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Probation- this is a kind of test, a compatibility test for both the employee and the employer, in which it turns out whether the two sides of a business relationship can get along together. If he answers yes, then the parties continue to peacefully coexist within the workspace. If - "no", then they part by mutual agreement. According to sociostatistics, most often the point in labor relations employees are put on probation. According to experts, these statistics of "breakups" depend on each specific situation. And in order for the trial period not to leave an unpleasant aftertaste, the specialist should work to the maximum and know his rights.

Probationary period for employees: a check that is indispensable for employment?

Often the employment of specialists in Russian market labor goes through a small test - a trial period. According to a survey by the Research Center of the Superjob.ru portal, only 8% of Russians have never taken a job with such conditions. The probationary period is a period of "grinding" between the employee and the employer, an opportunity for the employee to get used to the team, to show their professional abilities. If the adaptation of a specialist and his labor indicators satisfy the management, then the labor relationship continues.

Is a probationary period required in the process of employment of applicants? Some Russians believe that employment with a trial period indicates that the employer's intentions are not serious. “As a rule, an organization that assigns a probationary period to a job applicant does not intend to hire him. There are several reasons: it is easier to fire an intern without explaining the reasons, the salary is charged at 50% of the employee’s promised salary, in general, frivolous organizations use this ... ”, the senior foreman from Omsk is convinced.

Everyone is entitled to their own opinion. However, if we approach the issue from a practical point of view, is it possible to do without a probationary period or is it still necessary? Many experts believe that this link in the labor process is simply indispensable. “The trial period is necessary for both the employer and the employee. Depending on the position and functionality of the employee, the duration of the probationary period may vary slightly. During this period, the employee undergoes adaptation at a new place of work, studies the processes and procedures of work, and shows his professional and personal qualities. It is during the probationary period that the employer and employee make the final decision on further cooperation,” comments Nina Muleva, Territorial Director of Kelly Services.

“In my opinion, having a trial period is absolutely the right decision! This time is given not only to the company, but also to the candidate. During this time, the company and the candidate understand how they fit together. As a rule, the candidate and the company agree on the goals that the candidate must achieve by the end of the probationary period,” says Irina Shavinskaya, project director of the Consort Group.

“I believe that a trial period is necessary, because only in the process of work new employee may open completely or not open at all. Careful research of resumes, interviews, tests and other recruiting tools may not give a 100% objective “portrait” of a candidate. It is very important how yesterday's candidate fits into the team, how much the environment around him contributes to obtaining the result that was expected from him. Wherein milestones are the adaptation of a new employee and a clear setting of goals that must be achieved during the probationary period, ”says Oleg Ulanov, HR Director of Rostagroexport, a member of the NP Experts of the Labor Market.

“The probationary period is the period during which the employer can determine whether the employee is suitable for him, and the employee can finally decide whether he is satisfied with such work and such a team. In any human interactions there are 2 parts: objective and subjective. Therefore, even if professional qualification will meet the task of the employer, and interpersonal interaction with colleagues will be difficult, then nothing good will come of it. On the other hand, an employee who does not develop relationships in the team, most likely, will not be very successful in solving professional problems, says the leading consultant recruitment agency Vizavi Consult Anna Zhukova. - Often, employers of small companies with small teams can hear the following statement of the problem: find us good man. because conflict situation in a team of 10 people can cause much more damage to the business than hiring a candidate with insufficient professional level, but with which it is easy to interact, and then you can finish teaching. From the employer's point of view, during the trial period, you can see things that are not always revealed during interviews, such as unkempt appearance.

“When applying for a job, a probationary period is necessary, it really helps the employee and the employer to understand and evaluate the prospects for cooperation. Many candidates at interviews have learned to present themselves well, and when it comes to fulfilling their obligations, everything does not always look so good. For example, a sales manager who says that he will increase sales will increase client base, in fact, may not be able to realize what was promised, and for this a probationary period is needed. The company looks at the employee, the employee understands whether he can be successful in this company in this position,” says Olga Stepanova, managing director of the Rational Grain recruitment agency.

“I believe that a trial period is needed, ideally it helps to determine what is needed in the end, adjust the position profile and tasks, and discipline both the employer and the employee. It provides an opportunity to get to know each other and understand whether the corporate culture suits the employee, to look at each other. It also gives the employer an opportunity to look at the usual business processes in the company from a new perspective, ”recalls the HR director of the Premier Toy company, a member of the NP Labor Market Experts Evgenia Martinovich.

However, some believe that the probationary period is a formality that should be abolished. “Still, I think that a probationary period is not needed when hiring candidates, since many perceive this stage as a trial, and despite the fact that the candidate quits his previous job, perhaps he moves from another city and, in general, takes an important for a professional life decision, the employer sometimes refers to it as an "attempt" and a decision that can be easily changed with the phrase "you did not pass the probationary period." Perhaps the abolition of this formal moment will allow the employer to make a decision more consciously and responsibly, and the candidate to experience less stress and more work real work, and not “demonstrative”, Veronika Nogovitsina, the leading consultant of the headhunting company Agency Kontakt, believes.

Dismissal during the probationary period: who is to blame?

However, while there is employment with a probationary period, that is, there are two options for the development of events. The first is the most common, when after passing the probationary period, the employee remains to work in the company. According to a survey by the Research Center of the Superjob.ru portal, 66% of Russians faced such an outcome. Not the least role in this is played by the mood of the respondents. “I carefully choose a company with the expectation of working in it for a long time,” clarifies the chief power engineer from Moscow. “I always get a job with a desire. Therefore, every time I approach my work responsibly,” says the head of the marketing department from Omsk. “I always worked longer than the probationary period,” says a category 1 design engineer from Rostov-on-Don. “On the contrary, the employer reduced my probationary period, announcing that I passed it ahead of schedule,” admits a leading specialist from Gatchina.

The second is parting with the employer during the probationary period. This course of events is familiar to 25% of Russians. At the same time, 19% say that they stopped working in the company in their own way. own will. The main reasons that push employees to leave are related to job dissatisfaction, unrealistic expectations and the discrepancy between perceptions and reality regarding a new job. “The organization of working time did not suit me. The amount of work entrusted to me turned out to be too small, as a result, a mediocre waste of time. I am sure that I could have done more and better,” suggests a consulting manager from Angarsk. “The reason is that the salary declared by the employer was lower than expected. Without employment, the size of the real salary is unknown. It is usually overestimated by the employer, ”reports an injection molding machine adjuster from Izhevsk. “Yes, I stopped myself. I believe that a trial period is given not only to the candidate, but also to the company in which he gets a job. In my case, 2 times the companies turned out to be not the places of work where I would like to stay, ”says the production director from Stupino. “We didn’t get along with the bosses,” a researcher from Voronezh briefly characterizes.

But for 6%, the employer is the initiator of the dismissal. It is interesting that not a single employee who was dismissed by the employer named the fact that he could not suit the authorities for professional reasons / due to an insufficient level of competence as the reason for the separation. Of the objective reasons, the divergence of views on some parameters or the prevailing circumstances is more often voiced. “The employer ran out of facilities in the region, and I didn’t have the opportunity to go to another region,” explains a driver from Khabarovsk.

Another main reason for dismissal is the lack of clear goals and / or the inadequacy of the employer. “The employer did not set clear goals, or rather, in addition to the main job, he gave tasks, but he could not indicate the final goal,” recalls Chief Accountant from Samara. “The employer showed himself to be an inadequate idiot, saying that the security service is against my work at the enterprise,” a chemist from Belgorod is indignant.

The third variant of the grounds for refusing employment is a violation labor rights from the leadership. “The employer found out that she was pregnant and, after passing the probationary period, refused to conclude an employment contract,” complains an analyst from Bratsk.

Such a view of the situation does not fully reflect the picture, since the assessment is given through the prism of the opinions of employees. For an objective perception, the point of view of the employer or HR manager is not enough. Agree that the reason for the break business relations on the part of the company's management, failure to fulfill official duties at the appropriate level may serve. From the point of view of experts, this probability has not been confirmed. What will the hiring party respond to this? What options for termination of labor interaction will she announce?

