Nizhny Novgorod State

Technical University

ESSAY

psychology

Personality and team

Passed

___________ Bocharov I.V.

(signature) (surname, I.O.)

94-P-1

(group or cipher)

Adopted

____________ Kulikova L.G.

(signature) (surname, I.O.)

Nizhny Novgorod 1997

1. Introduction

2 Theory of Relationship Personality - Collective

2.1 The basic principle of human communication

2.2 Personality and group. The problem of relationships.

2.3 The problem of community in social psychology.

2.4 Problems of social psychology.

2.5 The concept of the unity of personality development and psyche of man.

2.6 The concept and structure of small groups in psychology.

2.7 Types of conflicts and their characteristics.

3 Children's team

4 Studying interpersonal relationships in a military team and diagnostics of non-statutory behavior of military personnel.

4.1 Prevention of non-statutory relationships.

5 List of Literature

Introduction

The purpose of this abstract - in extremely small volume, try to state the characteristic phenomena arising in the relationship between the individual and the team. In view of the huge amount of topics, it was decided after a brief theoretical information to bring the analysis of the two most common examples of a person's life, in which the relations of the personality and the team play an important role.

Essay logically consists of three parts; The first is the excerpts from the classical theory of psychology. Here are introduced the basic concepts and definitions that psychology operates in determining the individual, society and their relationship. Particular attention is paid to the concept of small groups, as the most common form of the team.

The second part is devoted to the formation of a children's team and the development of a child in it - the emerging personality. This type of collective is taken not by chance, at this level there is an active knowledge of the child of the environment, the first relationship with peers is formed, the collective's own concept is formed, the awareness of his own "I" and the position of his own personality in the team.

The third, the last part, talks about a particular, specific team - military, and relationships are also discussed by specific - non-vestable. This example allows you to trace the relationship between the personality and the team in an extreme, intense atmosphere.

Theory of Relationship Personality - Collective

The basic principle of human communication

Relations in groups as they transform into groups for

conormally change. First, they are relatively

different (people who do not know or weakly know each other

cannot definitely relate to each other), then can

becomes conflict, and under favorable conditions

rove in collectivist. All this usually happens for

relatively short time during which individuals,

the components of the group cannot change as individuals. W.

every person has their own positive and negative

features, their special advantages and disadvantages. What about

side, positive or negative, he will perform in

relationships with people depends on these people and social

surroundings, from the characteristics of the group in which it is included

at present.

According to an interactive theory of personality, being internally

relatively stable in its basic properties, externally

can manifest itself in different ways depending on the folding

circumstances. Marked pattern: the closer

the level of its development team is to the team,

more favorable conditions it creates for the manifestation of

sides in the person and inhibition of the fact that it has thin

different from the collective and the closer it is to the corpo-

walkie-talkies, the greater the possibilities it provides for the manifestation

in the system of relationships of the worst parties of the personality with

modern inhibition of the best personal aspirations.

Personality and group. Problem relationship.

In the most general form, the development of the personality can be represented as

the process of its entry into a new social environment and integration into

her. Stages of personality development in relatively stable general

it is called phases of identity development: 1. _Fase

Personality. . Implies an active learning acting in

community of norms and mastering relevant forms and media

tV shows. Bringing with you to a new group all that

makes up its individuality, the subject cannot accomplish

to have the need to prove ourselves as a person before than

spending valid in the norm (moral, educational,

damped) and will master those techniques and means of

other members of the group are owned by other members of the group. 2. generate

exacerbating contradictions between the resulting resulsion

tatom adaptation - the fact that the subject became such as "as everything" in

a group and not satisfied at the first stage the need of

divide in maximum personalization. On this phase increases

search for funds and ways to designate their individual

its fixation. 3. Dummeses contradictions between

prevailed on the previous phase by the desire of the subject to be

ideally presented in others with their own characteristics and

rates for him with differences - on the one hand, and the need

generality to accept, approve and cultivate only those demon

the individual features they tried to be imputed

powered, meet its values, standards, contribute

the success of joint activities on the other side.

The problem of community in social psychology.

For an individual included in the group, awareness of

legens to it are carried out primarily through adoption.

of these characteristics, mesting the fact awareness of some

mental community with other members of this social

groups. We can say that the "border" of the group is perceived

as the boundary of this mental community. The main pure psycho-

the logical characteristic of the group is the presence of so

"We feel". This means that universal prin

cIP of mental design of generality is distinction

for individuals entering a group, some education

"We", in contrast to other education "they". "We feel"

expresses the need to retperine one community from

another and is a kind of indicator of awareness

legs to some group. Specificity of socio-psychological

analysis of the group here is here and manifests: relatives

real social

rye in aggregate make a group of psychological generality,

eating every member to identify himself with

Problems of social psychology.

Social psychology enjoys identifying a person

some gives general psychology, finds out how, oh

primarily in which specific groups, personality, with one

the parties assimilate social influences and, on the other hand,

how, in what specific groups it implements its

social essence. The difference between such an approach from sociological

who is that she reveals how

these socio-typical features were formed, why in one

they were manifested in full

least, and in others there are some other social and typical

features contrary to personality supplies to a certain society

allen group. More than in the sociological approach

de, such regulators of behavior and

personality activity as the entire interpersonal system

inside which, along with their activity,

their emotional regulation is studied. From the general

the logical is different in that the social psychology

matrix behavior and activity "socio-deterministic

bathroom personality "in specific real social groups,

individual contribution of each personality in the group's activities,

the reasons for which the magnitude of this contribution to the general

activity. For social psychology, the main landmark in

personality study is the relationship of personality with

The concept of the unity of personality development and human psyche.

