his future profession is called an optant (from Latin optacio - desire, election). The selection stage should end with the formulation of a realistic and fairly clear idea of the professional community into which the growing person will include himself in the future.
The number of professions these days is measured in five figures, and their world is a moving picture. According to various researchers, ninth-graders, for example, can name on average only 20-26 professions, so career guidance is often spontaneous. A study of the motives for choosing a profession by schoolchildren showed that the advice of others plays a significant role in this: 25% of children choose a profession under the influence of a friend who is more independent, 17 - on the advice of their parents, 9% - under the influence of the media. Another 9% are guided by minor factors, such as the proximity of the university to home, and only 40% of teenagers choose a profession based on the content of the activity. But professional intentions turn out to be more stable, and mastery of activities is faster and more effective if the main reason for the choice is an orientation towards the content of the upcoming activity.
When choosing a future profession, a high school student, as a rule, focuses on his interests and inclinations, without taking into account his own adequacy to the requirements of a particular field of professional activity: the presence of psychophysiological capabilities, intellectual potential, professionally significant personality qualities.
For many people, the choice situation turns out to be stressful. The reasons for this lie in the fact that, on the one hand, a person is afraid to take responsibility for his actions, on the other hand, he simply does not know how to competently make a decision so that it corresponds to his interests and goals.
When turning to a specialist, a person asks to determine what type of activity he is most capable of, expecting to receive unambiguous recommendations regarding his professional destiny. Behind this lies not only a common misconception regarding the predisposition of each of us to a certain type of activity (and only to it), but also, perhaps, an unconscious desire to shift the solution to the most important life problem to another person, even a specialist.
Qualified assistance means that a consultant helps a person determine the presence and direction of his professional interests and inclinations, personal and business qualities necessary for mastering a certain area of professional work; informs him about the content and working conditions within the profession of interest; introduces you to the rules for making decisions and planning your professional path. The final choice of future profession remains with the person himself.
Psychological classification of professions (specialties)
A specialty is a limited (due to the division of labor) area of application of a person’s physical and spiritual forces necessary for society, which gives him the opportunity to receive in return for the labor he has applied (expended) the necessary means of existence and development. A profession (from Latin professio - officially specified occupation, profiteor - I declare my business) is a group of related specialties. For example, there is no turner at all, there is a rotary turner, a boring turner, a revolver turner, a universal turner, etc. All these specialties are theoretically combined into a group designated as the “turning profession.”
There are thousands of specialties, and for ease of orientation in them, their classification is necessary. Various classifications are possible: according to sectors of the national economy, according to the level of required qualifications, according to the similarity of psychological requirements and on many other grounds.
For a rough distinction and “trying on” by each person different professions, a four-tier overview classification of them according to the characteristics of the subject, goals, means and working conditions, developed by the scientist E.A., is suitable. Klimov and his staff.
In accordance with the distinguishable varieties of object systems, five types of professions are distinguished: “man - nature” (P), “man - technology” (T), “man - man” (H), “man - sign” (3), “man - artistic image" (X).
World map of professions
| Conventional name for the type of profession | Characteristics of the subject of labor | Vocational Education | Secondary special education | Higher education |
| "Man-Nature" | Living organisms, biological, microbiological processes | Fruit and vegetable grower, livestock breeder | Forestry technician, livestock specialist, florist | Animal engineer, agronomist, veterinarian |
| "Man-Technology" | Technical systems, energy, artificial and non-living natural materials | Mechanic, crane operator, operator | Technologist, construction technician | Engineer |
| "Man-Man" | People, teams, groups, social processes | Seller, hairdresser | Nurse, preschool teacher | Teacher, engineer, manager |
| "Sign Man" | Conventional signs, numbers, codes, natural and artificial languages (formulas) | Typesetter, draftsman, PC operator | Financial inspector, economist | Engineer-economist, editor, theorist |
| "Man-Artistic Image" | Artistic images, their properties, elements | Engraver, sculptor of architectural details | Decorator-designer, sculptor-performer | Design artist, interior designer, fashion designer, actor |
Professions like “Man - Nature”
These are professions where the labor of workers is directed to objects of living nature. Educational subjects help to navigate this area: botany, zoology, anatomy, physiology, general biology.
The peculiarity of biological objects of labor is that they are complex, changeable, and non-standard. They transform according to their internal laws. Plants, animals, and microorganisms live, grow, develop (and also get sick and die). The worker needs not only to know a lot, but also to mentally anticipate changes in the objects of labor.