There is no consensus in assessing the situation, which allows us to consider new facets and options for the development of events. So, who is the "culprit" of the breakup? According to some experts, the decision to leave a job / fire is influenced by a number of reasons, which are formed around certain circumstances or situations. The initiator of the gap is most often the one on whom the current situation has a greater influence or impact. “In my practice, there were several cases when employees quit during a probationary period. Among the main reasons, one can single out not only the process of misunderstanding of official duties, but also different points perspective on how to do it. So, for example, there was a case when one of our candidates, a sales manager in a security systems company, instead of calling the customer base in a cold one, registered for an exhibition of security systems, where he personally got acquainted with potential clients. The head of the sales department was “confused” by this technique and he decided to get rid of this employee, but after 2 weeks, requests for cooperation from companies from the exhibition rained down. The employee at that time had already found another job and decided not to return, despite the deplorable call, - Anton Kupriyanov, managing partner of the Royal Search agency, member of the NP "Labor Market Experts", shares his experience. - The second reason is the innuendo in the interview. One of the cases was when personal assistant the manager did not give a clear level of compensation, but the candidate was hired due to urgent need. At the end of the working day, a personal assistant came in and immediately asked the manager about the salary in an ultimatum form. As a consequence, this was the first and last day of this employee. The question why the conversation about the amount of compensation was not resolved before the first working day remains open. The amount and terms of payment of compensation should be clearly stated in order to avoid such cases. And finally, the third reason is the lack of an adaptation program for new employees. Employers need to understand that adaptation for a new employee is not only about introducing him to colleagues and information about the main routes according to needs, but also helping to realize that in the short term the employee will spend in this place a third of your life. One of the clearest examples of this omission was the case when an employee went to lunch on the first day of her work and did not return ... ".

The expert believes that one of the ways to reduce staff turnover during the trial period is the right approach to the adaptation of new employees. The more attention the company pays to newcomers in the development process, the more likely it is that new employees will want to stay. “There are many options for increasing the percentage of employees who successfully complete their probationary period. First, there should be a clear and well-thought-out adaptation of the employee. It should include both basic questions on the main routes of the employee, and reference data on colleagues who are able to resolve issues with labor activity. An added benefit to the adaptation program would be information on corporate culture company, its traditions and internal rules. Unfortunately, most companies introduce new employees to their norms and etiquette by signing a massive document describing these rules,” Anton Kupriyanov draws attention. - Secondly, it is important to assign a mentor to a new employee, at least for the period of adaptation. It will be more effective if they do not know each other, because if the employee was previously familiar with the mentor and the latter is materially interested in passing the probationary period of the newcomer, then there is a high probability of collusion. This practice will undoubtedly be reflected in an increase in the percentage of passing the probationary period, but only quantitatively and there are no guarantees that the employee will not quit after receiving a bonus by his colleague. Therefore, for the qualitative growth of this percentage, a disinterested person should be involved. One of the latest and most popular mentor motivation programs is the Year-End Bonus. successful work newcomer and fulfilling the tasks assigned to him. Therefore, it is important to approach the adaptation process with soul and mind.”

Other experts argue that the dismissal of an employee during a probationary period often occurs at the initiative of the company's management. “In most cases, the initiator of the separation is the company! This is due to the fact that often the company is "fascinated" by the candidate, and in the future, without seeing desired results work, she becomes frustrated, - confirms Irina Shchavinskaya. — It happens that the company initially had inflated expectations, and the candidate could not or did not want to explain the unreality of the tasks. However, there are cases when the candidate understands that this is not his company and prefers to leave on his own.”

“According to our practice, if a separation occurs during the trial period, then the employer most often acts as the initiator. It is rare to find a candidate who has an entry in the employment contract that the employment contract is terminated under Part 1 of Art. 71 of the Labor Code of the Russian Federation - due to the unsatisfactory test result. This is done for two reasons. Firstly, the employer does not want to spoil the candidate's further professional life, and secondly, not all companies have qualified personnel officers who can formalize this dismissal at the legally proper level. Therefore, most often a consensus is found with a candidate that suits both parties. As a rule, this happens in the vast majority of cases,” notes Olga Stepanova.

“In my experience, most layoffs at this time are initiated by the employer and are associated with the understanding that this specialist didn’t fit into the team or the company’s position itself is not needed,” Veronika Nogovitsina assures.

“In my opinion, most layoffs occur at the initiative of employers. AT recent times most often we hear about layoffs due to a decrease in business volumes due to the instability of the economic situation, fluctuations in the dollar. And the workers who are on probation are the first to be hit. In "peacetime" the main reasons are the discrepancy between the declared professional skills and knowledge of the actual. Or the personal characteristics of a new employee: conflict, optional, low stress resistance and others. Although this is highly dependent on the company: if the XXX firm has adopted regular delays in payments wages or incomplete payments, then the main initiative to quit will come from employees. If the employer incorrectly “at the entrance” outlined the range of tasks and “embellished” the situation, this can also be the reason for the dismissal of the employee,” Anna Zhukova gives examples.

According to others, the decision to dismiss can be made equally by the employee himself, and the management of the organization in which he works, it depends on the circumstances. “In my experience, the ratio is about 50 to 50. Among the reasons why the company leaves new employee- a falsely formed idea about the company, its stated mission, internal culture and relationships in the team, overestimation of one's capabilities, etc. The list of reasons can go on and on. The employer, as a rule, gets rid of an employee who has not passed the probationary period due to his unsatisfactory work. But I would like to note once again that "unsatisfactory work" may be the result of poor adaptation of the employee and unclear goals. In this case, the problem is not in the employee, but in the manager, and the company may lose a valuable staff without suspecting it,” emphasizes Oleg Ulanov.

“Not all employees go through a probationary period. The reasons for this can be both dissatisfaction with the employer's professional qualities of the employee, and dissatisfaction with the new place of work of the employee himself. For example, undeveloped relationships with a new team, too long a road to work, functionality different from what was described when hiring, lead to the fact that the employee himself leaves in the first months of work, ”Nina Muleva believes.

“Everything happens differently: at the beginning of the probationary period, as a rule, the employee initiates the dismissal, which is more typical for mass positions, towards the end of the probationary period, the dismissal, to a greater extent, occurs at the initiative of the employer. Although I note that, nevertheless, dismissal on a trial period is rather an exception, since at the selection stage there should be a thorough selection that eliminates errors as much as possible. For me, dismissal on probation is force majeure. The reasons - bad job. Everywhere this is interpreted differently: failure to achieve results, failure to meet deadlines, inability to establish constructive communications, and others,” Evgenia Martinovich assesses.

So, we examined the issue of dismissal during the probationary period from the point of view of the employee and the employer - the parties to labor relations, but there is one more side - the law, from the position of which the actions of the first two are interpreted. How this situation regarded from a legal point of view? "AT Russian Federation there is no unified statistics, and in each specific employer organization, layoff rates can vary significantly. It is also wrong to talk about the specific reasons for dismissal before the expiration of the "trial period". any work involves certain rules of its organization, norms of behavior on the part of the employee and the employer, depending on the specifics of the activity of the organization itself, no matter whether it is commercial or state. The Labor Code of the Russian Federation defines the basic rules of the organization labor activity citizens, aiming to protect the rights and legitimate interests of not only employees, but also employers. Speaking about the probationary period, one must understand that, based on the meaning of Art. 70, 71 of the Labor Code of the Russian Federation, three scenarios are assumed at the end of the "trial period": 1) Satisfactory: The subject (worker) has successfully passed the test. Successful passing of the test by the employee is not required to be documented, since this is not provided for by Art. 71 of the Labor Code of the Russian Federation. The employee continues to work under the same conditions as when they were hired, with one exception - subsequent termination employment contract allowed only on a general basis (part 3 of article 71 of the Labor Code of the Russian Federation), - explains the lawyer of the legal bureau "Olevinsky, Buyukyan and Partners" Maxim Pavlov. - 2) During the probationary period, the employee may come to the conclusion that the proposed job does not suit him. In this case, he has the right to quit of his own free will, warning the employer about this in writing three days in advance (part 4 of article 71 of the Labor Code of the Russian Federation). In practice, the warning is drawn up in the form of a statement that the employee writes in any form. Based on the application, the employment contract with the employee is terminated under paragraph 3 of part 1 of Art. 77 of the Labor Code of the Russian Federation. 3) Unsatisfactory: if the test result is unsatisfactory, the employer has the right to terminate the employment contract with the employee by notifying him in writing no later than 3 days in advance, indicating the reasons that served as the basis for recognizing this employee as not having passed the test (part 1 of article 71 of the Labor Code of the Russian Federation). It is important to note that it is impossible to dismiss an employee due to an unsatisfactory test result during periods of temporary disability and being on vacation (part 6 of article 81 of the Labor Code of the Russian Federation), however, if the employee hid the fact of his temporary disability, then his dismissal during this period under part 1 tbsp. 71 of the Labor Code of the Russian Federation can be recognized as legal. The decision of the employer to terminate the employment contract during the probation period may be appealed by the employee in court, and the employer must provide evidence that the employee did not cope with the probation.

