How to provide yourself with psychological comfort in the team. How to build good relationships at work
One of the most frequently discussed topics in an interview is the recruiter's interest in how long a prospective employee plans to work for the company.
And although this is far from idle curiosity, HR professionals are well aware of the "critical periods" when layoffs at the initiative of employees occur most often.
Change of world view
Among the periods most dangerous in terms of sudden dismissal, the leading position is occupied by the time of exit from vacation. The fact is that being away from the usual bustle of everyday work, a person begins to listen to himself and think about the meaning of what he does.
Among the periods most dangerous in terms of sudden dismissal, the leading position is occupied by the time of exit from vacation.
In the most extreme version, there is a reflection on the urgent change not just of work, but of the profession itself and, possibly, even of the country. Often such thoughts creep in under the lazy sound of the waves or in a state of greatest relaxation and complete peace.
The former stressful life seems to be a waste of precious time, and there is a desire to pay more attention to what deserves interest and is perceived as more valuable. There is nothing reprehensible in such reflections, and if a desire has already appeared, then it is worthwhile to deal with it more carefully.
It is often during vacation time that valuable ideas about mastering a related profession or acquiring in-demand skills are born. The absence of the need to “automatically” do your job gives you more room to analyze your capabilities, so one of the results may be the search for a new job that is more in line with changed values.
autumn boom
Autumn, namely September and the first half of October, is traditionally perceived by many business representatives as a time for a surge in business activity.
Autumn, namely September and the first half of October, is traditionally perceived by many business representatives as a time for a surge in business activity. Most line employees and managers come out of vacation, starting work; as a result - a seasonal increase in attractive offers for applicants, the emergence of new jobs and the expansion of the field of business cooperation.
Many employees, knowing in advance about the inevitable seasonality of such offers, already from mid-August begin to put their resumes in order and intensively monitor the Internet in search of suitable offers. And as it often turns out - "the beast runs to the catcher."
The autumn surge of activity is also explained by the desire to make the most of the rest of the year, especially considering that it is worth hurrying with new projects so as not to start them in the New Year weeks. Many of those who have returned rested from their summer vacation feel the strength to move up the career ladder. And if the growth potential in the company is exhausted, the decision to change jobs is easily made.
Experts find it attractive to enter a new place in the fall also because a newcomer has a real chance to immediately receive a New Year's bonus or the thirteenth salary. And although this is not a defining motive, it still contributes to the adoption of such seasonal decisions.
Week without a year
The trial period is also rather shaky in terms of the intentions of the future employee. Even if he is quite suitable for the company, it is not yet a fact that the company will suit him. Actually, the very meaning of the probationary period lies in such a “two-way lookout” so that both parties, if necessary, have the opportunity to painlessly terminate their relationship.
If an employee has difficulty adapting to a new place, then his desire to continue working in this company may seriously decrease. It is perfectly normal to feel insecure in dealing with new colleagues and shy in front of unfamiliar management. Exciting thoughts about deeds and responsibilities that you never had to deal with before are also understandable to the wave. However, within a month, primary adaptation takes place, and in many ways, tension “loses ground”, giving way to productive work.
In the case of adaptation difficulties that drag on for more than 2 months, a person can quite reasonably assume that he does not need such work, since it takes too much time, effort and energy. If, moreover, the employer himself is not interested in reducing the severity of these difficulties, then, most likely, the employee will decide on dismissal within 1-2 months after starting work.
Calendar notes
A reasonable person has the habit of thinking, comparing the results obtained with the desired ones, and important role this is played by binding the available results to a certain time. One can easily do the same work measuredly and monotonously for many years, not really thinking about the growth of his skill. For another, it is vital to achieve qualitative changes in professional and career development during each specific period of time.
Knowing about the periods most often fraught with layoffs can, to a certain extent, reduce staff turnover.
It is easier for many of us to analyze what has been achieved, relying on calendar stereotypes familiar from childhood. If a week is extremely short for summing up the first results in a new place, but the first month is already able to provide some food for thought, as well as each subsequent one.
A quarter or half a year is a serious reason to think about how the new job meets the expectations and capabilities of the employee. At the same time, not only personal achievements are often evaluated, but also feedback from the team and management: psychological comfort, praise and help from the outside, prospects for promotion and salary increases. In many cases, this coincides with the end of adaptation difficulties and a more objective analysis of the work environment.
The first year is a kind of psychological Rubicon for each employee. During this period, certain results can be summed up - not short-term and random, but having the appearance of patterns. After its expiration, the person finally masters the position, overcoming all the difficulties of adaptation. Looking back, he is to some extent conducting his own test: how productive this year was, whether this work brought him closer to his goals and whether it is worth continuing to work in this company. If the answers are mostly unsatisfactory, then it is at this turn that the decision to dismiss is most easily made.
Methods for diagnosing the psychological climate.
So, let's start from the very beginning. If you decide to find out about the psychological climate of your team, then the question immediately arises: “What will we measure?” Approximately by sensations, we know whether we like the climate of our team or not, but for sure: “Why is it like this? What are its features and nuances? How are spheres of influence distributed among employees? And how to change and harmonize the psychological climate?” - these questions are either vague guesses or doubts.
At the same time, the science of sociology has long offered us a completely accurate diagnostic method that allows us to collect reliable information and answer all of the above questions. This method is sociometry. The method was invented by Moreno and described in his book of the same name "Sociometry".
What is it? Very simple:
1 - you come up with 4 questions for the team members and
2 - ask these questions to employees
3 - collect answers in writing.
4 - analyze the results
5 - draw conclusions
2 questions relate to the sphere of the transmission of rational information, and 2 - to the sphere of the transmission of emotional information, both positive and negative.
For example, questions might be:
With which employee would you first share the good news from your life? (write no more than three names)
With whom would you never share this joyful news from your personal life? (write no more than 3 names)
If something doesn’t work out for you, then which employee would you turn to for help? (write no more than 3 names)
Which employee would you never turn to for help? (write no more than 3 names)
When you receive answers (it is important that all employees answer), you then draw employees in circles with signed names. You draw information links between them with blue lines. Emotionally positive connections are red lines, and tensions (to whom I would not turn to) are black lines.