The employee is required to have initiative and independence in solving specific work tasks. Care and foresight are important, because many changes in animal and plant organisms may be irreversible (plants may wither, die from pests, widespread livestock diseases may begin, etc.). Changing working conditions require the employee to creatively solve emerging problems.
Human labor in the field of “man-nature” professions is aimed not only at the objects mentioned above. For example, plant growers use various and complex techniques in their practice. Working in a team, they are, in particular, busy establishing interpersonal relationships. They also have to delve into issues of accounting and economic evaluation of their work. There are even professions of this type that necessarily require artistic inclinations (along with an inclination towards biology and botany), for example, flower growers and decorators (florists), green building technicians (specialists in landscaping cities and populated areas). But still, the main subject of attention and concern of workers in this case is plants and their environment.
The situation is similar with animal husbandry professions. Livestock farming is increasingly being transferred to an industrial basis and equipped with technology. A livestock breeder is also a machine operator. But if he does not have a special attitude, special inclinations to work with animals (and only has an interest in technology), then this negatively affects his work.
The microbiologist is surrounded on all sides by laboratory equipment, and the biological subject of research itself is not even visible to the naked eye. But here, too, the main thing is interest in natural phenomena. And technology is a means, but not the main subject of labor.
When choosing a “man-nature” profession, it is very important to take into account the following. For many people, nature acts as an attractive environment associated with recreation. City residents tend to go to the forest or mountains after work or during vacation. But all this is not the love for nature that is expected from a professional in the field of “man-nature”. Therefore, it is very important to understand exactly how a person loves nature: as a workshop in which he is going to devote all his energy to the production of this or that product, or he just likes to walk in the forest, breathe fresh air, lie on the lawn. You need to test your love for nature in practical work.
Professions like “Human-Technology”
These are professions where the labor of workers is directed to technical objects (machines, mechanisms, materials, types of energy). In professions of this type, educational subjects such as physics, chemistry, mathematics, and drawing help to navigate. It should be taken into account that the field of technical objects includes not only hardware, but also all kinds of non-metallic materials - fabrics, plastics, food raw materials, semi-finished products. The field of technology must be understood broadly.
The peculiarity of technical (and inanimate natural) objects is that, as a rule, they can be accurately measured, determined by many characteristics, and when processing, transforming, moving or evaluating the worker is required to perform precise and definite actions.
It is impossible to invent machines that would be very exhausting, wear out a person, would be very inconvenient and dangerous for him.
Designers, together with psychologists and design artists, strive to make technology as convenient, safe, and comfortable as possible.
In the world of technology there are many opportunities for innovation and invention. In this regard, technical imagination, the ability to mentally connect and separate technical objects and their parts are important conditions for success in this area. It is possible to invent not only new products of labor (products in technology are often strictly defined by drawings or technical specifications), but also methods of work.
Innovators come up with new types of tools, devices, and improve product processing technology. Therefore, it is incorrect to divide professions into creative and non-creative. There are creative and uncreative people. One worker was assigned to crack nuts. Nobody would call it a creative activity. And this man came up with the following: he made a tightly closed metal container (a large balloon), poured nuts into it, closed the container, pumped air into it, and then suddenly released it. And all the nuts neatly cracked at one moment. All that remained was to select the kernels and throw away the husks.
Along with a creative approach to business in the field of technology, a person is required to have high performance discipline. Discipline is needed everywhere, but technology with its precision is especially sensitive to this quality of workers.
This is the largest (in terms of the number of professions and specialties) type of professions. The work of professionals here is, of course, not only aimed at technology. Thus, a radio equipment installer cares, in particular, about the beauty of the installation, a trolleybus driver communicates with people during his work, an operator or mechanic can calculate something, and a crane operator can be busy loading cages, for example, with zoo inhabitants being sent on tour. But still, the main subject of professional attention and concern of workers in this case is technical objects and their properties. After all, a crane operator (crane operator) is a specialist in operating a crane, a mechanic is a specialist in metal processing.
It is important to keep the following in mind. Some names indicate the predominantly female nature of the work (knitter of textiles and haberdashery, etc.). But most of the names of professions are traditionally used in the masculine gender, although both men and women can work here (cook, projectionist, operator, turner, etc.).
Professions of the “Human-Human” type
These are professions whose object of attention is a person. They are associated with training, education, service, leadership. Academic subjects such as history, literature and others related to the study of people and society help to navigate in this area.
The first feature of professions of the “person-to-person” type is that the main content of work here comes down to interaction between people.