Illegal dismissal during the probationary period: what to do?

If the separation between the employee and the employer by mutual agreement and on legal grounds, then there can be no claims from either side. However, there are cases when the dismissal of a specialist is carried out in violation of his labor rights. An example of such non-observance of rights was cited as part of the study of the results of a survey by the Research Center of the Superjob.ru portal, when an analyst from Bratsk reported that the employer refused to conclude an employment contract with her after passing the probationary period, having learned that she was pregnant. From this context it follows that the boss violated the rights of the employee, since in accordance with Art. 261 of the Labor Code of the Russian Federation, an employer cannot, on its own initiative, terminate an employment contract with a pregnant woman, except in cases of liquidation of the organization or termination of activity by an individual entrepreneur.

This is just one case, but in practice there can be many more. Here it is important to know in what cases the rights are infringed upon, and to defend them. “In legal and judicial practice, there are often cases when the dismissal of an employee before the expiration of the probationary period is unreasonable and illegal. In such cases, the employee has the right to apply to the court to declare his dismissal illegal, reinstate him at work, and also demand compensation from the employer for moral damage and payment of expenses incurred by the employee due to illegal dismissal, including judiciary. The most common reasons for recognizing the dismissal of an employee before the end of the probationary period are: a) illegal establishment of probation in relation to the categories of employees specified in Art. 70 of the Labor Code of the Russian Federation; b) improper notification of the employee about the upcoming dismissal due to unsatisfactory test results. In particular, often the employer sends such notice to the employee through Email with proof of read. It should be noted that Labor Code The Russian Federation established a written form of notification of termination of an employment contract with an employee who did not pass the test (part 1 of article 71 of the Labor Code of the Russian Federation). The law does not provide for the possibility of such notification in electronic form, so it is invalid. It is also not uncommon for an employer to acquaint an employee to be dismissed with the dismissal order within the established three-day period, and not send him a written warning. Written form warnings involves the preparation of a separate document - warnings, notifications, - explains Maxim Pavlov. - As shown arbitrage practice, the absence of a separate written warning is interpreted as a violation of the dismissal procedure established by Art. 71 of the Labor Code of the Russian Federation, which may entail the reinstatement of the employee at work (Determination of the Perm Regional Court dated March 12, 2012 in case No. 33-2259). It is important to understand that when speaking about the three-day warning period for the upcoming termination of the employment contract, the legislator does not mean working days, but calendar days, i.e. including weekends, holidays; c) violation of the deadline for warning about the upcoming termination of the employment contract, as well as violation of the deadline for drawing up an order to terminate the employment contract. Failure by the employer to comply with the three-day warning period for the employee may result in the recognition by the court of such dismissal as illegal. The order to terminate the employment contract must be issued no later than the last day of the test (part 1 of article 71 of the Labor Code of the Russian Federation). The dismissal of an employee after the probationary period, even if he was warned during the probationary period, should be considered illegal (Determination of the St. Petersburg City Court dated August 21, 2012 No. 33-11868 / 12). I would also like to note that the recognition of the dismissal of an employee under Part 1 of Art. 71 of the Labor Code of the Russian Federation may result in illegal: reinstatement of an employee in his previous job (part 1 of article 394 of the Labor Code of the Russian Federation); payment of average earnings for the entire time of forced absenteeism (part 2 of article 394 of the Labor Code of the Russian Federation); compensation for non-pecuniary damage in the form monetary compensation(part 9 of article 394 of the Labor Code of the Russian Federation); other payments in favor of the employee, for example, payment for the services of a representative in a court session (part 1 of article 100 of the Code of Civil Procedure of the Russian Federation).

If the circle of circumstances outlined by our legal expert seemed painfully familiar to someone, then this means only one thing - the dismissal occurred in violation of the norms of the current labor legislation. Then, if the position of interest is a dream job, then it is worth trying to achieve justice and restore your rights. Here the law protects the interests of the injured party. What will bring a victory won within the legal field? Desired place in the company. But will everything be calm, quiet and cloudless in the future, or should we expect periodic conflicts with the leadership? One can only assume that the authorities, having received a negative experience and a certain lesson from communicating with an employee, will prefer not to directly conduct an open conflict and will always be on the alert. If further relationships become more tense, then we should wait for finding reasons for parting on legal grounds. Therefore, it is better immediately after reinstatement to discuss with the employer the conditions for further interaction, dot the i's, avoid omissions and understatement.

Those who do not like this scenario should look further for their dream company. The same option was just another attempt in search of an interesting and worthy job. On the other hand, a dream company worth working for will never neglect the rights of employees, even potential ones, and violate labor law for dubious motives. A company that cares about its reputation would never do that.

Probationary period for employees: do not give up

Meanwhile, there is another category of specialists that should not be forgotten either, these are those who are in search of a new job or who will have to do it in the near future. It is possible that they will have possible options for vacancies with a trial period. Therefore, the advice of our experts for this group potential employees will be most welcome. First of all, you should familiarize yourself with the legal aspect.

Expert opinion Maxim Pavlov, Associate at Olevinsky, Buyukyan & Partners Law Office: “When applying for a job with a probationary period, the employee should first of all pay attention to whether the employer can establish a test in relation to him (the employee) in accordance with Art. 70 of the Labor Code of the Russian Federation. The most common categories of citizens for whom a test for employment cannot be established are: * pregnant women and women with children under the age of one and a half years. This rule also applies to other persons raising children under the age of one and a half years without a mother, which follows from par. 1 item 9 of the Resolution of the Plenum Supreme Court RF dated January 28, 2014 No. 1; * Persons under the age of 18; * persons concluding an employment contract for a period of up to two months; * persons who have successfully completed apprenticeship and enter into an employment contract with the employer from whom they were trained; * Persons entering a job in their specialty for the first time within one year from the date of receiving a secondary vocational or higher education according to state-accredited educational programs. It should be noted that if an employer includes a probation clause in an employment contract with a person who is prohibited from establishing a probation, this condition will not be valid. The dismissal of such an employee due to the fact that he did not pass the test on the basis of Part 1. Art. 71 of the Labor Code of the Russian Federation will be illegal. This follows from Part 2 of Art. 9 of the Labor Code of the Russian Federation, para. 2 p. 9 of the Resolution of the Plenum of the Supreme Court of the Russian Federation of January 28, 2014 No. 1. Also, the employee should pay attention to the period of the established test. Art. 70 of the Labor Code of the Russian Federation provides for a maximum probationary period for certain types of positions: the probationary period for employees cannot exceed three months, and for heads of organizations and their deputies, chief accountants and their deputies, heads of branches, representative offices or other separate structural divisions organizations - six months. When concluding an employment contract for a period of two to six months, the probation may not exceed two weeks. The period of probation does not include the period of temporary disability of the employee and other periods when he was actually absent from work. The employer is not entitled to establish a longer period of probation in comparison with the law, even by agreement with the employee. Based on the literal interpretation of Part 5 of Art. 70 of the Labor Code of the Russian Federation, which provides for the duration of the test, it can be concluded that the terms defined in it are the maximum. Consequently, the parties to the employment relationship may agree on any duration of the test, but only within the limits established by law.