The result is a grid of circles and links, which shows:
to which of the employees the most blue lines are laid - he is the authoritative person for the rest
to which of the employees the most red lines are laid - that is the informal leader
to which of the employees the most black lines are laid - that conflict generator of the team
to which of the employees there are the fewest lines of any - that one is not incarnated into the team.
Groupings are also visible, if any.
The method is not difficult to use and surprisingly accurate in diagnosis.
Components of psychological comfort in the team.
The components of the psychological climate include:
1. Emotional atmosphere in the team
2. The level of trust, both professional and interpersonal.
3. The level of acceptance of people by each other as they are. This is also called tolerance.
4. The level of mutual assistance and cooperation.
5. As well as the presence of hotbeds of tension and conflicts.
Methods, principles, technologies for creating a comfortable psychological climate in a team.
Soviet scientists conducted experiments in the pioneer camp on undergrowth. How can children quarrel? It turned out that it was enough to divide the children into groups and settle in different buildings, and this was enough for the groups to compete with each other and be at enmity. Between the detachments, there was either a lack of interaction, or pronounced tension, rejection and conflict, especially among boys.
Scientists have concluded that a purely territorial division is enough for ties between people to be broken. Therefore, if your team is located in different offices, then this is already enough for relations between people from different offices to be, to put it mildly, cool.
Then the scientists asked the question: “But how to make children friends? How to reconcile them? They tried to unite them territorially: they mixed different detachments in residential buildings, settling them together. It did not help - the children smeared each other with paste and did other dirty tricks. They tried to seat them at the same tables at dinner - they started throwing cutlets. They tried to arrange joint events: they took them to the cinema and put everyone together - the children prevented each other from watching the film, spitting and throwing papers. A random event brought the children together.
When the children in the bus went to the sea, and the bus broke down on the way, they solved this difficult situation together, being under the scorching sun for 2 hours and calling for help. It turns out that it is much more difficult to unite people than to quarrel. And the unifying principle is a common misfortune, a common enemy or a joint solution to a common difficult, problematic situation.
Therefore, it is easier to initially build a positive psychological climate and then maintain it than to heal conflicts later. The psychological climate, in terms of the complexity of growing, is similar to the fragile and capricious orchid flower. Only sincere concern for the people of the leader. His involvement and cordiality are fertile ground here.
With a formal attitude towards people as functional elements, the psychological climate immediately turns into weeds or burdock.
So, how to create a psychological climate? If we imagine the situation of opening a new store, where all the employees are new, or from different teams, and therefore they hardly know each other, then the first thing to do is to introduce people in an informal setting, and conduct exercises to get to know each other and collect expectations. Each person expects something from others and from their activities. Unrealistic expectations lead to suffering.
Therefore, it is important to learn about expectations in order to show the way to the realization of expectations. In business trainings, there are a lot of acquaintance exercises: “Name your useful qualities and character traits that begin with the same letter as your name”, “Brag about what you are good at or what you have already achieved”, “Take sweets from a vase, and then tell as many events from your life as how many sweets you took, ”etc.
After getting acquainted, the team unites into groups and writes on whatman paper what they expect from their work in the store, and what they are ready to invest in the team so that everyone can work together comfortably. Each group will present their ideas and ideas.
For a positive psychological climate, it is important to form a mentoring system, highlighting the best employees based on the results of work in certain areas and, as an honorable function, entrusting them with taking care of newcomers. At the same time, each employee, mentor and trainee, must know both their rights and their duties, and the parameters of the result they are striving for.
Prospects, a positive image of the future in a year, three and five years are also important for creating and maintaining a psychological climate. It is important that employees see themselves through this time already today, and that they like this image and motivate them.
It is also important to create your own rules for communication and resolving contentious issues. One of the important rules is "analysis without evaluation", where difficult situations and behavior of employees are analyzed and analyzed, while there is no assessment of the person's personality. Valuelessness creates an atmosphere of security and trust. If a system of fines is introduced, then first employees are notified that such a system began to operate from such and such a date and they are given an explanation about the appropriateness of the system of fines, as well as what needs to be done in order not to fall under it. And only after answering the questions of employees, the system starts working. There is nothing worse. When an employee does not understand why he was fined and when he does not know in advance what his behavior can lead to a fine.
Methods of maintaining a comfortable psychological climate.
In an already working team, it is important to maintain a psychological climate. It is no coincidence that earlier on the door to the director's office there was a sign about office hours. This is a powerful means of maintaining a psychological climate and an atmosphere of openness and trust. When any employee could go directly to his senior manager and talk with him about sensitive issues. And in order for the manager to have more time to deal with strategic issues, special hours were allocated for employees. And everything was planned.
At the same time, if employees complain about each other, then it is important to put them at a common negotiating table and listen to everyone's version together. And ask everyone questions. And again listen to the answers. The psychological climate deteriorates greatly when speaking and discussing those who are absent. This is how rumors and gossip are born. Speaking openly with respect for the individual and with respect for the feelings of each is the basis of the foundations for maintaining a psychological climate.
Also, the psychological climate begins to crack at the seams if labor standards are violated, if people overwork and physically do not have time to recover. For example, I saw a very conflicted cashier who was a conflictogenic person and spoke very unflatteringly about his company. And the reason was simple: the store was located on the main street. There were constant queues at the checkout. And the cashier not only worked without lunch, but could not even go to the toilet. Because there was no one to replace him. The organization of work was not provided for such a constant influx of customers. And the customers themselves were also dissatisfied and expressed their comments to the cashier about their unwillingness to stand in line. If we also take into account the work with money, which requires care and accuracy, then this cashier can be understood. But a leader who does not take action is more difficult to understand. It is important to remember that when a person gets tired, he becomes more irritable, less tolerant, he has an increase in the number of claims against others and dissatisfaction with himself.