The second feature of professions of this type is that each of them requires a person to have double training:
1) you need to be able to establish and maintain contacts with people, understand them, understand their characteristics;
2) it is necessary to be trained in one or another field of production, science, technology, art, etc.
Professions like “Man – Sign” (“Man – Sign System”)
People with these professions are engaged in processing information (information) presented in the form of symbols, numbers, formulas, and texts.
Modern man is immersed in the world of signs and sign systems. Drawings, diagrams, topographic and geographical maps, numerical data, tables, formulas, signatures, inscriptions, texts, road signs, various kinds of conventional signals - all these are integral features of the manifestation of modern civilization.
In modern culture, a large role is played by signs that do not have a visual resemblance to the designated object (words do not resemble the objects in question, notes do not resemble music, money does not resemble goods, mathematical formulas that describe and allow one to determine the course of an airplane, do not resemble either an airplane or its flight path, etc.). Therefore, in order to successfully work in any of the professions of this type, you need special inclinations to mentally immerse yourself in the world of dry designations, to distract from the actual objective properties of the surrounding world and concentrate on the information that certain signs carry with them. When working with signs, as when working with any objects, the tasks of control, verification, accounting, processing of information arise, as well as the task of inventing new signs and sign systems. In other words, in this area of work, like in any other, there are unique opportunities for creativity.
Professions like “Human – Artistic Image”
These are professions in which work is aimed at artistic objects or the conditions for their creation. All professions of the “person - artistic image” type can be divided into subtypes in accordance with historically isolated types of artistic reflection of reality.
- Professions related to visual arts.
- Professions related to musical activity.
- Professions related to literary and artistic activities.
- Professions related to acting and stage activities.
The listed subtypes are not strictly limited from each other and are more or less strongly intertwined.
The first manifestations and forms of art in the history of mankind (image, song, dance) have always been by no means idle, but the most important social matter - the work of the collective. The song set the rhythm of joint work or created the necessary mood (sorrowful, joyful or militant). Drawing or dance determined and clarified intentions, goals, plans, and served as a kind of preparation for hunting, battle, etc. Art was associated with the life support of society and labor.
In the process of human development, there was a separation and isolation of the production of artistic values from the production of material values. Artistic specialists appeared. They satisfy their material needs at the expense of those who work in the field of agriculture and industry, and in return for this they contribute aesthetic values to the common cause.
There is a natural exchange of labor products. Of course, from time to time a “crazy piano” appears, which begins to seem that “it is playing for itself”, in other words, ideas appear that art is something exceptional (“art for art’s sake”, etc.) This is not a more witty position than if someone proclaimed: “industry for industry,” “beekeeping for beekeeping,” etc. In any field of work, skill can be unattainably high; True, not in every area it is expressed in spectacular effects. Therefore, not all areas of work have the same conditions for “pride” to take possession of a person.
One of the features of professions of this type is that a significant portion of the employee’s labor costs remains hidden from an outside observer. Moreover, special efforts are often made to create the effect of lightness and ease of the final product of labor. Thus, an artist’s performance in public can last several minutes. But in order for it to take place, the artist works daily and for many hours to improve and maintain his skill at the required level, strictly adheres to a special regime, etc.
When choosing the appropriate professional path, it is important to think about this implicit side of work, which may turn out to be an unbearable price for success. In order for work to bring satisfaction, it is important to cultivate a realistic level of claims for social recognition (not to claim more recognition than what you deserve according to real results of their activities). However, this is not easy to achieve if someone has already praised the person. A person with an unrealistic level of aspiration drives away the thought that the real reason for the lack of great success is in himself. He is inclined to explain failures by the actions of other people (“they interfered with”, “they do not allow passage”, “they are jealous”, “they slow down”, etc.)
Based on materials from the book by T.L. Pavlova “Career guidance for high school students.
Diagnosis and development of professional maturity"
The “human-technical” type of profession is focused on the creation, use and maintenance of various technical mechanisms and structures. A person uses technology to speed up and facilitate his work activity.
Everything that surrounds a person is called a “resource”. Resources are divided into energy and natural.
Natural resources include non-ferrous, ferrous, semi-precious and precious metals, oil, flora and fauna and much more. Energy resources are already processed natural resources with the help of which a person obtains energy. Energy can be obtained from the sun, water, wind (nuclear and hydroelectric power plants).
To process and extract such resources, millions of people in various specialties work all year round. The main representatives of the “man-technique” profession in this area are designers, miners, power engineers, lumberjacks and many others.