In the life of a particular human man as an individual, as a separate

representative of the human community of his personality and psyche

presented in an inseparable unity. Individual has a psychiatric

koy, but at the same time, the individual acts as a person,

i am a subject of intercellaneous, social in nature

relationship. The determinant of the development of the personality is

wept-mediated type of relationships that

a person with the most significant group

sing (groups) during this period. These relationships are oposnse

gives this reference group, and communicating, which in it

moves. Based on this, we can conclude that the development

groups act as a personality development factor in the group. IN

according to the concept of personalization, the individual characteristics

the need to be a personality, i.e. be rest

to go to the maximum degree presented significant for

his qualities in the vital activity of other people,

involve the activities of the transformation of their semantic sphere,

and the ability to be a person, i.e. a combination of individual

features and means allowing to perform acts

providing the satisfaction of the need to be a person.

The concept and structure of small groups in psychology.

Small group - this is a few association

people whose members have a common goal and are friends with

a friend in direct personal contacts. Small group of ha

encluting the psychological and behavioral community of her

new, which highlights and separates it, gives it

social and psychological autonomy, distinguishes this

group from the rest. Small groups can be different by

this composition: from 2-3 to 30-40 people; Various

according to the structure of relations that exist between their members; neo-

dinakov according to the individual composition, the nature of values,

rules and rules that their members adhere to interpersonal

relationships, goals and content activities. Conditional

or nominal names are called groups that combine

degree not included in a single small group. In counter

regulation they are allocated by real groups. They represent

truly existing associations of people

responding to the definition of a small group. Natural

call such groups that are formed by themselves,

regardless of the desire of the experimenter. They arise and su-

are based on the needs of society or included in

these groups of people. Natural groups are formal and

informal. Formal are created and exist only in the framework

kak officially recognized organizations. Also all natural

groups can be divided into underdeveloped and highly

tyable. Sustainable small groups are characterized by the fact that

they are not sufficient psychological community established

catch and personal relations that have established the structure of interaction

tVy, clear distribution of responsibilities, the prize of the head

ditch, effective collaboration.

Types of conflicts and their characteristics.

In the direction of conflicts are divided into "horizontal",

"Vertical" and "mixed". To "horizontal" refer

such conflicts that are not involved by persons

smiling in submission to each other. To "vertical" conflicts

those of which are involved in persons who are in

subordinate one in the other. In mixed conflicts

lena and "vertical" and "horizontal" components. By

the importance for organizing conflicts are divided into constructive

and destructive. Constructive conflict happens when

opponents do not go beyond ethical standards, business relations

reasonable arguments. Non-constructive conflict

moves in two cases: when one of the sides stubbornly and rigidly

insists on his position and does not want to take into account interests

the other side; When one of the opponents resorts to the image

totally condemned methods of struggle, seeks psychologically

suppress the partner, discrediting and humiliating it. The nature

the reasons for conflicts are divided into objective and subjective. First

you are generated by objective reasons, the second is subjective.

Children's team

A developed children's team is the necessary

the condition of self-affirmation of the personality. He is inherent in the community of goals and

adequacy of the motives of objective and practical joint activities

the benefit of society, concern for the general result

tate, certain organization and nature of communication, wide

the theme of collective connections. The most developed forms of relationship

children are created in the process of a focused organization

socio-approved activities: educational, organizational and

equal, labor, artistic, sports and others. At the same time

giving the main types of children of a certain target

directivity, social significance allows not only

child relationships within the age groups, but also build them

on a single basis. The combination of intercrevious, with one

rona, and on the other - the need to manifest independence in

organizations and implementation of promotional activities

conditions for the development of genuine independence. Maxi-

milical development of amateurness of children acts defining

a sign of a developed children's team.

Socially recognized activities as a means of formation

a children's team and certain relations of his members of

can be implemented in the event that it corresponds to

once is organized.

This should be such an organization at which:

a) children of different ages perform individual parts of the overall

dachas, i.e. The age separation is carried out;

b) significant goals of this activity have as a public,

so personal meaning;

c) equal, initiative-creative position

each child (from planning to evaluate its results

d) continuity and complication of joint activities

and not only in terms of activity actually, but

the main thing from the position of its active participant acting at the beginning

for the "contact" team, then for the general-hour and then for

district, city, society;

e) this activity is aimed at the benefit of other people,

. It is in developed forms of socially approved actors

baby's ability to take into account interests, position

another person and, accordingly, to navigate it in his

behavior.

As a tool of educational children's team organizes

adults. At the same time, the question of relations

sEE: 1) the needs of children in communication and 2) tasks set

before this team. Practically in any organized childhood

commonly there is a certain combination of data

two factors. However, the most wide possibilities of their interaction

actions are created in the conditions of formed children's collecting

va. Actively including children in solving socially important tasks,

the team provides diverse forms of communication,

lifts the possibility of developing an individual as a person. Psychological and

dagogic task is to children

the team was not perceived only as a form of expediency, which

in the eyes of children, the educational function of the team retreated on

the second plan before its socially useful feature. Otherwise

educational impact is leveled by replacing the effect

called informal, informal children's associations.

Children's team existing in modern general

a tolens is a multifaceted system, inside

which children can be members of the associations, different in nature

and the duration of existence.

An important role is played by the nature of the relationship.

between children in the changing structure of constant and time

exchange associations that spend all schoolchildren through the situation

executives and performers, forming the ability to command

risks and obey the comrade, creating a detailed network of various

figurative relationships, relationships.