When all the legal subtleties are taken into account, recommendations for a practical and psychological attitude will not interfere.

Expert advice What can you advise an employee to successfully complete a probationary period at work? Anna Zhukova, Leading Consultant at Vizavi Consult Recruitment Agency: “I would advise the applicant to initially carefully choose new job both in terms of the level of professional tasks and subjective feelings from communication with company representatives. In my practice, in cases where both the employer and the candidate get positive impressions from meeting and interacting at the preliminary stage, when the assigned tasks are of interest to the employee, then further cooperation develops successfully and lasts for a long time. Another tip: be prepared for the fact that initial period work in a new place will require more effort and stress from a new employee. It will be necessary to learn the features of the company, learn a lot new information(about the product, interaction schemes, norms and rules). And when you are ready for this, then your chances of successfully passing the probationary period are greatly increased. Evgenia Martinovich, HR Director of Premier Toy Company, member of NP Labor Market Experts: “An employee needs to learn as much as possible the corporate rules of the company he came to, often this is the key point in making a decision. If there is no education system, then initial stage work, it is necessary to ask questions to the manager, HR, employees who have been working in the company for a long time and ideally if they are in the same position. It is better to structure questions, write down answers and adjust your business behavior. In general, the end of the probationary period is only the very beginning of work, as my experience shows, and all the most difficult and at the same time interesting things begin exactly after it ends, but that's another story. Olga Stepanova, managing director of the Rarional Grain recruitment agency: “In this case, there is only one advice. Fulfill all the obligations assumed and show loyalty to the company. It is also important to competently build relationships in the team and, as they say, become a full-fledged member of the team. To successfully complete the probationary period and further work the employee needs to focus less on the responsibilities of the employer, and more on the question of what he can bring to the company. Then the successful passage of the probationary period is guaranteed! Veronika Nogovitsina, Leading Consultant, headhunting company Agency Contact: “Clearly clarify at the very beginning of the probationary period how exactly it will be evaluated at the end, what KPIs, projects, specific tasks it must perform and at what level, so that the manager is satisfied. Become a valuable member of the team, without whom it is clearly worse than with him, who brings concrete benefits to the business, team, department both professionally and in personal plan- if a person fits well into the team and is able to “join the team”, then colleagues will teach him the missing points with great enthusiasm and help him improve his professional moments.” Irina Shavinskaya, Project Director of the Consort Group: “Prudently make a decision about going to work! Ask all necessary questions, collect all available information. Assess your strength! ". Oleg Ulanov, HR Director of Rostagroexport, member of NP Experts of the Labor Market: “Understand what results they want to get from it. Ask questions, ask questions and ask questions again, trying to understand those business processes that directly relate to his work (the rest will be dealt with later, if necessary). And, of course, to establish partnerships with colleagues at work. Nina Muleva, Territorial Director of Kelly Services: When applying for a job, we recommend candidates to reasonably evaluate a new position, collect as much information about the new employer as possible, and after starting work, make efforts to adapt faster: establish communication with colleagues, undergo all the necessary trainings, show their involvement and not be shy actively get involved in the process."

The trial period is another test of strength. You should not be afraid of it, you need to be calm about the proposed circumstances and pass the proposed “exam” with dignity. If, within the framework of this screening test, it is possible to find a common language with the “examiner” (employer), then there is every chance to continue interaction with him and remain working in the company in the position of interest. Dare!!!

Svetlana Bashurina

Introduction 2

Psychological compatibility of people in a team 4

Basic methods of socio-psychological research 18

Conclusion 21

Introduction

“... psychology occupies a central place not only as a product of all other sciences, but also as a possible source of explanation for their formation and development” (J. Piaget)

Psychology, the science of the laws of generation and functioning of the individual's mental reflection of objective reality in the process of human activity and animal behavior. In their immediacy, the phenomena of mental reflection appear for a person in the form of internal experiences that are inaccessible to objective observation: sensations and images of perception, thoughts and feelings. This special nature of mental phenomena served as the basis for their opposition, both as a phenomenon of the external world, and to the phenomena of the subject's bodily life, which led to the separation of psychology from other sciences that study nature and society.

The most important subject of psychology is the study of the human psyche and its highest, specifically human form - consciousness. Consciousness is the highest, although not the only form of mental reflection in a person. One of the fundamental problems of psychology is to study the conditions and "mechanisms" of awareness, the relationship between unconscious forms of mental reflection and consciousness. Inaccessible to self-observation, this connection, as shown by modern studies of perception, memory, verbal generalizations, and more, is successfully solved using objective methods.

General psychology studies the individual, highlighting in him cognitive processes and personality. Cognitive processes cover sensations, perception, attention, memory, imagination, thinking and speech. With the help of these processes, a person receives and processes information about the world, they also participate in the formation and transformation of knowledge. Personality contains properties that determine the deeds, actions of a person. These are emotions, abilities, dispositions, attitudes, motivation, temperament, character and will.

The object of study of my coursework is the group 93-2M consisting of 8 people, the subject of the study is the study of the team. To identify the influence of temperament (character traits) on the psychological compatibility of people in a team, it is necessary to use research methods such as tests and observation. With the help of some observations, it is possible to establish the personality of each student, give recommendations, and draw conclusions.

1. Psychological compatibility of people in a team. Temperament. Character

1.1 Psychological compatibility in the team

When completing any group, it is necessary to take into account not only the individual psychological qualities of a person, but also possible results. joint activities conditioned processes of connection of these people. The level of psychological compatibility is determined both by the similarity of some of the qualities of the members of the team, and by the difference in others. Any group is not a simple sum of its members. The principle of integrativity involves considering the group as a single inextricably linked organism.

The presence of high psychological compatibility of the team contributes to their better teamwork, and as a result - high labor efficiency. The following criteria for assessing compatibility and operability are distinguished:

Results of joint activities

Emotional and energy costs of activity

Satisfaction of participants with this activity

Experiments conducted to study psychological compatibility indicate the need to identify four types of communicative behavior of people in groups that solve joint problems:

An individual striving for leadership, able to solve problems only by subordinating other members of the group

Individuals trying to solve a problem alone

Collectivists seeking to solve problems by joint efforts, therefore, they not only accept the proposals of other members of the group, but also take the initiative themselves.

Such types of communicative behavior depend not only on the habits and abilities of people, but also on the nature of the tasks being solved. In experiments with operators processing visual information and making joint decisions, the optimal groups turned out to be those whose members were quite active and exchanged information, and the task can be solved through the intellectual efforts of one participant - the leader, while subordinating others.

The concept of psychological climate is usually considered in connection with psychological compatibility. A high level of compatibility is the most important factor that has a beneficial effect on the socio-psychological climate of the team. The psychological climate is the moral (emotional) atmosphere that develops in the group, comfortable or uncomfortable for group members.

Age and gender differences play a significant role. Features of male and female psychology leave their mark on the nature of intragroup relationships. Women's teams are more dynamic and adaptive to changing external conditions. They are more emotional, they often have role conflicts, rivalry. Male groups are more rigid, rational, rigid (inert), tend to business conflicts, competition. Therefore, the combination of men and women in a team is often a favorable factor for the development of the group and a good psychological climate.

1.2 The emergence of the doctrine of temperament

The doctrine of temperament and its types has a long history. The basis of the doctrine of the types of temperament was laid by Hippocrates, who, using a humoral approach, identified four types of "krasis" (translated from Greek - mixing), i.e. the ratio in the body of four fluids (juices): blood, yellow and black bile and mucus. Each liquid has its own properties (blood - heat, mucus - cold, yellow bile - dryness, black bile - moisture), and therefore the state of the body, its tendency to certain diseases.