For production it is necessary to create conditions, this is, first of all, construction. But construction is not only the construction of residential complexes, but also transport highways, industrial premises, and the laying of power lines. All this is carried out by a reinforcement worker, an installer of reinforced concrete structures, a concrete worker, a bricklayer, a gas welder and others.
Production must have auxiliary resources - machinery, tools and equipment. Production equipment may vary in size, level of automation and complexity. New machines, production lines and mechanisms are developed and designed by process engineers and design engineers, manufactured by turners, mechanics, milling operators, and controlled by technicians.
The leader among technology is transport. This includes all equipment intended for transporting people and transporting goods (cars and subways, railways, airplanes, etc.), military equipment (tanks, submarines, etc.), etc. The main representatives of this area are pilots and machinists, as well as vehicle repair specialists. .
We need to remember about the technology that makes life easier for people, sewing clothes, producing food, making video, audio, household appliances, technical devices, computers and everything that no modern person can do without today. This area represents the largest number of specialties directly related to technology and related ones, for example, architects and programmers.
Professions of the “human-technical” type can be mastered in educational institutions of different levels of education. Higher educational institutions (institutes, universities, academies) graduate engineers of various profiles, and colleges and schools produce technicians. Working specialties can be obtained at vocational schools.
When giving preference to technical specialties, you need to remember about the characteristics of a person’s character, such as developed concrete and spatial thinking, the ability to abstract, neatness and precision, fine motor skills and good vision.
] Compiler of the volume V.E. Gavrilov. Artist Y. Markarov.
(Moscow: Publishing House "Young Guard", 1987)
Scan: AAW, processing, Djv format: pohorsky, 2014
- CONTENT:
Man is technology. G. Belov, V. Gavrilov (5).
HORIZONS OF ELECTRIC POWER SECTOR
ELECTRIC POWER ENGINEERING SERVES PEOPLE. O.S. Burlaka (18).
Power unit operator. V.A. Lichargin (22).
Boiler operator. Yu.I. Jerusalem (23).
Electrician of the operational field team. OK. Troitsky (25).
Science and practice (25).
Electrician for operation of distribution networks. OK. Troitsky (28).
Electrician for repair of relay protection and automation equipment. E.E. Siisel, K.V. Yeletsky (30).
Energy for the future. D. Zhimerin (33).
Electrician for testing and measurements. IN AND. Leonov (34).
Creativity of the young (34).
Cable solder. ON THE. Dinilicheva, V.N. Khudokormov (35).
Electrician for maintenance and repair of electrical equipment. V.E. Gavrilov (37).
Electrician repairing overhead power lines. V.E. Gavrilov (39).
Electrician for repairing electrical machines. SOUTH. Belov (42).
Did you know... (42).
Electromechanic for elevators. M.I. Ivanyuk (44).
Electrician for repair and maintenance of computers. G.V. Antipova (47).
Science and practice (48).
Assembler of electrical machines and devices. IN AND. Zakharenko, V.V. Leonov (49).
Tester of electrical machines, apparatus and devices. IN AND. Zakharenko (51).
Wrapper for electrical machine elements. M.I. Ivanyuk (52).
A little history (52).
Transformer coil winder. EAT. Ivanova (54).
Electromechanical technician for installation and commissioning of control and automation systems. A.I. Muzalevsky (57).
Thermal power engineer. N.M. Kuznetsov, A.V. Serdyukov (59).
Electrical Engineer. S.I. Dzhanshiev, G.Z. Zaitsev (61).
Electrician Engineer. L.B. Hansburg (62).
Unexpected troubles. Excerpts from the story. V. Rasputin, V. Shugaev (64).
RADIO ENGINEERING AND ELECTRONICS AROUND US. V.A. Tsaun (68).
Installer of radio-electronic equipment and instruments. N.M. Christ's (72).
Chip assembler. O.V. Bolshakova (74).
Fitter-assembler of radio-electronic equipment and instruments. N.M. Christova (77).
Science and practice (78).
Vacuum installer. G.T. Gvozdeckaya (79).
Operator of vacuum spraying processes. T.V. Bashaeva (83).
Operator of diffusion processes. T.V. Bashaeva, O.V. Bolshakova (85).
A little history (86).
Precision photolithography operator. S.V. Owl (87).
Adjuster of parts and devices. O.V. Bolshakova (89).
Regulator of radio-electronic equipment and instruments. N.M. Christ's (91).
Manufacturer of stencils, scales and boards. O.V. Bolshakova (93).
A profession without traditions. A. Fin (96).
Tester of parts and devices. N.P. Gubochkina, G.Ya. Klimenko (99).
Sorter of products, raw materials, materials. P.I. Gubochkin, G.Ya. Klimenko (100).