A special place in the attachment of intercoletory ties is occupied by

lenairectional creation of temporary unions allowing

low the activities of children in small groups who are ordered

the execution of short-term cases. Psychological peculiarity

these groups are that a schoolboy in such an association,

reading usually just a few children, is constantly under

the impact of public opinion comrades and cannot evade

sia from accepted behaviors. In addition, children are easier to accomplish

hang an independent manual with a small number of peers.

But the main thing is that only in small groups each

a child can determine for itself such a position in the joint

work at which it is able to make all his knowledge, forces

and abilities, i.e. There is an opportunity for everyone to allocate

its role in the overall activity, to the greatest extent adequate

his individual inclinations.

Among the important points in the organization of the children's team

refers the multi-age construction of contact associations

schoolchildren. The multi-stage composition of children's teams

usually existing in the combination of peers, the trend of the closer

purchase in a circle of group interests. The child is influenced

each such group and, having occupy a certain place in it, at the same

time itself affects the surrounding, optimizing your own

development.

But this path is realized only in a multifaceted system for children.

whom the team of the school as a whole, where in complex structural connections

there are contact collectives, different durations of existing

teaching, volume and content of activity.

In the general school team there is a completely special psycho-

logic situation. Availability for children of different ages and

different activities of common interests: common

cases, Classes, Groups, Brigades, Headquarters, Circles -

creates opportunities to establish between children of deployed

types of relationships.

In particular, the general school team provides unity,

friendship, partnership of senior and younger students.

Refreshing annually, the community-wide team preserves

same time its laws, customs, traditions and requirements. In this

wearing it is permanently acting power that helps

give, stabilize, develop the interests of contact collecting

gOB. The more collective starts are expressed in the general

lion, the stronger the contact associations of children; than

significantly, extensive the common goal, visible its social character,

the stronger the connection of all children's teams in their common hierarchy.

Targeted organization of an extensive children's team

ensures the most favorable psychological conditions for

mating collectivist qualities of the personality of each child.

Collectivism is one of the defining relations of the personal

in its specific activity - creative attitude towards

expecting a need for the need to other

people. Such a need cannot be formalized in a closed collection

tive, accentuated only at achieving its goals that tat

danger of the development of groupbiz. Often kids showing inside

its team relations of the partnership, mutual assistance, the answer

more displays the qualities of the collectivist outside

his team.

What is the cause of a weak formation of collectivist

creative? As one of the most serious reasons for this can

specify an excessive closure of a child in the team.

The formation of a class team, a student team, incomplete

numerically contribute to education in children of certain relations to

his team, inside the team. However, even friendly

relations, the relationship of business independence is still

not identical to collectivist qualities of the personality of individual de

tapes that make up the team.

Collectivism can not be based only on the affairs of their collection

tiva, because being a collectivist - it means to hurt not only

for the affairs of your team. The main thing in collectivism is public

naya orientation of activity, creative attitude to any other

goma man as a goal, and not as a tool.

Therefore, the formation of a truly collectivist qualification

supports "abstraction" from the work and purpose of the specific

collective, the connection of these cases and goals with wider tasks

other teams forming society, it is on this way

teenager, young men are formed personal responsibility for the general de

la. This plan is indicative of data obtained in the study

to identify the conditions for the formation of collectivist qualities

children's adolescence. Schematically, these studies

look as follows.

Arose, however, the question of the degree of formation of collecting

wist personality qualities of children. To clarify this was

den Additional experiment. The meaning of him was in cosne

checking how every teenager behaves in the situation

boron between personal and socially significant goal. It turned out that those

children who have durable in a multifaceted team,

focusing not on specific, although socially important goals of

clock teams, and for the general, socially significant case,

frequently sustainable collectivist qualities. Act

the value performed for society was important for them because

that it was associated with the definition of its place in society, with

the formation of self-consciousness.

Consequently, the task of adults is such an organization.

social activities in the conditions of the children's team,

which provides the responsible attitude of children to the general case

broadly. It is in this case that

the identity of the child for whom the public business is a need.

Therefore, it is necessary, developing the self-government of the children's team,

to form relationships of children not only to the purpose of this team

(while maintaining its concrete importance), but also to the general case

The data obtained is convinced of the need for simultaneous

inclusion of children in a specially organized "sliding network"

different teams:

a) educational, labor, organizational and public, artist

vain, sports, gaming;

b) permanent, seasonal, temporary;

c) single and multi-age;

d) small and numerous.

Such a mobile network of multidimensional teams provided

coented socially significant goals of all collection

relations and subordination to the solution of the overall task does not allow the child

clamp in a circle of close comrades.

It continuously includes a small team in a large, group

children of the same age in a multi-year team, creating

the mutation of interdependencies, breaking the framework of its specific

go, "our" team, withdrawing children in general to society. Pri-

than this is not a formal gap, when the child participates "then there, then

here ", and a system that, on the one hand, contributes to

directly personal communication of children in the team, and

on the other hand, it provides aware of the child's inclusion

only in this team, but also to society.

In particular, a large number of teams whose

the child at the same time enters, does not give him the opportunity to become in

speft opposition, and sliding shapes of a diverse collective

this feature is excluded by creating conditions for a variety

communication, communication in its pure form, to build a friendship relationship,

cooperation, general views, interests of children.

So, the formation of a person-collectivist person requires

organization of the system of a multifaceted children's team, system,

and not conglomerate classes, groups, circles, brigades, etc.

it is important to the directional inclusion of each child in the deployed social

alignedly approved activity in the system is precisely this specifically

a given multifaceted team when the integrality of the goals

of each specific team to solve common socially significant

tasks. It is necessary to emphasize that raising children in collecting

ve, the basis of which is the system of prosocial activities

ti is not one of the number of important educational principles, but

boy, a qualitatively peculiar approach to the formation of growing

man as a person.