If your work is organized in such a way that all employees get very tired by the end of the day and cannot recover and relieve their stress on their own, then the psychological climate will inevitably suffer. Therefore, with intensive work, shift work is introduced. They also create rooms for psychological relief. But, unfortunately, our population does not have the culture to use these rooms, people have no time to go there, and educational work is also needed. It is important to know that stress is relieved by positive calm music (music generally sets the mood), massage and laughter. As well as sincere compliments and emotional support to employees. It is also important that the room is ventilated (fresh air, especially ionized air, has a powerful effect on the general atmosphere). The level of illumination of the room also contributes, especially in the evening. It is important to remember that fluorescent lamps are noisy and cause fatigue by 4 pm. The abundance of computers and wires also causes increased fatigue.
Computers can be compensated by an abundance of indoor plants that create a microclimate, as well as photo wallpapers with nature and a visible horizon line and a perspective on which the eyes rest. If the room is painted in strongly contrasting tones, in very bright colors or very dark tones, then this also adversely affects the physiology, and, as a result, the emotional background of the team. And people need to drink more water.
Therefore, the presence of a cooler and cups can help maintain the psychological climate. It is important to organize workplace employees to feel that they are thought of and cared for. Every little thing matters here, because care is manifested in the little things. And the elementary availability of toilet paper and towels in the toilet rooms is also important here.
If it is important for you to maintain the morale of victory and work for the result, then it would be good to do such a procedure, just once a week at a certain time. For example, on Friday at 16.00, the whole team gather and share their achievements. "My accomplishments this week." It could be a new book read, or a plan completed, or the withdrawal of a complaint from a difficult client. Any achievement that the employee himself considers an achievement.
Thus, everyone shares a positive, a new result that develops him. This creates a general atmosphere of development and success. And those employees who do not have achievements begin to think about what they will come with on Friday, and begin to change something in their work, if only in order to have something to say. Gradually, the value of development and work for the result becomes the value of the entire team. It should be remembered that in the team those values are formed and maintained that are reinforced and are in demand. And unclaimed values fade away. Ask yourself: “I care. so that my team lives by what principles and rules? ”And then for each principle or rule, come up with one regularly performed event, and hold these events. This is the key to the success of the psychological climate.
Stress in the work of the seller: methods of overcoming.
In addition to what has already been said above about stress and conflicts. It should be added that in the science of conflictology there are 2 concepts: stress and distress. These concepts were first introduced by Selye.
Stress is a tense event that causes the mobilization and activation of all its functions in the human body. As a result, a person's life becomes richer: colors are brighter, sounds are louder, observation is higher. That is why people sometimes like extreme sports or adventures. Stress pulls us out of our routine and makes us truly alive. People love stress. For example, falling in love is related to stress.
So stress is positive. But the same events and situations that created positive stress for us, but at the same time manifested with greater intensity, which give additional load, higher than the adaptive functions of the body, create a situation of distress.
Distress is a super stimulus that exceeds the body's resistance. Distress drains us, makes life difficult and confusing, and makes work unloved and dangerous. At the same time, the same situation for one employee can be stressful, and for another - distress. It all depends on stock. vitality: the more of them, the less situations will be distress.
How to overcome distress in the work of the seller?
First, keep track of which of the situations are stressful and which are already distressing. Second, ask for help from the team in situations of distress. Third- Respond to help. At the same time, it is important to create an atmosphere of cooperation and mutual assistance. After all, if you lift a box with 30 kg of potatoes on your own, this is not at all the same thing if you lift the same box together. The load is distributed over the same number of people. who are actively involved in the situation.
Fourth- to be grateful, to speak without stinting words of gratitude to others. According to Canadian studies, the feeling of gratitude is healing for the person who experiences this feeling. If a team has created a culture of thanking each other for help and helping each other, then such a team experiences practically no distress, because it reasonably distributes the load. At the same time, the leader himself is an example to follow: how he behaves with his employees, so they will behave with each other (over time)
We identify who should be responsible for the psychological climate in the team
First of all, whether he wants it or not, the head of the team is responsible for the psychological climate. Because the management tools and powers are in his hands. Because he has the strongest influence on the team. But he is not only person. Further, the informal leader influences the psychological climate. He may or may not be the same as the formal leader. The above method of sociometry will perfectly show us which of the employees is an informal leader. It is the leaders who set the unspoken rules and values in the team. Further, there are wise and personally mature individuals, as well as emotionally warm employees who experience most time positive emotions and a positive outlook on life and work.
It is to them that all “humiliated and insulted” or “emotionally wounded” employees are drawn. And words of comfort and encouragement heal the spiritual wounds of such employees. These are the people who are responsible for the psychological climate in the team. They can officially hold any supporting events. And they can take as assistants all the rest at their discretion. And they should be given such powers – to form working groups for the tasks of maintaining the climate in the team. Because only if each employee is responsible for the psychological climate, only then is it possible to create a lively and positive climate in the team, in which he wants to join, in which he wants to live.
Network Founder training centers"Academy of Living Business", certified business coach and coach - member of ICF, Ph.D. Zhanna Zavyalova
At the interview, you are asked how important a friendly team is to you. What is the best answer to such a question of a recruiter? Experts comment on your possible answers.
“Yes, this allows you not to be distracted by trifles and work more productively”
1. A person says that he is a workaholic, always ready to work for the result. A good option, since in addition to a direct answer to the question about the importance of psychological comfort in a team, the applicant also mentioned his interest in work. However, it may seem that he wants too much to please the recruiter.
2. One can argue with such a statement. As a rule, more often the opposite happens: the closer the relationship between colleagues, the more they are distracted. Here it is better to say that a normal psychological climate creates comfortable conditions for work.
“Of course, without it it is impossible to work”
1. The answer is good for its frankness: the applicant says what he thinks. He mentions his emotions, mood and expectations from the future team.
2. The phrase “It is impossible to work without it” raises certain doubts: such a statement is too categorical. Such sharp assessments speak of the nature of the person who perceives the world on the principle of "either good or bad."
3. It would be nice to explain why, from the point of view of the applicant, the climate in the team is so important. After all, the HR manager wants to hear a rather detailed answer in order to assess what exactly the candidate considers important for himself and whether the company can provide him with such conditions.
“I can get along with any team”
1. The recruiter will have to ask new questions to understand the applicant. What is behind such a self-confident answer? Perhaps a person is lying or it seems to him that he gets along well with others simply because he himself does not notice conflicts. Or maybe he is really able to get along with any team due to the ability to bypass sharp corners.