Radio circuit engineer. S.V. Owl (101).
Radio topologist engineer. S.V. Owl (105).
SIGNALS WORKERS - AT POST. A.B. Murdasov (107).
Did you know... (110).
Science and practice (112).
Electrician of sewer communication structures. O.V. Nazarev (113).
Electrician of linear telephone and radio installations. O.V. Nazarev (114).
Telecommunications (automatic) engineer. L.B. Murdasov (115).
A little history (116).
Telecommunications engineer (multichannel). O.V. Nazarev (117).
RICHES FROM THE BOWELS OF THE EARTH
MINER IS A COURAGEOUS PROFESSION. Yu.F. Kuznetsov (120).
Passer. Yu.F. Kuznetsov (122).
Operator of mining excavation machines. V.E. Gavrilov (124).
Did you know... (124).
Honest work. O. Akinshin (127).
Flotator. S.I. Gorlovsky (129).
Separator operator. S.I. Gorlovsky (130).
Science and practice (130).
Mining technician for open-pit mining of mineral deposits. V.M. Okladnikov (131).
Mining engineer. A.A. Borisov (133).
Creativity of the young (134).
Mining engineer (mechanical). B.S. Flywheels (135).
A little history (136).
Mining Engineer (Civil Engineer). IN AND. Vikharev, V.V. Smirnyakov (137).
Mining engineer (processor). S.I. Gorlovsky (138).
THE BREAD OF THE INDUSTRY IS OIL AND GAS. P.T. Erinchik (140).
Driller for production and exploration drilling of oil and gas wells. V.V. Sheverdyaev (143).
Did you know... (145).
Drilling rig operator. A.F. Starovoitov V.A. Masiyansky (146).
Derrick erector. A.F. Starovoitov (147).
Beyond the Arctic Circle. V. Anisimov (149).
Oil and gas production operator. P.T. Erinchik (153).
Science and practice (154).
Operator for underground well repair. P.T. Erinchik (155).
Pipelayer. V.E. Gavrilov (156).
Operator of a pipeline insulation machine. AND I. Nain (158).
Installer for the protection of underground pipelines from corrosion. S.S. Fedoseev (160).
Tunnel. G. Dzhanikyan (162).
PEAT - “TREASURE OF THE SUN”. A.I. Mandelbaum (170).
Operator of machines for preparing peat deposits for operation. A.I. Mandelbaum (170).
Machine operator for the extraction and processing of milled peat. A.I. Mandelbaum (172).
Operator of machines for the extraction and processing of sod peat. A.I. Mandelbaum (173).
Peat drying operator. A.I. Mandelbaum (173).
Peat presser. A.I. Mandelbaum (174).
ON CONSTRUCTION SITES
BUILD MORE, BUILD WELL. Yu.F. Kuznetsov (176).
Installer for installation of steel and reinforced concrete structures. G.T. Gvozdeckaya (182).
Scouts. N. Zlobin (184).
Industrial equipment fitter. N.F. Krupin (186).
Electrician for lighting and lighting networks. V.T. Poluchankin (187).
Did you know (188).
Electrician for power networks and electrical equipment. V.E. Gavrilov (189).
Electrician for electrical machines. V.T. Poluchankin (192).
A little history (193).
Plumber. V.E. Gavrilov (194).
Crane operator (crane operator). E.K. Mikhailova (197).
Automotive crane operator. E.K. Mikhailova (199).
Science and practice (200).
Asphalt concrete paver operator. E.K. Mikhailova (202).
Excavator driver. E.K. Mikhailova (204).
Creativity of the young (204).
Bulldozer driver. E.K. Mikhailova (206).
Leader. L. Kapelyushny (209).
Scraper operator. L.P. Drivotina (214).
Mason. G.T. Gvozdeckaya (216).
Concrete worker. E.K. Mikhailova (218).
Did you know (218).
The fitter. E.K. Mikhailova (220).
Construction carpenter. G.T. Gvozdeckaya (221).
A carpenter. G.T. Gvozdeckaya (222).
A little history (224).
Roofer for steel roofs. E.K. Mikhailova (225).
Glazier. E.K. Mikhailova (228).
Construction mechanic. Yu.M. Seryakov (229).
A little history (230).
Control panel operator in the production of wall products. G.T. Gvozdeckaya (231).
Miner in surface work (in the construction of tunnels and subways). V.E. Gavrilov (235).
Technologist for the production of prefabricated concrete and reinforced concrete products and structures. Yu.I. Akinshin (237).