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The purpose of the diagnosis of non-skill behavior is prevention,

restrictions, warnings of moral and physical insults

the personality of the serviceman, in the interests of creating a healthy moral atmosphere in military teams. Individuality of the warrior, its natural science foundations, social priority and manifestations in everyday life - a subject of particular interest for each commander. Social qualities of a person are found in his personality, which binds together various mental processes of the individual and informs its behavior the necessary sequence and stability.

Sociometry has significant capabilities compared to the rest of the diagnostics methods - a set of techniques and means used to study group dynamics (credibility, leadership, cohesion, etc.). Analyzing the sociogram is concluded about the presence of microgroups, friendly connections and antipathies between soldiers.

Early diagnosis of conflicts in relationships between military personnel is quite complex and crowded. But it is promising, subject to the established organization of the management of the processes occurring in the military team.

Prevention non-statutory relationships.

The first officers who meet the recruitment are officers

military commissariats Their main task is to actively form in the conscripts of collectivist qualities, the correct idea of \u200b\u200bthe statutory procedure in military teams, preventive educational work among young men, inclined to negative samples of behavior.

Upon arrival, the main attention should be paid to the correct formation of primary skills in the warriors in the fulfillment of official duties. In the first days, it is necessary to study the requirements of laws and military charters on relationships in military teams, explain how to behave in cases where any of the colleagues encroach on their dignity.

An indicative example of the need for the guardianship of young warriors in the initial stage of their service can be the case that happened in

v / h 73420 Volzhsky, where I started service. Arrived young popol

we have placed in the club for distribution by divisions. By whose

then negligence there was not a single officer left and after several

mINU MINURERS TAKE OF THE Club selected from youth

products, things, civilian clothes. The intruders managed

stop. They felt very uncomfortable in front of the part of the part, when it was necessary to return the selected owners selected by legal owners. This case had a huge educational impact on young warriors, and in the aggraving. The first were strengthened in faith in the desire of commanders to social justice, the second, at least during several days there was no and visible near the club part.

The commander is important to keep in mind that at the beginning of the service at warriors

but interpersonal connections are folded. In the interests of the upbringing of friendship between the warriors of various nationalities, it is advisable to evenly descend all the divisions by soldiers and sergeants of various nationalities. It is necessary to analyze who from countrymen already serves in this part, on which their contacts are. Officers should focus their efforts at work in microgroups who are based on ectery, nationality.

From the first days of service, it is necessary to identify people prone to undisciplining, non-execution, stocking, "leaders" with negative orientation. They are most characteristic of cruelty, selfishness, confusion, the desire to subjugate people, to receive leyings. In order to ensure its influence, they most often use violence or a threat to its use. Usually, the "leader" has a false authority of the "experienced guy", "athlete", "construct of modern music", etc. In his behavior, a disconnecy, arrogance, rudeness, arrogance, self-confidence, are pronounced brightly. The risk group includes

first of all, the servicemen possessing the lack of education, namely:

previously convicted and having drives to the police;

raised in unfavorable conditions, in the absence of selected both parents;

possessing pronounced negative features of character;

having claims to leadership.

On the other hand, in no case can not be overlooked from the type of military

woining, having a physical or moral defect - these are potential victims.

Instant relationships are based on a circular order.

Moon and mockery is silent not only by their performers, but also victims. That is why each case of the anti-depth relationship should be investigated to the end. To establish a true position and correctly respond to it - it means to prevent the crime or gross violation of military discipline.

For effective work on the prevention of conflicts on a national basis between military personnel, the leading staff must first examine the features of the development of interethnic relations, as well as firmly master the various methods of their regulation, which is awarded the prevention of even small negative phenomena.

Connecting Equipment

1. Psychology and pedagogy of military management.

Educational and methodical manual.

Ed. VVIA NI.V.V. Zhukovsky, 1992.

2. Military pedagogy and psychoglogy

Ed. A. V. Barabanchikov. - M.: Milivdat, 1986.

3. Zuev Yu.P. Authorized relationships: how they are formed.

M.: Milivdat, 1986.

4.Dodyov V.V. Problems of developing learning.

5.Feldstein D.I. Formation of a child's personality in

adolescence.1972b

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Faculty of Energy, Transport and Marine Technologies

Department "Psychology and Pedagogy of Vocational Education"

ESSAY

in the discipline "Psychology and Pedagogy"

Personality and public opinion in the team

Introduction

1. Personality and team

Conclusion

Introduction

The team as a group of people seeking to achieve the necessary and useful society of goals, has a strong impact on the formation of personality development, and human behavior, since the team is always also a particle of society. As a particle of society, he carries in itself and the traits of society as a whole: ideological, political, economic, moral, etc., so the impact on the personality of a person from the team is diverse. The collective personality acquires various experiences: social, interaction with other people, achievement, public behavior. However, each member of the collective has a certain impact on the team as a whole.

The relevance of the research topic is due to the fact that the personality and public opinion in the team is one of those fundamental problems of socio-humanitarian knowledge, the relevance of the study of which does not weaken over time. Moreover, taking into account the realities and opinions of modern society, the need to study the relationship between the individual and the team is only enhanced.

In this paper, we will look at the two main lines of interaction: the impact of the person on the team and the influence of the team on the identity.

The purpose of the work: to consider the main characteristic phenomena arising between personality relations and the team.