The ancient Greek philosopher Aristotle, who lived a little later than Hippocrates, saw the reason for the differences between people not in the predominance of one or another juice, but in the differences in the composition of the most important of these juices - blood. He noticed that the ability to coagulate blood in different animals is not the same. The greater speed of coagulation is due, in his opinion, to the predominance of solid, or earthy, particles, the smaller one, to the predominance of water, or liquid, particles. Liquid blood is cold and predisposes to fear, while blood rich in dense substances is warm and predisposes to anger.

Traces of Aristotelian theory persisted for a very long time. Even Immanuel Kant in his work "Anthropology" (1978) correlated the type of temperament with the characteristics of blood: light-blooded, or sanguine; heavy-blooded, or melancholic; warm-blooded, or choleric; cold-blooded or phlegmatic.

Popular literature and textbooks say that it was Hippocrates who was the founder of the doctrine of four types of temperament that have come down to our time: sanguine, choleric, phlegmatic and melancholic. The names of these types of temperament appeared later and are associated with the names of Roman doctors who lived several centuries later and used the Hippocratic idea of ​​mixing liquids. They replaced the Greek word "krasis" with the Latin word temperamentum, from which the term "temperament" derives.

(based on the Raymond CATTEL test)

Raymond CATTEL's multifactorial personality questionnaire is universal, practical, and provides multifaceted information about personality. The questions in it reflect the usual life situations. The questionnaire diagnoses personality traits (factors). It is used in all situations where it is necessary to know the individual psychological characteristics of a person. Therefore, in our case, this test is an indispensable assistant in the formation of a "mentor - young specialist" pair (at the same time, we suggest not limiting ourselves to this method of psychodiagnostics, this test is just an example of this kind of activity).

The abbreviated version of the questionnaire contains 105 questions. The answers are entered on a special questionnaire, and then calculated using the key. Coincidence with the key answers "a" and "c" is estimated at two points, the coincidence of answers "c" - one point. The sum of points for each selected group of questions results in the value of the factor. The exception is factor B - here any match of the answer with the key gives 1 point. Thus, the maximum score for each factor is 12 points, for factor B - 8 points, and the minimum score is 0 points.

The following blocks of factors have been identified:

• intellectual features: factors B, M, Q1;
• emotional-volitional features: factors C, G, I, O, Q3, Q4;
• communicative properties and features of interpersonal interaction: factors A, H, F, E, N, L, Q2. Instruction. For each question, you must choose one of the three suggested answers. To do this, put a cross in the corresponding cell on the answer sheet (the left cell corresponds to the answer “a”, the middle cell corresponds to the answer “c”, the cell to the right corresponds to the answer “c”).

Questionnaire text

1. I think my memory is better than it used to be

1. Hard to say

1. I could well live alone, away from people

1. sometimes

1. If I said that the sky is below and that it is hot in winter, I would have to name the culprit.

1. bandit
2. saints
3. cloud

1. When I go to bed I

1. fall asleep quickly
2. something in between
3. I fall asleep with difficulty

1. If I were driving on a road where there are many other cars, I would prefer

1. skip ahead most cars
2. don't know
3. overtake all cars in front

1. In the company, I give the opportunity to others to joke and tell all sorts of stories.

1. sometimes

1. It is important for me that there is no disorder in everything that surrounds me.

1. right
2. Hard to say
3. wrong

1. Most of the people with whom I am in companies are undoubtedly glad to see me.

1. sometimes

1. I would rather do

1. fencing and dancing
2. find it difficult to answer
3. wrestling and basketball

1. It amuses me that what people do is nothing like what they then say about it.

1. sometimes

1. When I read about an incident, I am interested in all the details.

1. always
2. sometimes
3. rarely

1. When my friends make fun of me, I usually laugh along with everyone else and don't get offended at all.

1. right
2. don't know
3. wrong

1. If someone is rude to me, I can quickly forget about it.

1. right
2. don't know
3. wrong

1. I enjoy coming up with new ways of doing things rather than sticking to tried and tested methods.

1. right
2. don't know
3. wrong

1. When I plan something, I like to do it on my own without anyone's help.

1. right
2. sometimes

1. I think that I am less sensitive and easily excitable than most people.

1. right
2. find it difficult to answer
3. wrong

1. I get annoyed by people who can't make quick decisions

1. right
2. don't know
3. wrong

1. Sometimes, albeit briefly, I had a feeling of irritation towards my parents.

1. don't know

1. I'd rather reveal my innermost thoughts

1. my good friends
2. don't know
3. in my diary

1. I think that the word opposite in meaning to the word "inaccurate" is

1. careless
2. careful
3. approximate

1. I always have enough energy when I need it

1. Hard to say

1. I'm more annoyed by people who

1. their rude jokes drive people into the paint
2. find it difficult to answer
3. create inconvenience by being late for an appointment

1. I really like to invite guests and entertain them

1. right
2. don't know
3. wrong

1. I think that

1. not everything needs to be done equally
2. Hard to say
3. any work should be done carefully if you undertook it

1. I always have to overcome embarrassment

1. Maybe

1. My friends are more

1. consult me
2. do both equally
3. give me advice

1. If a friend deceives me in small things, I would rather pretend not to notice than expose him.

1. sometimes

1. I prefer

1. friends whose interests are business and practical
2. don't know
3. friends with deeply thoughtful outlooks on life

1. I can't sit still listening to other people express ideas that are the opposite of those I strongly believe in.

1. right
2. find it difficult to answer
3. wrong

1. I care about my past deeds and mistakes

1. don't know

1. If I could do both equally well, I would prefer

1. play chess
2. Hard to say
3. play towns

1. I like sociable, sociable people

1. don't know

1. I am so careful and practical that fewer unpleasant surprises happen to me than to other people.

1. Hard to say

1. I can forget about my worries and responsibilities when I need to

1. sometimes

1. I find it hard to admit that I'm wrong

1. sometimes

1. At the enterprise, I would be more interested

1. work with machines and mechanisms and participate in the main production
2. Hard to say
3. talking to people doing social work

1. Which word is not related to the other two?

1. cat
2. close
3. sun

1. Something that diverts my attention to some extent

1. annoys me
2. something in between
3. doesn't bother me at all

1. If I had a lot of money, then I

1. I would take care not to arouse envy
2. don't know
3. I would live without embarrassing myself in anything

1. The worst punishment for me is

1. hard work
2. don't know
3. be locked up alone

1. People should, more than they do now, demand observance of the laws of morality

1. sometimes

1. I was told that I was a child

1. calm and liked to be alone
2. don't know
3. alive and moving

1. I would like practical daily work with various installations and machines

1. don't know

1. I think most witnesses are telling the truth, even if it's not easy for them.

1. Hard to say

1. Sometimes I hesitate to put my ideas into practice because they seem impossible to me.

1. right
2. find it difficult to answer
3. wrong

1. I try not to laugh at jokes as loudly as most people do.

1. right
2. don't know
3. wrong

1. I'm never so unhappy that I want to cry

1. right
2. don't know
3. wrong

1. In music I enjoy

1. marches performed by military bands
2. don't know
3. violin solos

1. I'd rather spend two summer months

1. in the countryside with one or two friends
2. find it difficult to answer
3. leading a group at a tourist camp

1. Effort spent on planning

1. never redundant
2. Hard to say
3. not worth it

1. The thoughtless actions and statements of my friends in my address do not offend or upset me.

1. right
2. don't know
3. wrong

1. When I succeed, I find these things easy.

1. always
2. sometimes
3. rarely

1. I would rather work

1. in an institution where I would have to lead people and be among them all the time
2. find it difficult to answer
3. an architect who develops his project in a quiet room

1. The house relates to the room like a tree

1. to the forest
2. to the plant
3. to the sheet

1. What I do, I can't

1. rarely
2. sometimes
3. often

1. In most cases I

1. I prefer to take a chance
2. don't know
3. I prefer to be sure

1. Probably some people think I talk too much

1. rather it is
2. don't know
3. I think no

1. I like a person better

1. great knowledge and erudition, even if he is unreliable and fickle
2. Hard to say
3. with average abilities, but able to resist all temptations

1. I make decisions

1. faster than many people
2. don't know
3. slower than most people

1. They make a big impression on me

1. craftsmanship and elegance
2. Hard to say
3. strength and power

1. I consider myself a cooperative person

1. something in between

1. I prefer to talk to refined, sophisticated people than to frank and straightforward people.

1. don't know

1. I prefer

1. resolve issues relating to me personally
2. find it difficult to answer
3. consult with my friends

1. If a person does not respond immediately after I have said something to him, then I feel that I said something stupid.