Flying over the waters. R. Armeev (238).
Technician for installation of metal and reinforced concrete structures. P.D. Chomsky (242).
Mechanical technician for installation and repair of industrial equipment. N.F. Krupin (244).
Construction technician for the construction of industrial, civil and agricultural buildings. T.S. Remizova (245).
Civil engineer. Yu.A. Pompeev (246).
A little history (246).
Mechanical engineer for construction, road machinery and equipment. V.G. Tyurin (248).
A little history (248).
BY LAND, BY WATER AND BY AIR
ON STEEL MAINS. G.S. Belov (252).
Assistant locomotive driver. R.D. Kaverina (254).
Locomotive driver. R.D. Kaverina (256).
Did you know... (256).
Wagon inspector. V.E. Gavrilov (258).
Creativity of the young (259).
Driver of motor-car rolling stock of the metro. E.K. Mikhailova (260).
A little history (260).
Travel technician. V.A. Selivanov (262).
Railway maintenance technician. M.S. Borovikova (263).
Electrical technician for railway power supply. Yu.N. Smirnov (265).
Railway electrification engineer. G.S. Belov (266).
A little history (266).
Electrical engineer in railway transport. G.S. Belov (268).
CARS ARE GOING ON THE ROADS. N.Ya. Karapetyan (270).
Car driver. N.Ya. Karapetyan (272).
Steep passes. V. Kurasov (275).
Car repair mechanic. M.D. Avanesov, M.I. Ivanyuk (279).
Tram driver. E.K. Mikhailova (281).
Trolleybus driver. E.K. Mikhailova (284).
Science and practice (284).
ACROSS WATER EXPANSES. V.N. Porokhin (286).
Sailor. V.N. Porokhin (289).
Motorist-helmsman. V.E. Gavrilov (290).
Science and practice (290).
Marine electrical engineer. N.Ya. Karapetyan (293).
River fleet navigator. A.R. Steimatsky, V.D. Tkachenko (296).
A little history (296).
Arctic lilac branch. V. Bulanov (300).
THE SKY CALLS THE INQUIRIING AND STRONG. G.T. Gvozdeckaya (303).
Second pilot. G.T. Gvozdeckaya (307).
Pilot. G.T. Gvozdeckaya (308).
Flight engineer. G.T. Gvozdeckaya (311).
Sky of Anatoly Kaledin. I. Platonova (314).
Aviation technician. G.T. Gvozdeckaya (317).
Mechanical technician for the operation of mechanization equipment at airports. G.T. Gvozdeckaya (320).
Electrician for maintenance of lighting equipment of the flight support system. G.T. Gvozdeckaya (322).
We advise you to read (325).
Alphabetical index (334).
Publisher's abstract: The volume “Man - Technology” of the encyclopedic publication talks about professions and specialties in the process of which a person communicates with technology, a mechanic, an electrician, a mason, a pipe layer, a driller, a mechanical engineer, etc. The main attention is paid to the description of blue-collar professions that the national economy of the country needs. The publication is intended for high school students, secondary school teachers and all those involved in career guidance for young people.
The text of the work is posted without images and formulas.
The full version of the work is available in the "Work Files" tab in PDF format
Introduction page 3
Concept and types of professions p.4
2. Factors determining the choice of profession p.5
3. Demand for professions and professions of the future p.6
4.Results of the survey on choosing a profession p.8
Conclusion p.10
List of used literature p.11
Appendix 1 “Questionnaire” p.12
INTRODUCTION
One of the important steps in a person’s life is choosing a profession. The development of your personality, the achievement of a sense of self-sufficiency and even happiness, and, of course, material well-being depend on what profession you choose. In the modern world there are many professions, new ones appear, old ones disappear, some professions exist constantly.
To understand the diversity of the world of professions and help in choosing the most suitable one is the goal of this project. After all, by choosing a profession, we choose our future!
To achieve this goal, it is necessary to solve the following tasks:
Consider the concept and types of professions, present the classification of professions;
Analyze the factors determining the choice of profession;
Study the demand for professions and identify the professions of the future;
Conduct a survey of schoolchildren on issues of choosing a profession.
The work puts forward a hypothesis: The choice of profession is influenced by a person’s desires, skills, as well as the demand for professions in society.
In accordance with the set goal and designated tasks, the structure of the work was built. The work consists of:
Introduction, which reflects the relevance of the topic, formulates the problem, sets goals and objectives;
The main part, consisting of 4 paragraphs;
Conclusions, which present the main conclusions and results of the study;
List of used literature;
Applications.