The following tasks are required during the study:

Consider the concept of a collective and what role is the person in him;

Explore the identity and team development models;

Explore the positive and negative sides of the influence of the team on the identity;

Analyze the state of personality in the team.

1. Personality and team

The social essence of a person is manifested primarily in its activities, communicating with other people. Isolated from other people a person cannot develop as a person. Only active labor, social activities provide a person to the existence and contributes to the development of many personal qualities. Social environment, the relationship in labor is a decisive factor in the formation and development of the psyche, the emergence of specifically human properties - consciousness.

The historical conditions of life led to the fact that people united in the nation, states, party, other generality. A person during his life directly communicates with other people, implementing its social essence. This communication occurs in groups and groups that have a big impact on the position, direction and self-esteem, etc. These generality are inhomogeneous and can be classified for several grounds: the proximity and depth of the developing relationships, the principle of education, the identity relation to the norms of the group, etc. Depending on the proximity and depth of the folding relationships allocate the primary group.

The primary group is relatively sustainable and unnoticed in the composition associated with the general objectives to combine people in which direct contact is carried out between its members. Everyone who enters it, know each other personally and communicate with each other in the process of solving the task facing them. The size of the primary group cannot be less than two, but does not exceed 30-40 people.

Such associations as a family, production team, aircraft crew, polar station, school class or student group, can be called primary groups. A person can be in several primary groups at the same time. Contacts in primary groups are not dosed. Everyone can communicate with each as desired and necessity. Almost the members of the group preferred one before others. They communicate more often, contacts are a close character (on a personal or business basis). This is the so-called communication circle, which is drawn up in the form of a microgroup. As a rule, such a group is not a few (2-7 people). A person remains a member of the primary group and does not break contacts with it.

According to the principle and method of education, real and conditional, official and unofficial groups are distinguished.

Real and conditional groups.

The real group is actually the existing associations of people with real connections and the relationship between their members, with the goals and objectives. The real group may exist briefly or long, be small or big.

The community of people drawn up nominally is called a conditional group. For example, sports journalists decide to form a team consisting of the best players in the world. They select the stars of the first magnitude and combine them in the list. These people will never gather and will not play together. But this group is compiled and conditionally exists.

Official and unofficial group. The official (formal) group is created on the basis of a staffing schedule, charter or other official documents. Production departments, staff are examples of official groups. The members of such a group establishes business contacts regulated by documents. They suggest coented or equality, greater or smaller responsibility for the task. Such a group can be rebuilt, but again on the basis of an order or ruling.

Relationships in the official group Even with the same instructions cannot be identical, since the contacts are entering into contacts with unique features, temperament, abilities, communication style. Business relationships are complemented by personal not provided by instructions. Psychological proximity (sympathy, respect, friendship) cementing the official group, helps to establish a favorable psychological climate, which ultimately contributes to successful work. Other relations that do not contribute to the success of the case (antipathy, disrespect, disregard, enjoyment) can be in the official group.

Unofficial groups arise on the basis of a single psychological motivation of sympathy, the proximity of the views and beliefs, recognition of authority, competence. Such a group is not provided for by a regular schedule or charter. So there are groups based on community of interests or hobbies. Sympathy and affection cement group. If they disappear, the group disintegrates.

On the basis of the personality relationship to the norms of the Group allocate a reference group.

The reference (reference) group is a real or imaginary group, the views, the norms of which serve as a sample for personality. Personality can enter a group, the norms whose values \u200b\u200brecognizes and supports, considers the best. Then the personality not only adheres to these norms, but also protects them, and sometimes promotes. Sometimes a person, being a member of one group, considers the ideal value of another group.

So, the primary group can be considered from different points of view. But in any case, the primary group has a strong influence on the formation of various sides of the personality. A team was named as the primary group.

The team is a group of people united by common goals subordinate to the objectives of society.

Clearly and full of signs of the team revealed A.S. Makarenko, which defined it as follows: "The team is a purposeful complex of personalities organized with the bodies of the team. And where there is a team organization, there are organs of the team, there is a organization of authorized persons, trusted team, and the question of the relationship of a friend to Comrade is not a question of friendship and not a matter of love, not a matter of neighborhood, and this is a question of responsible dependency. " At the same time, he noticed that the team unites the presence of socially (socially) significant goals. Therefore, we can say that every team is a group, but not every group - a team.

The personality in the team is associated with other personalities and together with them expresses the direction of community. In the course of historical interaction with the material world and communicating with people, the person not only acquires individual experience, on the basis of which individual traits are formed, properties, but also assigns public experience, which becomes the most important component of its spiritual wealth.

The relationship between the individual and the team is diverse. Two aspects can be distinguished: the effect of the team on the personality and the impact of the person on the team. The effect of the team on personality is carried out mainly through the so-called small groups in which a person has direct contacts with other people.

The influence of small groups per person is considered in detail especially in recent years, when the team has ceased to be considered as some uniform education and began to recognize the presence of various groups.

As in society as a whole and in individual organizations, a socially isolated individual is extremely rare. When a person is arranged to work or comes to an educational institution, he immediately begins to start familiar and friends from among those with whom he works most of time, and soon turns out to be involved in one or more social groups. The behavior of a person in such groups under the influence of the collective usually undergoes significant changes.

A few group of people who work every day together is a real social group (team). Her members usually call each other by name. They better recognize each other as a result of close personal contacts. They communicate with each other not as private individuals, i.e. Not just as employees, but as full-fledged personalities with their hopes and fears, ambition and claims, inclinations and troubles, social and family problems, etc. Separate members of the group usually identify themselves with their group, so they confess the values \u200b\u200badopted in the group as their own. The group makes an idea that there is the correct behavior of its members.