1. right
2. don't know
3. wrong

1. During my school years, I gained the most knowledge

1. on lessons
2. Hard to say
3. reading books

1. I avoid community service and related responsibilities

1. right
2. sometimes
3. wrong

1. When the issue to be solved is very difficult and requires a lot of effort from me, I try to

1. take up another issue
2. find it difficult to answer
3. try again to resolve this issue

1. I have strong emotions: anxiety, anger, fits of laughter, etc. - seemingly without a specific reason.

1. sometimes

1. Sometimes I think worse than usual

1. right
2. don't know
3. wrong

1. I am pleased to do the person a favor by agreeing to make an appointment with him at a time that is convenient for him, even if it is a little inconvenient for me.

1. sometimes

1. I think the correct number to continue the series 1, 2, 3, 4, 5, 6, ... would be

1. Sometimes I have short bouts of nausea and dizziness for no specific reason.

1. don't know

1. I'd rather cancel my order than give the waiter more trouble.

1. sometimes

1. I live for today more than other people

1. right
2. Hard to say
3. wrong

1. At the party I like

1. take part in an interesting conversation
2. find it difficult to answer
3. watch people relax and relax yourself

1. I speak my mind no matter how many people can hear it

1. sometimes

1. If I could travel back in time, I would most like to meet

1. with Columbus
2. don't know
3. with Pushkin

1. I have to keep myself from taking care of other people's business.

1. sometimes

1. Working in a store, I'd rather

1. window dressing
2. don't know
3. be a cashier

1. If people think badly of me, I do not try to convince them and continue to do as I see fit.

1. Hard to say

1. If I see my old friend being cold to me and avoiding me, I usually

1. I immediately think: “He’s in a bad mood.”
2. don't know
3. I'm worried that I did something wrong

1. All misfortune comes from people.

1. who try to make changes in everything, although there are ways to solve these issues
2. don't know
3. rejecting new, promising proposals

1. I take great pleasure in reporting local news.

1. sometimes

1. Neat, demanding people don't get along with me

1. right
2. sometimes
3. wrong

1. I feel like I'm less irritable than most people

1. right
2. don't know
3. wrong

1. I can more easily ignore other people than they treat me.

1. right
2. sometimes
3. wrong

1. It happens that all morning I don't want to talk to anyone

1. often
2. sometimes
3. never

1. If the hands of the clock meet exactly every 65 minutes measured by the exact clock, then this clock

1. behind
2. go right
3. hurry

1. I get bored

1. often
2. sometimes
3. rarely

1. People say that I like to do things in my original way.

1. right
2. sometimes
3. wrong

1. I believe that unnecessary worries should be avoided because they are tiring.

1. sometimes

1. Home in free time I

1. chatting and relaxing
2. find it difficult to answer
3. doing things that interest me

1. I am timid and cautious about making friends with new people.

1. sometimes

1. I believe that what people say in verse can just as accurately be expressed in prose.

1. sometimes

1. I suspect that the people I'm friends with may not be friends behind my back.

1. yes, in most cases
2. sometimes
3. no, rarely

1. I think that even the most dramatic events in a year will no longer leave any traces in my soul.

1. sometimes

1. I think it would be more interesting to be

1. naturalist and work with plants
2. don't know
3. insurance agent

1. I am subject to unreasonable fear and disgust in relation to certain things, such as certain animals, places, etc.

1. sometimes

1. I love to think about how the world could be better.

1. Hard to say

1. I prefer games

1. where to play in a team or have a partner
2. don't know
3. where everyone plays for themselves

1. I have fantastic or ridiculous dreams at night

1. sometimes

1. If I stay in the house alone, then after a while I feel anxiety and fear

1. sometimes

1. I can mine friendly attitude mislead people when I don't really like them

1. sometimes

1. Which word does not refer to the other two?

1. think
2. see
3. hear

1. If Mary's mother is the sister of Alexander's father, then who is Alexander in relation to Mary's father?

1. cousin
2. nephew
3. uncle

The key to the questionnaire R.B. Cattela

	Question numbers, answer types, scores

Interpretation of factors

Factor A. Closure - sociability.

With low scores, a person is characterized by unsociableness, isolation, indifference, excessive severity in assessing people. He is skeptical, cold towards others, likes to be alone, does not have close friends with whom he can be frank.

With high scores, a person is open and kind-hearted, sociable and good-natured. He is characterized by naturalness and ease in behavior, attentiveness, kindness, kindness in relationships. He willingly works with people, is active in resolving conflicts, is trusting, is not afraid of criticism, experiences vivid emotions, and responds vividly to events.

Factor B. Intelligence.

With low grades, a person is characterized by concreteness, rigidity and some disorganization of thinking.

With high marks, abstract thinking, ingenuity, and quick learning are observed. Factor C. Emotional instability - emotional stability. With low scores, low tolerance, susceptibility to feelings, variability of interests, a tendency to mood lability, irritability, fatigue, neurotic symptoms, and hypochondria are expressed.

With high marks - a person is self-possessed, hard-working, emotionally mature, realistically tuned. He easily manages to follow the requirements of the team, he is characterized by the constancy of interests. He does not tend to be nervous.

Factor E. Subordination - dominance.

With low scores, a person is shy, inclined to give way to others. He often turns out to be dependent, takes the blame, worries about his possible mistakes. He is characterized by tact, resignation, respect, humility up to complete passivity.

With high scores - a domineering, independent, self-confident, stubborn to the point of aggressiveness. He is independent in judgment and behavior, his way of thinking is inclined to consider the law for himself and others. He blames others for conflicts, does not recognize authority and pressure from outside, prefers an authoritarian style of leadership, but fights for a higher status; conflict, arrogant.

Factor F. Restraint - expressiveness.

With low scores, a person is characterized by prudence, caution, prudence, and silence. He is characterized by a tendency to complicate everything, some concern and pessimism in the perception of reality. Worries about the future, expects failures. To others, he seems boring, lethargic and overly stiff.

With high scores, a person is cheerful, impulsive, careless, cheerful, talkative, mobile. Energetic social contacts emotionally meaningful to him. He is sincere in interpersonal relationships, often becomes a leader and enthusiast of group activities, believes in good luck.

Factor G. Exposure to feelings - high normative behavior.

With low scores, a person is unstable, subject to the influence of the case and circumstances, does not make efforts to fulfill group requirements and norms. It is characterized by unscrupulousness, disorganization, irresponsibility, flexible attitudes in relation to social norms, which can lead to antisocial behavior.

With high scores, there is a conscious observance of the norms and rules of conduct, perseverance in achieving the goal, accuracy, responsibility, and business orientation.

Factor N. Timidity - courage.

With low scores, a person is shy, unsure of his plans, reserved, timid, prefers to be in the shadows. He prefers the company of one or two friends to a large society. It is highly sensitive to threat.

With high scores, a person is characterized by social courage, activity, readiness to deal with unfamiliar circumstances and people. He is prone to risk, keeps freely, disinhibited.

Factor I. Rigidity - sensitivity.

With low scores, a person is characterized by masculinity, self-confidence, rationality, realistic judgments, practicality, some rigidity, severity, callousness in relation to others.

With high marks, softness, stability, dependence, the desire to gain patronage, a tendency to romanticism, artistry of nature, femininity, and artistic perception of the world are observed. Factor L. Credulity - suspiciousness. With low scores, a person is characterized by frankness, gullibility, benevolence towards other people, tolerance, accommodating. The person is free from envy, easily gets along with people and works well in a team.