The work reflects the results of a survey of schoolchildren in grades 6 and 11 on issues of choosing a profession.
The work contains a bibliography, including educational, scientific literature, articles from periodicals, Internet sources used in writing the work. The appendix contains the questionnaire used to conduct the survey on choosing a profession.
1. CONCEPT AND TYPES OF PROFESSIONS
Profession - from the Latin word profession - “I declare my business”, these are historically established forms of labor activity, for the performance of which a person must have certain knowledge and skills.
A profession is a type of work activity that requires certain training and is usually a source of livelihood.
Thus, from the above definitions it is clear that a profession is a form or type of labor activity. Labor activity must be the result of certain training, as a result of which knowledge and skills appear.
In the modern world there are many different professions.
To understand the diversity of the world of professions, let’s consider their main groups.
By nature of work:
Physical or mental labor. Examples of physical labor professions are builder, turner, packer, mental labor - teacher, researcher, doctor.
Performing or creative nature. An example of professions where there is a performing nature is an accountant, lawyer; professions of a creative nature - artist, fashion designer.
By skill level:
Professions requiring higher education;
Professions requiring secondary vocational education;
Professions that do not require qualifications;
By subject and nature of work There are several types of professions, which can be designated as follows:
- Man-Man. In such professions, sociability, contact, the ability to establish interaction between people, a stable good mood, the ability to mentally put oneself in the place of another, and patience are important. Examples of such professions are: doctor, tour guide, psychologist, secretary, bartender, teacher, salesperson, HR manager, correspondent.
- Man-Technology. For people in this group of professions, practical thinking, technical imagination, and the ability to mentally connect and separate technical objects and their parts are important. Example: auto mechanic, design engineer, mechanic, plumber, carpenter.
- Information Man. For people of such professions, it is important to be able to think abstractly (in abstract things), to imagine and perceive the phenomena behind the signs, numbers, and data. An example of professions in this group: accountant, auditor, historian, system administrator, translator, investigator, manager, archivist.
- Art Man. Such people require creative imagination, artistic ability, imaginative thinking, talent and hard work. Example: actor, musician, architect, image maker, makeup artist, designer, tailor, photographer.
- Man-Nature. People who have chosen professions in this group love nature, know the laws of nature and know how to apply them, have initiative, independence, caring, and patience. Example: veterinarian, agronomist, meteorologist, farmer, gardener, geologist.
2. FACTORS DETERMINING THE CHOICE OF PROFESSION.
Choosing a profession is a conscious process of selecting the work activity that you would like to engage in in the future.
To choose the right profession, you need to analyze your abilities, interests and existing skills and choose a profession that matches them, try your hand at various things and understand for yourself “what do I like to do?
A person will be successful in professional activity if:
The chosen profession will be interesting to him;
The chosen profession will correspond to his capabilities;
You will be able to find a job in your chosen profession.
Factors to consider when choosing a profession include:
1 group of factors that can be combined under the name “I WANT”: desires, interests, personality inclinations;
2nd group of factors that can be combined under the name “CAN”: these are the capabilities of the individual: human abilities, level of knowledge, psychological characteristics of the individual, i.e. characteristics of temperament, character traits, health status;
3rd group of factors that can be combined under the name “MUST”: this is the need of the economy and society for various professions, professions that will be in demand in the future.
3. DEMAND FOR PROFESSIONS AND PROFESSIONS OF THE FUTURE
Today, people change professions very often. This is due to the changing situation in the economy, the development of new types of activities, which affects the needs for a particular profession.
According to the Federal State Statistics Service and Employment Services, the most in-demand professions are:
1. Specialists of the highest level of qualifications - 22.6% of the total need for workers,
incl. specialists in the field of natural and engineering sciences - 6.4%;
specialists in the field of biological, agricultural sciences and health care - 8.2%;
Mid-level specialists and support staff in natural sciences and health care - 8.8%;
Workers in the metalworking and engineering industries - 7.8%;
Workers in the field of personal services and protection of citizens and property - 7.7%
Drivers and operators of mobile equipment - 7.3%.
There is a high need for unskilled workers, common to all sectors of the economy - 9.3%
In modern conditions on the labor market, everything changes quickly, even rapidly and unpredictably, but the situation on the labor market can still be predicted. As shown by research by sociologists published on the website www.gorbibl.nnov.ru, the top ten most in-demand professions in the near future will include:
1. Engineering specialties.
2. IT and computer hardware developers.
3. Nanotechnology.
4. Specialties at the intersection of electronics and biotechnology.
5. Marketing and sales.
6. Specialties related to service.
7. Logistics.
8. Ecology.
9. Medical specialties related to the search for means of prolonging life.
4. RESULTS OF A SURVEY ON PROFESSION CHOICE ISSUES
To confirm the hypothesis about the influence of the desires, opportunities and labor force needs of the economy and society on the choice of profession, a survey was conducted among schoolchildren in the 6th and 11th grades.