2. The situation is quite probable: there are employees who have the necessary communicative experience. Such a person can find the key to any worker and even eventually become informal leader team. To understand the applicant, the recruiter needs to compare this answer with the candidate's answers to other questions.
3. This is not entirely true. There are very few such people. The candidate overestimates himself to some extent. Not the greatest answer.
“I don’t care who surrounds me, the main thing is that they don’t interfere with work”
1. Such an answer immediately speaks of who is in front of us: this is a lone person, a result-oriented worker who does not care about relationships with colleagues at all. Therefore, if a recruiter is looking for a team person for the company, such an applicant will not suit him.
2. The candidate shows his isolation from the team and focus on individual results and work. This is not suitable for all companies and not for all positions.
“What, do you have an unfriendly team in your company?”
1. The applicant uses a defense question. This answer suggests that a person thinks out the situation and is inclined to defend himself. This position may indicate either a strongly low self-esteem of the candidate, or his past problems: perhaps he has already experienced conflicts, and now he is afraid to face new ones.
2. This is a kind of "collision". In fact, such a question is logical, but the wording should be changed: first, give an answer about your attitude to the psychological climate in the team, and at the end of the statement, ask what caused such a recruiter's question. It would be nice to justify your interest: to say that awareness of the team will help the candidate prepare in advance, adapt faster in a new place and avoid mistakes.
3. Answering a question with a question is not the best way out. It is better to demonstrate your own sound position and show the importance of climate and relationships in the unit.
“No, it doesn’t matter, I leave emotions at home”
1. This is an absolute lie, the person is clearly disingenuous. Each of us has emotions, and it is unlikely that anyone will be able to constantly restrain them. For the applicant, such an answer is undesirable, and the recruiter should make attempts to help the candidate open up, win him over and achieve more truthful explanations.
2. Emotions cannot be left at home, they will still be present, and underestimating such a factor can lead to disastrous consequences.
According to "Trud"
Oksana Klyueva
Creation of psychological comfort in kindergarten groups (workshop)
Tasks:
Introduce educators to the ingredients psychological comfort and emotional well-being of children in group.
Contribute to the effective use of educational and educational activities aimed at personally oriented interaction with the child.
CONDUCTION PLAN SEMINAR
Information part.
Problem psychological
psychological
Practical part.
And the emotional well-being of the child.
Emotional well-being of the teacher as a condition for the positive emotional state of children. Techniques for relieving emotional stress in teachers.
Discussion, summarizing.
Information part.
Problem psychological health at the present stage.
As a result of a survey of teachers and parents children's gardens about their understanding of the term "health" it turned out that the majority of respondents explain this concept in terms of physical well-being. But, in fact, health is a combination of several components.
Renowned doctor - psychotherapist Elisabeth Kübler-Ross put forward such idea: human health can be represented as a circle consisting of four quadrants: physical, emotional, intellectual and spiritual.
Unfortunately, many of us begin to understand the importance of not only physical, but also emotional health rather late.
It's no secret that many children have neurotic deviations. There are many reasons for this, and I think it is not necessary to list them. Such children are difficult for parents, teachers, and society. On the other hand, sometimes quite psychologically parents and teachers turn healthy children into neurotics.
Why is it so important to keep mental and psychological health of children? Surely each of you can answer this question by determining the consequences psychological discomfort for the child:
The appearance of phobias, fears, anxiety, increased aggressiveness;
Transition psychological experiences into somatic disorders, when a child who received psychological trauma, physically ill (a certain instinct of self-preservation of the body);
Manifestation psychological trauma received in childhood , in a more mature age period in the form psychological defense - a position of avoidance (isolation, drugs, suicidal tendencies, manifestations of aggressive behavioral reactions (escapes from home, vandalism, etc.)
Questions about psychological comfort and mental health should be addressed, first of all, to teachers, since most of the time children are in kindergarten . But many may object that there are objective reasons why it is impossible to fully create psychological comfort in the kindergarten group:
Large occupancy groups;
One teacher in group;
Unfavorable family situation.
Yes, that is the reality. But who will help us and our children, if not ourselves? preschool plays an important role, despite all the problems dictated by state of the art societies arising from its contradictions. BUT exactly: how capable create general positive and stable background for the child psychological state to ensure the development of an active and cheerful personality with self-esteem.
Creating psychological comfort in the nursery garden to preserve and strengthen psychological health and personality development of the child.
A person who is competent in communication, first of all, establishes a certain atmosphere of communication, which helps his partner feel free and comfortable. Expression "We have good contact" means "We understand each other, we are interested in each other, we trust each other."
Strongly established contact between people will provide in the process of communication an atmosphere of trust and acceptance in which any problems can be discussed.
A certain atmosphere is not only present in the communication of two or three people, but characterizes the general situation in a constant group of people(work team, family, school class etc.). kindergarten group is no exception, and sensitive people can immediately, only after crossing the threshold, feel the atmosphere of looseness or closeness, calm concentration or anxious tension, sincere fun or gloomy alertness, which is present in group. Atmosphere (or climate) in kindergarten group is determined:
Relationship between teacher and children;
Relationships between children.
good climate in group arises then when all its members feel free, remain themselves, but at the same time respect the right of others to be themselves.
The educator has a very significant impact on the quality group climate. In fact, the educator (and not children, as we usually think) creates certain climate in group.
The first step that an educator interested in creation favorable atmosphere in group, is to create and analyze a group situation. Given the direction of humanization preschool education, the most important thing in the work of a teacher is creation conditions for the development of the personality of the child, "inclusion" own mechanisms of self-development of the child through the organization by the teacher of a developing environment, personality-oriented communication with the child, giving him the freedom to choose activities, assistance in developing his abilities, creating an atmosphere of psychological security, emotional comfort. Considering all this, teachers in groups need to create conditions for the emotional well-being of everyone child:
Subject-developing environment,
Communication style of the teacher with the child,
The style of communication of educators with each other and with an assistant,
Communication style of teacher with parents
Watch how children communicate with each other.