With high marks - a person is jealous, envious, characterized by suspicion, he is characterized by great conceit. His interests are directed at himself, he is usually cautious in his actions, self-centered.

Factor M. Practicality - developed imagination.

With low scores - a practical, conscientious person. He focuses on external reality and follows generally accepted norms, he is characterized by some limitation and excessive attention to detail.

With a high score, we can talk about a developed imagination, orientation to one’s own inner world, high human creativity.

Factor N. Directness - diplomacy.

With low scores, a person is characterized by straightforwardness, naivety, naturalness, immediacy of behavior.

With high marks, a person is characterized by prudence, insight, a reasonable and unsentimental approach to events and people around him.

Factor O. Self-confidence - anxiety.

With low scores, a person is serene, cold-blooded, calm, self-confident.

With high scores, a person is characterized by anxiety, depression, vulnerability, impressionability. Factor Q1. Conservatism is radicalism. With low scores, a person is characterized by conservatism, resistance to traditional difficulties. He knows what he must believe in, and, despite the failure of some principles, he does not look for new ones. He is hesitant about new ideas, prone to moralization and moralizing, resists change and is not interested in analytical intellectual considerations.

With high scores, a person is critical, characterized by the presence of intellectual interests, analytical thinking, strives to receive information about everything in full. More prone to experimentation, calmly perceives new unsettled views and changes, does not trust authorities, does not take anything for granted.

Factor Q2. Conformism - non-conformism.

With low scores, a person is dependent on the group, follows public opinion, prefers to work and make decisions together with other people, and is guided by social approval. At the same time, he often lacks the initiative to make decisions.

With a high assessment, a person prefers his own decisions, is independent, follows the path he has chosen, makes his own decisions and acts on his own. Having his own opinion, he does not seek to impose it on others. He does not need the approval and support of other people.

Factor Q3. Low self-control - high self-control.

With low grades, indiscipline, internal conflict of ideas about oneself are observed. The person is not concerned about doing social demands.

With high marks - developed self-control, accuracy in fulfilling social requirements. A person follows his idea of ​​himself, controls his emotions and behavior well, brings every business to the end. He is characterized by purposefulness and integration of personality.

Factor Q4. Relaxation is tension.

With low scores, a person is characterized by relaxation, lethargy, calmness, low motivation, laziness, excessive satisfaction and equanimity.

A high score indicates tension, agitation, the presence of excitement and anxiety. MD factor. The adequacy of self-esteem. The higher the score on this factor, the more a person tends to overestimate his capabilities and overestimate himself.

• Psychology: personality and business

Keywords:

1 -1

When working in a team, it is very important to build relationships with colleagues, as most of time a person spends at work. If working days will be held in a friendly, warm and welcoming atmosphere, then any business is up to the task. At the same time, the mood will always be on top, and the absence of intrigue, squabbles and conflicts will only strengthen.

Conduct a group psychological in the team. Offer and distribute questionnaires to colleagues with a series of questions that they must honestly answer. When everyone has completed the task, collect the leaves, knock out the results and read aloud. The calculation of the test results in the psychological group is based on the fact that one point is awarded for each positive answer.

When criticizing a colleague, did you feel the desire to reason with him so that he would not repeat the same mistakes?

Would you like all the events that take place in your company to be coordinated with you?

Have you ever felt the desire to have full control over the activities of the company you work for?

Don't you think that your speeches in front of colleagues are very long?

Do you have a habit of “putting pressure” on your opponent in disputes, while not allowing him to insert at least one word in defense of his opinion?

Do you like to engage in discussions with different people?

Are you able to turn every discussion into a heated argument?

Have you noticed that your co-workers are generally defensive when interacting with you?

Have you noticed that your colleagues try not to discuss their work plans with you?

Do you consider external attributes of power and high position important?

Are you ready to take responsibility for your own mistakes and failures?

Do you easily share with a colleague the privileges or power you have?

Do you feel wary and dry from colleagues towards you, when you expect friendliness and reverence?

Are you of the opinion that your colleagues are much less competent and do not have the professionalism that you undoubtedly have?

Less than 6 points. You don't always get along with co-workers. Apparently, your "prickly" nature is the reason for this. If you try to keep your emotions and words under control, relationships with colleagues for you and for them will be more comfortable and enjoyable.

More than 7 points. It is very strange if you still have some kind of relationship with your colleagues. It is quite possible that they are doing their best not to catch your eye and not run into a scandal. If you change your attitude towards employees and see them as not only labor force, but also ordinary people with their problems and moods, then you will be able to improve relations in the team.

This test, conducted in the form of a group psychological game, will help you find out the true atmosphere that reigns in your team. You will also be interested in taking the “Colleagues or Friends?” test, which will allow you to draw some conclusions about relationships in the team.

When working in a team, it is very important to build relationships with colleagues, since most of the time a person spends at work. If working days will be held in a friendly, warm and welcoming atmosphere, then any business is up to the task. At the same time, the mood will always be on top, and the absence of intrigue, squabbles and conflicts will only strengthen health.

Spend group psychological game in a collective. Offer and distribute questionnaires to colleagues with a series of questions that they must honestly answer. When everyone has completed the task, collect the leaves, knock out the results and read aloud. Counting test results in psychological group game is based on the fact that one point is awarded for each positive answer.

Questions for the test "Relationships with colleagues"

- When criticizing a colleague, did you feel a desire to reason with him so that he would not repeat similar mistakes?

- Would you like all the events that take place in your company to be coordinated with you?

- Have you ever felt the desire to fully control the activities of the company in which you work?

- Don't you think that your speeches in front of colleagues are very long?

- Do you have a habit of “putting pressure” on your opponent in disputes, while not allowing him to insert at least one word in defense of his opinion?

- Do you like to engage in discussions with different people?

- Do you manage to turn every discussion into a heated argument?

- Did you pay attention to the fact that your colleagues mostly take a defensive position while communicating with you?

- Have you noticed that your colleagues try not to discuss their work plans with you?

- Do you consider external attributes of power and high position important?

Are you ready to take responsibility for your own mistakes and failures?

- When talking about the content of your work, do you often use the pronoun "I"?

- Do you easily share with a colleague the privileges or power that you have?

- Do employees show admiration for your determination and professionalism?

- Do you feel cautious and dry on the part of your colleagues towards you, while you expect friendliness and reverence?

- Are you of the opinion that your colleagues are much less competent and do not have the professionalism that you undoubtedly have?

Psychological Group Game Test Results

Less than 6 points. You don't always get along with co-workers. Apparently, your "prickly" nature is the reason for this. If you try to keep your emotions and words under control, relationships with colleagues for you and for them will be more comfortable and enjoyable.

Over 7 points. It is very strange if you still have some kind of relationship with your colleagues. It is quite possible that they are doing their best not to catch your eye and not run into a scandal. If you change your attitude towards employees and see them not only as a labor force, but also as ordinary people with their problems and moods, then you will be able to improve relations in the team.

This test, carried out in the form group psychological game, will help you find out the true atmosphere that reigns in your team. It will also be interesting for you to take the test “Colleagues or friends? ”, which will allow us to draw some conclusions about the relations in the team.

It happens that with some people we feel comfortable and confident, while with others we are constantly on the verge of conflict. We quickly approach the first ones, we can’t find the second ones. What is the reason?

We are so different...

On the ability to understand a partner (in communication, joint work) and interact with it is influenced by many factors: education, age, circle of acquaintances and even cultural level. If something of the above is fundamentally different for people, disagreements and misunderstandings often arise between them, up to complete rejection. In this case, they speak of psychological incompatibility.

What is psychological compatibility? Is it possible to determine it in advance, without bringing the matter to conflicts? What does the term "psychological compatibility" mean?

Levels of psychological compatibility

Psychological compatibility is a rather multifaceted and multilevel concept.
Of great importance is the psychophysiological compatibility of temperaments.
Socio-psychological compatibility depends on the social status of partners, their professions, level of education. However, education usually does not have a significant impact on the compatibility of people, but the level of a common culture for mutual understanding is very important, as is the level general development personality. Psychologically compatible are people whose ideas about the organization of their joint activities to solve common problems are sufficiently coordinated. That is, the psychological compatibility of people largely depends on their functional and role expectations.