2. identity development models and team

Each person strives to assert themselves in the team and take the desired position in it, only the degree of aspiration is different. But on subjective and objective reasons, everyone cannot achieve this. Not everyone may, due to opportunities to achieve visible success, comprehend the critically discrepancies with the team, overcome the shyness. The greatest difficulties experience younger schoolchildren, they still have enough self-esteem and self-awareness, the ability to correctly appreciate how comrades and a team include, find a place in it in their capabilities. These reasons are subjective, and among the objective it is possible to name the monotony of activities, a narrow range of social roles available for accepting schoolboy in a team, monotonous and poor organizational forms of communication in the team, insufficient culture of upbringing, inability to notice in a comradist those moments that deserve attention.

The studies conducted allowed to allocate the most common models for the development of relations, which add up between the person and the team:

Conformism - the person is subordinate to the team;

Harmony - between the person and the team optimal relationships;

Nonconformism - personality subordinates the team to himself.

Each of these models has several lines of relationships, when, for example, the team rejects identity or vice versa, a coexistence is coexistence based on the principle of non-interference.

The first model shows that the identity can naturally and voluntarily obey the requirements that the team puts out to it can give way to him as superior strength, but can continue to maintain his individuality and independence, while observing the team only formally, externally. The team reminispens the identity of the norms, traditions and values \u200b\u200bof his life, absorbing it.

The second behavior line states that the ways of developing events may be different: Personality Either retains its internal independence, obeying the requirements of the team outwardly, or the person is openly conflicted, resists, rebellious. Various and motifs that encourage the person to adapt to the team, its values \u200b\u200band standards. The most common and considerable, for example, in the school team is the motive of the desire to avoid unnecessary and unnecessary troubles, complications, fear to spoil the characteristics. In this case, the schoolboy externally perceives the values \u200b\u200band norms of the collective, behaves as accepted in the team and says what the team is waiting for him. But outside the school team of his reasoning and thoughts, it is focused on the social experience that has previously developed. In this state, the schoolboy may be temporary, it can be transitional or stay forever. The last option arises when the social experience of the person who has developed at the person inadequate the current experience in the team, while his (schoolboy) experience is supported by other teams (friends in the courtyard, family, etc.).

Nowadays, there is rarely an open riot of personality against the team. Rest only sometimes, on issues of non-coming, takes the feeling of self-preservation. When the team breaks the person, he becomes a gendarme, and this is contrary to the principle of humanity of education and is a reason for teachers to think, to develop ways that improve relations between the individual and the team.

The third model is very rare, in which the personality subordinates the whole team. But this model cannot be ignored, since there are informal leaders that show their activities, and double, and then the triple valuables in the team. Members of the team may notice a bright personality with a certain individual experience. Such a person becomes attractive for the team due to personal qualities, unusual actions or judgments, the original position or status. Then it is possible that the social experience of the team will change. This process has a rather dual character, since in the case of a lower value system of the informal leader compared to the already existing in the team, this provision may lead to the depletion of the social experience of the collective, and on the contrary, if its value system is higher - to enrichment.

According to many psychologists, very often members of the teams show their individuality in a hidden form. Many individuals are happy to take a new job, especially if she is responsible, the motive of their diligence is the opportunity to shine with their skills and knowledge, to be in sight, demonstrate its superiority, and, as in the background of others, and at the expense of others.

These models, of course, do not illustrate all the existing variety of relations, which develop between the person and the team. When considering each such situation, it is necessary to be guided by the psychological mechanisms of motivation of activities, behavior of the individual, the patterns of psychology and social pedagogy.

3. The impact of the team on the identity

Researchers allocate positive and negative sides of the influence of the team on personality. The positive effect of the team on the formation and development of the personality is as follows:

1. In the team, the Individual is found with people who are for him the main source of spiritual culture.

2. Relations between people who develop in the team carry positive social norms and value orientations that are learned by the personality included in the group relationship system.

3. The team is a place where the individual works out its communicative skills and skills.

4. From the participants of the team, the individual receives information that allows him to correctly perceive and evaluate itself, maintain and strengthen everything positive in his personality, get rid of negative and shortcomings.

5. The team supplies an individual with a system of positive emotional reinforcements necessary for its development.

Only constant communication of the individual with more developed than he himself, personalities with valuable knowledge, skills and skills, provides him with the possibility of attachment to relevant spiritual values. Almost every person has something to learn from other people, and in almost every group he meets such people.

For the development of certain advantages, the individual needs appropriate incentives, positive reinforcements. Their main source is also people surrounding it in groups.

Thus, for the development of an individual as a person, the Group seems indispensable. The same, and even more, concerns a highly developed team. In the life and activities of each individual person, he plays an indispensable positive role, which such famous teachers, like A.S. Makarenko, V.A. Sukhomlinsky et al. However, its positive role in the development of the personality of the team sells only when it does not occur (this role) of ideological distortion, when the psychological and pedagogical theory of the team does not turn out to be the subject of political manipulations.

If there is much more and well written on the positive impact of the group on the individual (collective, the pedagogical, sociological and psychological literature, then a little known about the facts of negative impact. In any case, until recently, due to certain idealization, psychologists and teachers were preferred to be silent about these facts. Especially a lot of data on the possible negative impact of the group on the individual accumulated in the social psychology of small groups, the beginning of which was conducted by research on domestic and foreign scientists, held at the beginning of the XX century.

At first, psychologists interested in solving this issue, a large social community type of crowd and inorganized mass of people used as an object of study, and only then attention has moved to study the effect of the collective on the individual.