The well-being of the child group is satisfaction with existing relationships group, degree of participation in joint activities, security, inner peace, experiencing feelings "we". All this can be defined as emotional well-being. Emotional well-being contributes to the normal development of the child's personality, the development of positive qualities in him, a benevolent attitude towards other people.
The influence of styles of pedagogical communication on a favorable psychological comfort in the group.
Now I would like to dwell on the styles of pedagogical communication.
The authoritarian style is directive communication. The teacher performs guiding, organizational functions, and the children are only performers. They are required to listen carefully, observe, remember, perform, respond. The educator does not notice that the lack of independence of children, lack of initiative is a consequence of his authoritarian tendencies towards overprotection.
An authoritarian educator lacks respect and trust in the personality of a growing person. He lives by the principle "Trust but verify", focuses on dominance, command in all situations of communication, expects unquestioning obedience and obedience. Wanting children means little to him. The formal approach to education clearly prevails. When organizing work in group does not take into account the relationship between children. He does not like and does not know how to admit his mistakes. Hear from an authoritarian "Sorry, I was wrong" almost impossible.
In any case, he tries to mask his mistakes. When addressing children, it sounds frequent: "Ivanov, don't turn around!", "Ivanov, how much can you repeat?" etc. An educator of this type underestimates the abilities and abilities of children, and remarks and censures predominate in his evaluative statements. The authoritarian teacher directly and publicly points out to the child his mistakes, shortcomings in behavior. It is characterized by rigid pedagogical attitudes.
Liberal (permissive) style. Liberal educator moves away from direct guidance children's team, hence the lack of initiative, insufficiently developed responsibility, letting things go by themselves, such an educator overestimates the ability of children, does not check the fulfillment of his requirements, is completely at the mercy of the desires of the children, and therefore is often situational, inconsistent in decisions and actions. not decisive enough difficult situations, takes into account the relationship in group. He is not afraid to admit his mistakes, but he admits them very often. The number of educational influences depends on the situation. Diversity does not matter.
The educator is a liberal - a man of mood. If he is in good mood, positive assessments predominate in him, if in a bad one, negative assessments intensify. Does not pay attention to the need for indirect remarks and censures.
Democratic style. The educator-democrat takes into account the peculiarities of the age of children and optimally divides the functions between himself and the children. Shows maximum requirements for children and maximum respect for them. Has a clear need for feedback from children in how they perceive certain forms of joint activity. when organizing work, the educator-democrat takes into account and studies interpersonal relationships. The use of knowledge about likes and dislikes between children is considered an important condition for successful work. knows how to admit mistakes, despite the fact that it is difficult.
In the assessment of such a teacher, there are more positive than negative remarks. Prefers a more fruitful conversation with the child in private. An example of an indirect remark would be remarks with a glance. Pedagogical attitudes are dynamic in nature, that is, they change depending on the circumstances.
From all of the above, one can conclusion: the most effective and optimal is the democratic style of communication, it is the most favorable in educational impact and fully serves the formation of conscious discipline in children and those around them, a creative attitude to business and the formation of an active life position.
It is the right style of communication between the teacher and children that will help create child friendly psychological comfort in the group.
Social psychological the culture of the educator implies that he has certain pedagogical views and beliefs, an attitude towards an emotionally positive attitude towards the child, regardless of his personal qualities and the whole complex communication skills and skills necessary for the educator for pedagogical communication.
This means that the educator must have not only a system of professional knowledge, but also knowledge about the patterns of communication in teaching staff and in children's group while working with parents.
Under pedagogical communication we understand the system of interaction between a teacher and students with the aim of knowing them, providing educational influences, organizing appropriate relationships, creating a favorable environment for mental child development microclimate in group early and preschool age.
It is from us - teachers - that the preservation of mental health of children, and for this you need to be very careful about your own psychological state. A huge role in this belongs to the personality of the teacher, his cultural level, intellectual and personal potential.
A person can only be brought up by a person. For upbringing is the life of a child organized by a teacher at the level of culture, it is a joint ascent to the origins, traditions of his people, where the teacher himself recreates at every moment of working with children - as a representative of society, the adult world - a cultural variant of interaction with others.
So, personality-oriented interaction with the child, a democratic style of communication with him comes to the fore.
Powerful dash practical psychology created theoretical basis for diagnostic and corrective work teacher, since the teacher of the preschool educational institution was taken care of psychological well-being of the future of the nation - our children. What is the toolkit in the activity of a teacher?
Practical part.
Diagnostic Toolkit for Evaluation Educators psychological climate in the kindergarten group and emotional well-being of the child.
(Psychologist introduces teachers to assessment methods psychological climate and emotional well-being of the child in kindergarten group. These techniques are on the tables for study by teachers).
Validation test psychological comfort of children's stay in the kindergarten group
Showing children's drawings and interpreting their content by educators. The psychologist complements the teachers helps them draw conclusions
The most convenient way to understand how comfortable feel the pupils group- Invite the children to draw on the topic "I am in my kindergarten group» . This will not take much time from the educator during the working day, and you can reflect on the results at your leisure.
The alleged drawings of children can be divided into three groups:
The child draws only the building.
The child draws a building with playground elements.
The child depicts himself in the picture in the room or on the street.
First Group drawings is the most disturbing. If there is nothing in the picture but a building, then the child perceives children's garden as something alienated, faceless. So life in children's garden does not evoke positive emotions in him and is not identified with the events taking place there.
Most of all, the situation inspires optimism when a child depicts himself in a drawing. myself: means events occurring in kindergarten are personally significant for him. But the analysis of the situation is not limited to this.
You need to pay attention to other elements Pictures: whether there are children, a teacher, a playing field, toys in the picture. Their presence suggests that the child depicted in his work a wide variety of connections and relationships to them. The playing field, for example, is a very important element.
If a child depicts himself standing on a carpet, on the floor or on the ground (children often depict their support in the form of a straight line, this is a good indicator. So he "stands firmly on its feet" feels confident. Well, if the picture shows flowers, the sun, birds - all these are details that indicate "peace" in the shower.