And the highest level of compatibility can be called such a value-oriented unity, when partners do not just agree with each other's opinion, but share it together decision and lay the responsibility for it not only on another, but also on themselves.

Psychological compatibility in the team

We spend most of our time at work. Therefore, the desire of each person to feel easily and confidently among colleagues is quite understandable. Often people between high salary among hated colleagues and lower in a friendly team choose the latter option. Calmness and positive emotional contacts turn out to be more important for many than money and a career. After all, tensions in the workplace can poison our lives. And there are quite a lot of such “poisoned” misunderstandings at work. To avoid this, when recruiting each team, the manager must take into account not only professional quality applicant, but also provide for the results of joint activities with other members of the team. In other words, take into account the psychological compatibility of employees. But what does the term "psychological compatibility of team members" mean?

This is a manifestation of certain psychological properties of its individual members, on which the success of group activities largely depends. Simply put, the term "psychological compatibility of team members" is defined as the ability or impossibility of its members to work productively together, while feeling comfortable and protected.

When Compatibility Matters Most

Now that it has become clear what the term "psychological compatibility of the team" means, it can be argued that the possibility of fruitful cooperation between colleagues is determined by several decisive factors. Psychologists are sure that personal compatibility becomes more important for psychological comfort in a team, the longer people work together.

The importance of compatibility also depends on the size of the team. In groups with a large number of employees, psychological compatibility factors are less important.

But in small - from 3 to 7 people - teams great importance to create a normal psychological microclimate, has the maximum similarity of the natural properties of colleagues, the compatibility of their characters, types nervous system, levels of physical endurance, performance, emotional stability.

In small groups, the psychological compatibility of team members is often even more important than their professional skills. The latter can be taught, but is it possible to overcome psychological incompatibility?

Types of psychological incompatibility

The psychological incompatibility of members of the same team is manifested in the inability to understand each other in critical situations, the asynchrony of mental reactions, differences in thinking, attention, and value attitudes. Such people do not enter into friendly relations, do not respect each other, and sometimes even feel hostility towards colleagues. Psychological incompatibility not only poisons people's lives, but also negatively affects the quality of work.

This incompatibility manifests itself in different ways:

• Psychophysiological incompatibility manifests itself as intolerance to the habits of another person, and sometimes even to his smell.
• Socio-psychological incompatibility manifests itself most often if the "roles" in the team are distributed incorrectly, unfairly.
• Socio-ideological incompatibility is the incompatibility of worldviews and beliefs. It could lead to civil strife.

Is it possible to deal with psychological incompatibility?

It often happens that partners in critical situations do not understand each other at all, “do not hear” their counterpart, cannot accept common solution in the formed situation. After such psychological friction, everything just falls out of hand, efficiency decreases, and the quality of life drops sharply. In this case, the task of the leader is to try to bring the team closer together, to create a friendly atmosphere of trust in it.

But how to do that? And is it possible in principle to create a comfortable working atmosphere in a team that brings together people of completely different psychological types, often incompatible with each other?

Three Ways to Eliminate Disagreements in a Team

If the psychological compatibility of team members leaves much to be desired, you can use one of the following methods:

1. Try to avoid conflict. To do this, avoid situations that provoke disagreements and disputes.
2. Timely remind the most conflicting colleagues of professional solidarity, that we are all one team. In this way, it is possible to smooth out the emerging conflict and prevent team members from becoming aggressive.
3. An effective way is to find a compromise, accepting the opponent's point of view not completely, but to such an extent that it will allow to suspend the conflict.

But all this is just external ways that do not eliminate the root of the problem - the psychological incompatibility of workers. Therefore, the best solution is to conduct with each new member of the team psychological test for compatibility with existing employees. And even better in advance, still take into account social and psychological criteria compatibility of its members.

Take into account the psychological types of people

The successful solution of the task of forming a psychologically compatible team largely depends on whether the leader who forms the team knows the psychological types of people. There are two psychological types: introverts and extroverts.

Introverts are more restrained, indecisive, more likely to be contemplative than active, they are socially passive. An introvert is a cautious, hidden, pedantic person, he usually prefers monotonous work.
Extroverts, on the contrary, are people of an open nature, responsive, helpful, easily adapting to new conditions. The extrovert is sociable, charming, straightforward in judgments. Unlike an introvert, he is quite proactive. Such people are focused on external evaluation of their activities. Extroverts are good at jobs that require quick decision making.

Pure introverts and extroverts are rare. Each person has features of both psychological types. But they need to be able to identify and take into account when forming a team.

Psychological compatibility of spouses

Compatibility in the family is also the most important condition for the stability of the couple. Understanding marital compatibility is close to the satisfaction of a husband and wife with marriage. Compatibility loving people who created a family, is manifested in the consistency of attitudes, the similarity of spiritual structures, in accordance with the characters. An important component of marital compatibility can be called the consistency of both ideas about the functions of the family.

Speaking about the psychological compatibility of spouses, one cannot but take into account domestic compatibility, the nationalities of the spouses, their religion. Equally important for compatibility are the relationship of spouses to relatives, the unity of the principles of raising children, and the distribution of household duties. And even a different sense of humor can cause incompatibility between loving people.

How does temperament affect compatibility

Important for the compatibility of people in groups, whether it be a work team or a family, combinations of types of temperaments and characters. If a person's character is formed on the basis of experience and can change throughout life, then temperament is given from birth, it is impossible to change it. But it is imperative to take into account to determine psychological compatibility.

Of course, you can hardly meet choleric, sanguine, melancholic or phlegmatic people in their pure form, but one of the types of temperament still prevails in every person. How do they differ and what exactly needs to be considered?

People with the same temperaments react to what is happening around them in approximately the same way, while both their feelings and behavioral reactions are similar. Therefore, it is easy for such people to understand a friend, to predict the course of thoughts and actions.

But here's the paradox: the closer the relationship between people, the more compatible are just opposite temperaments that perfectly complement each other.

Features of people with different temperaments

Cholerics are distinguished by a strong nervous system, they change activities without any problems. But the nervous system of people of this type is somewhat unbalanced, which is often the reason for their quarrelsomeness with other people. Choleric people can visible reasons mood changes drastically. They are quick-tempered, impatient, prone to emotional breakdowns.

Sanguine people also have a strong nervous system, they are distinguished by excellent performance, they easily switch to other activities, communicate with all people without problems. Sanguine people are almost always in a good mood, they are looking for new experiences, quickly respond to what is happening around them, and experience failure relatively easily.

Phlegmatic people also have a strong nervous system, they are quite efficient, but they are included in new activity with difficulties. It is difficult for phlegmatic people to adapt to a new environment. The mood of the phlegmatic is usually even, he is always calm and self-confident. People of this temperament are also characterized by constancy in relationships.

Melancholics are people of a weak type of nervous system, they have a low level of mental activity, they get tired quickly. Melancholics are characterized by great emotional sensitivity, a sensitive attitude towards others. Thanks to these qualities, melancholic people are easy to get along with. But they themselves, experiencing problems within themselves, are most often in a bad mood, they are suspicious and tearful.

The key to compatibility is the optimal combination of value orientations, genotype and ... altruism

Summing up, it should be noted that psychological compatibility is defined as the mutual acceptance of each other by people, which is based on the similarity or mutual complementation of their value orientations and personal characteristics.

Ideally compatible would be people of approximately the same age, temperament, biological rhythms, state of health, activity in sexual life, the same level of education, and who, moreover, have the same goals, and their methods of achieving them also do not differ. And also ideally compatible people are ready to take responsibility for each other and joint decisions. But in real life such coincidences are practically impossible.

Nevertheless, we have psychological compatibility with people who differ from us in many ways. And to achieve compatibility in our own lives with loved ones and colleagues, perhaps, it will help not to conduct a psychological compatibility test on time, but the desire to make others feel good with us. Maybe this is the key to psychological compatibility?