The French researcher of Leboon in the book called "Psychology of the Folk Mass", published in 1895, tried to withdraw the general laws of human behavior in the inorganized community of people. He argued that the middle man in the mass of people, in the crowd discovers a lower level of intelligence than outside it. In a crowd, he is more trusting, aggressive, fierce, impatient, immoral and is even able to behave at the level of the animal. Obviously, the city of Ledbon exaggerated the negative effect of the crowd on the individual, but nevertheless, in its judgments and conclusions, a certain proportion of truth was contained. It was confirmed by subsequent experimental studies. Those specific changes in psychology and human behavior under the influence of the crowd, which was among the first called attention Lebon carefully studied in social psychology under the names of "depersonalization" and "deindividualization".

It has been shown that when a person has been influenced by a large enough social community, not internally organized in his psychology and behavior is more pronounced in common, which is characteristic of this group, and to a much lesser extent that of his own personality . The man in the crowd often ceases to be a person, so this phenomenon was called "dewincing".

4. Personal health in the team

The state of personality in the team is that the general psychological state, an emotional and moral mood, which is dominated by an individual as a result of a long stay in this collective. In order to more accurately determine the well-being of the majority of individuals in the group, psychological climates are used in psychology. We already touched it earlier, and now we will consider several more.

With the help of this concept, the moral and emotional side of the system of human relations established in the team is indicated. The psychological climate includes a combination of moral norms and values \u200b\u200bthat are guided by the members of the group in their relations to the unifying business and to each other. The psychological climate significantly characterizes the emotional attitude in the team.

In addition to the general phenomena associated with the psychological climate, the team integrally describes the effect that it, as a whole, has an individual. From his part, this influence primarily performs in the form of emotional and moral attitudes (health, mood, etc.).

Analyzing the dynamics of relationships in various microgroups - Diases and Triads, we can say that small groups of different levels of development affect the relationship of people, as if unfolding them towards the case and each other is positive, then the negative side or leaving indifferent. This means that the psychological climate that has developed in the team can actualize the best, then the worst qualities of the person's personality.

Consider what the impact of the team can have on the emotional well-being of its members, in particular, on the removal of interpersonal prejudice and anxiety.

Always always perceive and evaluate people under the influence of a certain installation. This installation may be constant and volatile, depending on the circumstances and features of perceived people. Being stable and little associated with the personalities of the evaluated people, such an installation can take the form of prejudice and generate a biased attitude towards a person. He, in turn, rightly consider that it is biased to him, corresponds to the same. It is so folded difficult, conflict relationships, of which it is difficult to find a way out, since the parties involved in it do not see the source of conflict situations in themselves.

The reason for the conflict of people, most often occurring in practice, is a dishonest, unfair, unfortunate, dishonest attitude of one person to another. The method of removal of prejudice is, in turn, in order to, overcoming interpersonal distrust, cause the confidence of people to each other.

There are several ways to remove prejudice in group relations:

1. Creating situations in which people will perceive each other as equal in their status. This can be done, for example, using role-playing games such as social and psychological training.

2. Development of each member of a group of ability to correctly perceive and evaluate people, skills and interpersonal skills.

3. Stimulating and promoting direct interpersonal contacts of people who experience distrust towards each other.

4. Enrichment of individual experience of a prejudiced person by observing the relationships of other people to whom he is experiencing a sense of prejudice (there is a person in mind, the opinion of which he values).

Much attention in connection with the emotional-motivational issues of the regulation of human behavior in small groups in the past few decades has attracted anxiety, which arises from individuals in the team (situational anxiety).

Anxiety phenomenon arises in a team with emotionally unfavorable, suspicious relations associated with distrust to each other and alienation. The main way of removing such anxiety is the same that is used to prevent and relieve conflicts: increasing the openness and mutual confidence of the members of the Group.

Conclusion

collective personality conformism

In a democratic education, when freedoms and human rights are observed, the question of the relationship between the collective and personality is of particular importance. In the domestic literature, the question of how a person's personality is being formed under the influence of the team, several decades were not considered. It was believed that the person would certainly be submitted to the team. Today, in accordance with the spirit of time, considering the experience of world pedagogy and the philosophical concept of a person, there is a need to look for new solutions.

In the same place in the team of the team will be personality, most depends on individual social experience. It defines the nature of the identity judgment, the behavior line and the system of value orientation. Experience may or match, or not to meet the procedures for judgments, behavioral traditions and values. When the coincidence is obvious, the personality is much easier to be included in the system of emerging collective relationships. When a person has a different experience, then establish relationships with the team to him a little more difficult. The most difficult situation of such an individual, whose social experience is contrary to the values \u200b\u200badopted in the team, while almost inevitably the collision of opposite views on life and lines of behavior that can lead to the most unpredictable results. The way the personality relationship is being collapsed, depends on the personal qualities, and from the team. According to the existing experience, the most favorable attitude add up to the team, which has achieved a high level of development, is a force based on public opinion, traditions and authority of self-government. It is such a team that can easily establish a normal relationship with the person who enters it.

List of sources used

1. Ilyin, E. P. Emotions and feelings / E. P. Ilyin. - M.: Peter, 2013. - 773 p.

2. Stolyarenko, A. M. Psychology and pedagogy / A. M. Stolyarenko. - M.: Uniti-Dana, 2012. - 526 p.

3. Grishin, N. V. Psychology of the conflict / N. V. Grishin. - St. Petersburg. : Peter, 2010. - 533 p.

4. Leboon, Psychology of the Peoples and Mass / G. Leboon. - M.: Academic Project, 2011. - 238 p.

5. Gurevich, P. S. Psychology and Pedagogy: Textbook / P. S. Gurevich. - M.: Uniti-Dana, 2012. - 320 p.

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There are 4 most common models for the development of relationships between the individual and the group:

1. Personality and group are in optimal relations - harmony. There is no contradictions between the group and personality. Personality feels comfortable in the group.