You need to try to understand what the child expresses when drawing the teacher. On the one hand, her appearance in the figure is a positive thing. This means that the teacher for the child is a significant character, whose presence he must reckon with. But it is important how the teacher is turned to the child - with her back or face, how much space she takes in the picture, how her hands and mouth are depicted. The emphasized selection of the mouth, the many lines around it may indicate that the child perceives the teacher as a carrier of verbal (verbal) aggression.
The color scheme of the picture is also important.
The use of warm tones by the child indicates a positive emotional mood. (yellow, pink, orange) and calm cold (blue, cyan, green).
A rich purple color, which is used to paint over fairly large areas of the picture, may indicate the tension that the child is experiencing, and the abundance of red indicates an overabundance of emotional stimuli.
The abuse of black color, bold shading that squeezes through the paper, similar to a strikethrough, signal the child's increased anxiety, his emotional discomfort.
During the testing drawing, the teacher should not comment on the actions of the children and tell them directly or indirectly what elements to include in the drawing.
In this case, it is also impossible to evaluate the work of children. It is better if the teacher simply asks to give him drawings as a keepsake.
Some elements of the drawing may be incomprehensible to the teacher, and some will lead to false conclusions. A drawing, for example, may reflect only situational anxiety or child's mental discomfort associated, for example, with family conflicts, which he could have witnessed in the morning, or with poor health, with an upcoming visit to the doctor, etc.
Therefore, in order to have an authentic picture psychological child's condition in group, after two weeks the test must be repeated.
Color diagnostics "Houses"
This technique was developed based on "Relationship Color Test" A. M. Etkind. The purpose of the methodology is to determine the emotional state that reflects the child's attitude to the preschool institution.
Color diagnostics is carried out individually with each child: within the first month of visit kindergarten, after three and six months of being in a preschool.
Children are invited to game form choose one of the houses different color. The methodology uses the following colors: blue, green, red, yellow, purple, brown, grey, black.
Instruction: "This is a girl Katya (boy Kolya). Katia (Kolya) goes to Kindergarten. Choose Kindergarten for Katya(If)».
After choosing a house with a child, conversation:
Kate likes to go to Kindergarten?
What will Katya do in kindergarten?
What does Kate like most about kindergarten?
What does Kate dislike about kindergarten?
During the diagnostics, the indicators are recorded and recorded.
Types of response to exercise:
1. A sharply negative reaction to the proposed task. Refusal to participate.
2. Negative reaction.
1. The child is reluctant to enter into a game situation. Voice accompaniment practically absent. There is tension in behavior. Additional colors are selected - brown, gray, black. When answering questions, he worries. It all comes down to being at home with mom (or other family members) better.
2. The child quickly enough agrees to take part in the task. During the diagnosis, irritability, aggressiveness, the predominance of negative emotions, and great mobility are noticeable. Houses are selected in gray, black or brown colors. There is a reluctance to communicate with children and some adults. There is a lot of speech activity.
3. Indifferent reaction to the task.
Voice accompaniment practically absent. Sluggish responses to questions are noted. Responses are more indicative of the need to visit kindergarten because parents have to go to work. The choice of colors is the same as in the second group(gray, black, brown).
4. Anxious reaction.
1. There is a quick and willing inclusion in the task, but at the same time nervousness and great mobility are manifested. Houses are selected purple or red. From the answers to the questions it follows that the children like to play in the garden, but there are difficulties in relationships with others. During the diagnostics, active speech accompaniment of actions is observed.
2. A benevolent reaction to the game situation, but during the diagnostics, indecision attracts attention both when choosing the color of the house and when answering questions. AT children's kindergarten preschoolers given groups want to play more with children, as well as adults (tutors) gave them more attention. Select green or Blue colour. At the beginning of the task, there is an almost complete absence of speech accompaniment; by the end of the methodology, the child uses speech much more often.
5. Positive reaction to participation in the task.
Active and friendly participation in the task. Houses are selected yellow or red. AT children's The garden enjoys playing and interacting with children and adults. I don't like what some kids do. The choice of houses and the actions of children are accompanied by speech.
Based on the data obtained, three types of children's attitudes to kindergarten:
1. Negative attitude. This type relations with children's garden is noted in children with a clear predominance of negative emotions during the diagnosis (I and II response teams) .
2. Ambivalent attitude. This category includes children who had an indifferent or anxious reaction to the proposed task. (III and IV response teams) .
3. positive attitude. This type of relationship to educational institution noted in children with a clear predominance of positive emotions during the task (V response type).
Child Behavior Monitoring Scheme
in the process psychological examination
Methodology: color diagnostics "Houses".
Target: determination of the emotional state that reflects the child's attitude to the preschool institution.
Surname, name of the child ___
Group ___
Age ___
The date of the ___
Indicators Score Notes
1. Acceptance of the task:
Backlash (sometimes up to refusal to participate in the test);
Indifferent reaction to the task;
Quick inclusion in the task;
Benevolent reaction.
2. Inclusion in the situation:
Passive participation in the task (the child is reluctant to take part in the game, speech accompaniment practically absent, poorly comes into contact with the experimenter);
Active participation (the child willingly and quickly accepts the situation, willingly comes into contact with the experimenter)
3. Emotional states:
The predominance of negative emotions;
Equal manifestation of both positive and negative emotions;
A clear predominance of positive emotions.
4. Color choice:
Choice of dark colors (black, brown, gray) speaks about the predominance of negative emotions associated with visiting kindergarten: feelings of anxiety, fear, protest reactions;
The choice of red and purple flowers speaks of the predominance of such emotional states associated with visiting kindergarten like irritability and aggression;
Choice of green and blue flowers speaks of the presence of a feeling of anxiety, anxiety;
The choice of yellow, red colors is about the predominance of positive emotions.
5. Voice accompaniment:
There is no speech accompaniment;
Small speech activity (the child is reluctant to answer questions from an adult, the answers are mostly monosyllabic);
Normal speech activity (the child willingly makes contact with the experimenter, answers questions with sentences, accompanies his actions with speech;
Excessive speech activity (speech accompanies the actions of the child, from answering questions goes to stories from life)
Conclusions on determining the type of child's relationship to kindergarten: ___
Emotional attitude test
Material: sheet of paper, colored pencils.