The questionnaire consisted of 4 questions that combined answers to questions about desires to choose a profession, the level of knowledge and preferences in various sciences, identifying the professional type of respondents, as well as questions related to the prospects for future professions (Appendix 1).
First question: What do you want to become by profession?
The most common answers to this question:
Manager, economist, businessman - 16.6%;
lawyer - 6.9%;
designer - 4.2%;
engineer, IT specialist - 15.2%.
Second question of the survey: What school subjects do you like best? (name 3 items).
The answers to the question are presented in Table 1.
Table 1.
Answers to the second question of the questionnaire
Thus, the version is confirmed that the “CAN” factor plays an important role in choosing a profession, which implies a person’s abilities and level of knowledge.
Question three of the survey:
Choose the characteristic that suits you:
3.1. I am sociable, sociable, I know how to establish interaction between people, I have a stable good mood, I am able to mentally put myself in the place of another (Professional type “person-to-person”).
3.2. I have practical thinking, technical imagination, the ability to mentally connect and separate technical objects and their parts (Professional “man-technology” type).
3.3. I can think abstractly (abstract things), I can work with numbers, data (Professional type “person-information”).
3.4. I have a creative imagination, an ability for art, imaginative thinking, talent (Professional type “person-art”).
3.5. I love nature, I know the laws of nature and know how to apply them, I have initiative, independence, caring, and patience (Professional “man-nature” type).
Based on the answers to these questions, I tried to determine whether the choice of profession corresponds to the professional personality type. The results of processing the responses are presented in Table 2.
Table 2.
Results of answers to the third question of the questionnaire
Thus, the thesis is also confirmed that when choosing a profession, the “WANT” factor plays an important role, which unites the desires, interests, and inclinations of the individual.
Question four of the survey:
Name 3 professions that will be most in demand in the future.
Most popular answers:
Technological engineer, IT specialist, specialists in the field of natural sciences (chemistry, genetics, physics), teacher and educator, doctor, lawyer.
The answers to this question are very similar to the opinions of experts. The guys choose promising professions in the future.
CONCLUSION
Choosing a profession is an important step in the life of every person. His well-being and self-affirmation depend on what profession a person chooses.
The formula for choosing a profession can be expressed as follows:
“I WANT” + “CAN” + “NEED”
The choice of profession is influenced by a person’s desires, skills, as well as the demand for professions in the economy and society.
To confirm the hypothesis put forward, a survey of schoolchildren was conducted on the issues of choosing a profession.
The results of the survey confirmed the hypothesis put forward in the project.
LIST OF REFERENCES USED
Kravchenko A.I., Pevtsova E.A., Social science. Textbook for 6th grade of general education institutions. // M.: LLC “Russian Word - Textbook”, 2013.
Scenario for training in professional self-determination “Profession and Career” // Electronic resource. URL: http://do.gendocs.ru/docs/index-260062.html (accessed 03/02/2016).
Official website of the Federal State Statistics Service // Electronic resource. URL: www.gks.ru (date accessed 03/02/2016).
Encyclopedia // Electronic resource. URL: http://lomonosov-fund.ru/enc/ru/encyclopedia:0128780 (access date 03/02/2016).
Encyclopedia of a young psychologist. // Electronic resource. URL: http://www.psihologu.info/content/view/510/16/ (accessed March 2, 2016).
10 most in-demand professions of the future. //Electronic resource . URL: www.gorbibl.nnov.ru (date accessed 03/02/2016).
Annex 1
What do you want to become by profession? _________________________
What school subjects do you like best? (name 3 items)__________________________________________________________
Choose the characteristic that suits you:
3.1. I am sociable, sociable, I know how to establish interaction between people, I have a stable good mood, I am able to mentally put myself in the place of another.
3.2. I have practical thinking, technical imagination, the ability to mentally connect and separate technical objects and their parts.
3.3. I can think abstractly (with abstract things), I can work with numbers and data.
3.4. I have a creative imagination, a knack for art, imaginative thinking, and talent.
3.5. I love nature, I know the laws of nature and know how to apply them, I have initiative, independence, caring, and patience.
4. Name 3 professions that will be most in demand in the future___________________________________________________________
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