Younger and middle children are given ready-made cards with 5 circles drawn. Older children are invited to draw 5 circles through the cage.
You can choose your own questions.
Children are seated one by one at the table.
1. Fill in the first circle with the color of your mood when you go to Kindergarten.
2. Color the second circle in the color you are in when you are doing math.
3. Fill in the third circle with the color of your mood when you play.
4. Fill in the fourth circle with the color of your mood when you go home.
5. Fill in the fifth circle with the color of your mood when you go to bed.
Spend up to 3 times.
Color designation
Red - excited, enthusiastic attitude.
Orange - joyful, pleasant.
Yellow - warm, friendly.
Green is calm.
Blue - sad, unsatisfactory.
Purple, brown - alarming.
Black - sadness, despondency.
If one or more activities are constantly painted over in black, then the teacher should immediately pay attention to this. For example, on classes: to revise the structure, content, so that the child is interested, and so on for each type of activity.
Analysis "The atmosphere in my group»
Teachers are asked to analyze group situation using the following scheme:
The situation in group.
1. What is the atmosphere in my group? (General impressions.)
2. Why do I think so?
3. What are the aspects of the atmosphere in my group I rate as positive?
4. What are the aspects of the atmosphere in my group I rate as negative?
Relationship between teacher and child.
1. Which of the children do I have good contact with?
2. What explains this?
3. With which of the children I have not such a good relationship?
4. How can this be explained?
Relationships between children.
1. Which children have good relationships?
2. What caused it?
3. Which children often quarrel among themselves?
4. Why is this happening?
5. Which children are often offended?
6. Why is this happening?
Thus, having become familiar with practical developments in the field of studying the emotional states of preschoolers, you understand that creation emotional well-being and comfort influences all areas mental development. The results you receive are at the same time an assessment of your professional activity, the success of your educational and educational activities.
2.2. Emotional well-being of the teacher as a condition for the positive emotional state of children. Techniques for relieving emotional stress in teachers.
Everyone knows that children have developed an intuitive ability to grasp emotional condition adults. Children are very easily infected with negative emotions, so the teacher needs to arrange for himself psychological shower which will help him relieve excessive emotional stress.
Psychologist conducts a set of exercises that help increase energy potential.
1. Standing, bring the shoulder blades together, smile, wink with the right eye, then with the left, repeat: “I am very proud of myself, I am good for a lot”.
2. Putting your palm on breast: "I'm the smartest in the world"; arms outstretched over head: "I'm not afraid of anyone"; strain buttocks: "Wonder how good I am"; relax buttocks: "I'll live a hundred years now".
3. Bouncing on the right, then on the left foot, repeat: “I am cheerful and energetic, and things are going great”.
4. Rubbing palm on palm, repeat: "I lure luck, every day I get richer".
5. Standing on tiptoe, close your hands above your head in a ring, repeat: "I am warmed by a ray of sunshine, I deserve the best".
6. Putting the left palm on the forehead, then the right, repeat: “I solve any problems, love and luck are always with me”.
7. Hands on hips. Making tilts of the body forward - backward, repeat: “Any situation is subject to me. The world is beautiful and I am beautiful!”
8. Hands on the waist, making tilts to the right - to the left, repeat: “I always keep a calm and a smile, and everyone will help me, and I will help”.
9. Folding your hands in the lock, making a deep breath: "The universe smiles at me"; deep exhalation: "And everything works out for me".
10. Clenching fists while doing rotations fists: “I have no obstacles on the way, everything turns out the way it should!”
For creating conditions for psychological comfort child's stay in kindergarten is necessary:
Accept each child for who they are. Remember: there are no bad preschoolers. There are bad teachers and parents.
In professional activities, rely on the voluntary assistance of children, include them in organizational issues for the care of the premises and the site.
Be an entertainer and a participant children's games and fun.
In difficult situations for the child, focus on his age and individual peculiarities: to be always with him, and not to do something instead of him.
Involve parents in educational process and contact them for support in cases of non-standard situations.
In your relationship with your children, try to remember that what:
The child doesn't owe you anything. It is up to you to help your child become more independent and responsible.
In each specific adverse situation, you need to understand what the child is trying to achieve and why he is doing it. Get him to comply with social norms and rules, taking into account his condition and interests.
Imposing your rules and demands against the will of children is violence, even if your intentions are well-meaning.
There should not be too many prohibitions and strict requirements. This leads to passivity and low self-esteem in pupils.
The quiet, shy child also needs your professional help, like a notorious fighter.
A prosperous social situation of development is the best method of conveying to children the moral norms and rules of human society. Conversations about morality, not backed up by the protection of children from mental and physical violence - demagogy and dangerous practice.
Such forms of relations have a very good effect on the development of children, in which the educator, with the help of various arguments, convinces the child of the advantages of this or that act. The choice is left to the child. This type of relationship involves an individual approach to the characteristics and current conditions of children. It is in such unobtrusive care that children most of all need and thank the adult with sincere affection for him.
Psychological speech settings
The purpose of speech settings is group creation positive emotional background, atmosphere of goodwill and security.
The main purpose of speech settings is to set you in a good mood. They can be held in the morning, after charging, the children and the teacher become in a circle, holding hands. When pronouncing speech settings, the voice of the educator must fully correspond to what he is talking about, that is, goodwill, the joy of meeting, etc., must be conveyed by voice and facial expressions.
You are offered approximate schemes of speech settings, which may vary according to your desire, but the essence should remain the same. same: they should show the children that they are welcome, tune in to friendly relationships with adults and other children.
Show your imagination, give vent to your creativity potential:
Today I am glad to see you all in kindergarten, in our group! We will spend this day together. May this day bring joy. Let's try to make each other happy.
I am glad to see all our children healthy groups, cheerful, in a good mood. I really want to keep this mood in all of us until the evening. And for this, we all must smile more often, not offend each other and not fight. Let's rejoice in each other.
Hello my good ones! Today it is cloudy and damp outside. And in our the group is warm, light and fun. And we have fun from our smiles, because every smile is a little sun, from which it becomes warm and good. Therefore, today we will smile more often at each other.
3. Discussion, summing up.
adminEveryone would like to find a job where they pay well, and the staff is pleasant, and there are no overtime, and the entire social package is present. Similar information is indicated in almost 99% of resumes on various job search resources. But employers offer fewer privileges, but many requirements with little pay. Of course, it is also important for them to find a suitable candidate, and also to achieve high labor productivity with minimal effort on their part.
Positive attitudes among employees always have a positive effect on the work process and productivity.
In large companies, the principle of working with employees is successfully applied not only to improve skills, but also to normalize the psychological climate in the team. Unfortunately, many medium and small firms do not pay attention to this problem, which causes many difficulties.
Psychological climate in the team. Basic concepts
We will try to explain the concept of the psychological climate in the team. Another name is the socio-psychological climate or SPC. This is a general, to some extent stable, psychological mood of the team of one firm, which manifests itself in various types of activities.
A normal atmosphere in the company always has a positive effect not only on the psychology of each employee, but also on other indicators of the company. If the climate is positive, then the following signs of this are distinguished:
trust between colleagues and superiors;
feeling of stability, security;
general willingness to cope with difficulties;
optimism;
pleasant interaction between employees;
sympathy and support among employees;
confidence, attention;
willingness to compromise;
permissible free thought;
desire to develop.
In the opposite state of affairs, negative consequences arise, which may even be irreversible.
Factors affecting the psychological climate in the team
Certain factors that influence the psychological climate in the team are identified. They are able to make it negative and positive. It is important to include sanitary and hygienic conditions among them: lighting, room size, comfort level of the place of work, temperature, etc.
Another factor is the leader himself. If a person adheres to a healthy lifestyle, treats work with responsibility, and has positive qualities, then he will become an example for employees.
To create a normal climate in the team, it is important for the leader to select people with a certain type of temperament for work, so that they fit together. Compatibility in age and experience is also important.
Social tension in the organization. Strategies to reduce
Now there are many approaches and principles to reduce social tension in the organization, that is, to create a positive psychological climate among employees. These goals include the following actions:
when forming a team, it is important for a company to take into account the psychological compatibility of people. Depending on the goals, a combination of different types of temperament and character is required. In many situations, a group with people of the same type of character turns out to be almost unworkable. For example, if you collect only workers who are not capable of initiative and are waiting for constant instructions from above, or only those who are used to issuing commands;
When there are tensions among employees, it is important to understand their cause and find ways to solve and eliminate the problem.
it is important to observe the optimal selection, staging, certification and training of leaders;
establish an acceptable limit on the number of employees that report to one boss (5-7);
monitor the absence of unnecessary vacancies and workers. Excessive and insufficient number of employees becomes the cause of instability of the team. The ground is being formed for the development of conflicts, tensions due to the desire of various candidates to hold positions and receive promotions. Another reason is the uneven workload that occurs when there are extra workers;
it is important to rely in work on the most active and, i.e. informal leaders who enjoy the trust of other employees;
control of the processes of organizing the content components of the climate (values, norms, rules, expectations, general mood and opinion);
prevent and find a way out of conflicts between individuals;
use social and psychological methods that contribute to the formation of skills for effective understanding among employees and interaction (to captivate employees by their own example, use trainings, business games, methods of persuasion, etc.).
Experts have developed many psychological and social ways creating a positive climate in the team. Among them it is important to highlight:
Body psychotherapy. It is based on an understanding of the close relationships between phenomena in physiology and the psyche. Especially on the fact that personality traits are noticeable in gestures and movements. Such psychotherapy is manifested in the creation in the company of rooms for unloading the psyche, booths with mannequins for leaders (for the release of negative feelings, etc.);
Art therapy. This technology is based on the fact that the inner "I" of people manifests itself in visible images, when a person creates paintings, sculptures, draws, without thinking about his own work, in other words, spontaneously. The materials that are obtained in the process of fighting the group give a chance to identify levels of aggression and other negative feelings, contribute to resolving conflicts and building relationships between employees. Art therapy will be applied in the field of occupational therapy and social rehabilitation;
Skills training group. This group is classified as a behavioral branch of psychology. The approach to work is based on a learning model, setting goals, defining and evaluating behavior. The “confidence training” groups serve as an example. This is how they teach career planning, decision-making, developing skills to cope with stress and improving social interaction skills.
Leaders select the most appropriate methods for building relationships for their own team.
Many other methods and trainings have been invented that are aimed at creating a positive climate among employees. Today psychologists work in some companies. They organize psychological games, tests, conduct classes with employees. Some companies invite such specialists from outside. This, of course, has a positive effect on the psychological and social climate.
How to improve the psychological climate in the team
In order to understand how to improve the psychological climate in the team, it is important to follow some schemes:
remember that it is easier for people to focus on work if they have the opportunity to control the environment. Let them arrange their own jobs. So a person becomes freer, the number of internal conflicts in the team decreases;
employees are pleased to understand that something also depends on them. Even if it is the choice of a calendar for the table at work. The main thing is that it sets in a positive mood, gives additional incentives to work. You will notice that the return will be much greater. Workers should not be too tightly bound, although some dress code is still required to maintain discipline;
That employees need to communicate with each other. The prohibition of this will cause a decrease in labor efficiency, suppresses people, and causes a split in society. Such an environment will not help to rally and develop mutual understanding at work. Therefore, it is important to create a friendly atmosphere;
in addition, you can create something like a canteen, where employees can have lunch together, communicate on abstract topics. In addition, arrange tables in the workplace so that everyone feels in the center. No one should be singled out, otherwise there is a chance of conflicts;
To normalize the climate, it is important to allow employees to participate in the organization of the work process, to feel involved in the main mechanisms of the company's work.
it is also important to make employees feel that the office is not only a workplace. It is worth organizing informal events here: team building, corporate events, etc. Contributes to the cohesion of the team and conducting training collective seminars. And if you allow people to celebrate birthdays in the office, then the atmosphere at work will be filled with ease and ease, and the indicators will certainly rise up.
Thus, in order to achieve the norms of a positive psychological climate, special trainings are required, the use of suitable methods and schemes for organizing the labor process.
January 20, 2014, 11:38