2. Personality and group exist, observing the formal relationship, called the team, but not being essentially coexistence.

3. Personality is subordinate to the group - conformism. A person may comply with the requirements of the Group naturally and voluntarily, can give up a group as an external superior force, and may obey only externally, formally, with internal disagreements with opinion, values, the norms of the Group. This type of relationship occurs in situations where the person seeks to be adopted in the group or does not want conflicts and complications.

4. The personality resists the pressure of the group or seeks to subjugate it - nonconformism. This is manifested in an open rebellion of resistance, conflict either in the preservation and demonstration of an independent position, look, evaluations. The pursuit of the personality to subjugate the team is not often found. Typically, it is common to strong personalities, with peculiar views, judgments and actions characterized by certain leader's tendencies. If the personality turns out to be attractive for the group, it can be an informal leader.

Position of the person in the group.

Socio-psychological (informal) structure of the group acts as various psychotypes of personalities. The uniqueness of the structure of each group depends on the communications of the components of its individualities. Consider some features of the personality:

It is greater practical importance to the division of temperament, under which it is understood as a certain relationship of the degree of emotional stability and orientation or on itself, or in the outside world. It is important to consider here:

1) belonging to this or that type is determined by genetic predisposition:

2) "clean" psychotypes actually does not exist;

3) There is a direct connection between the temperament and the business qualities of a particular individual.

Let's start by S. choleric . He has no sustainable mental reactions, he is impaired, fussy, leisurely, is characterized by sharpness and straightness, he is stubborn, finding in the dispute, straightlyline, but not having to touch and not malicious. It follows that it is inclined to conflict, does not know how to listen to other people, inclined to risk, works poorly with inanimate objects, i.e. It is not suitable for routine work and requiring patience of long-term business negotiations. His possibilities are limited as the boss, the deputy - phlegmatic is desirable.

Sanguinik It has a different set of personal qualities: it starts the case with passion, but rarely brings it to the end, unstable in sympathy and antipathy, quickly in decision-making, easily adapts to the changing situation. He is contactable and easy to communicate, knows how to listen to other people. His orientation for animated objects does not allow him to work painstakingly with business documents. Sanguine is ideal for working with people, including as a leader.

Main quality phlegmatic - Orientation on inanimate objects. It is calm and cold-blooded, consistent and thorough in affairs, patient, resistant in sympathy and antipathy, is indifferent to praise. It is important to remember that his reaction to the changing situation is late, it is difficult for him to establish a reverse emotional connection and, therefore, communicate, to conduct a business dialogue. The interlocutor is interesting for him only if he is interested in it. But the phlegmatic is irreplaceable when working with documentation.

"Misunderstanding of Nature" - Some call melancholic. His main feature is an exacerbated sensitivity to the surrounding world. This is an excellent quality, for example, for the artist, but adversely affects business communication. Melancholic is stronight and shy, negative, having offended, does not believe in his strength, inclined to suspicion. Along with these qualities, communication with other people makes it difficult to conceal, the desire to block themselves; The tendency to the figurative, and not conceptual thinking makes it difficult to analyze the business situation.

Another criterion of classification of identity types - Socio-psychological qualities : Social settings, stereotypes of thinking, value orientation. This approach is characteristic of Merton (Conformist and Deviant Types), Froms (accumulative and exploitative), etc. Special attention is paid to the classification of the founder of the sociometry of the American scientist J. L. Moro, who studied informal relations in the group in terms of the distribution of sympathies and antipathies.

Each person occupies a place in the system of interpersonal relationship, which is called sociometric status. The person's status in the group can be measured using a sociometry technique, which, on the basis of elections made by members of the Group, makes it possible to attribute a person to one of the status: "Stars", "preferred", "accepted", "isolated", "rejected". The degree of personality influence on other, informal rights and obligations in the group, the significance of its opinion depends on the sociometric status. The person's status in the group is relatively stable and change it is not easy.

V. M. Shepel offered the typology of ordinary members of the labor collective. In accordance with it, "collectivists" to collective actions, support public undertakes, live the collective concerns, actively interact with their colleagues. "Individualists" are on individual work and relatively indifferent to the affairs of their team. "Claims", as a rule; Actively participate in common events, independently and persistent in achieving goals, but possess an increased vanity, claim leadership, with insufficient, in their opinion, the assessment of their actions becomes in the position of dissatisfied, fond of criticism of more successful comrades and leadership. "Conformists" are often not indifferent in assessing problems of collective activities, focus on attachment to these issues of managers, leaders and most, quickly adapt to the existing conditions. "Passive" often strive to actively participate in generallyollective affairs, but they lack the sequences and efforts of will, so everything is limited to good gusts and in the team they occupy an expectant position, indifferent both to successes and the failures of the team. "Isolated" with their actions or statements repel the majority of comrades, which leads to their separate position in the team. Obviously, according to the criterion "targeted activity - passive functional device" The specified types can be positioned in the following sequence: "individualists", "isolated", "claims", "collectivists", "Conformists", "passive".

Informal leader in the group.

The concept of leadership refers to the psychological characteristics of interpersonal relations arising from the "vertical" as a relationship of dominance and subordination.

The leader is an element of the informal structure of the group. First of all, it is on the coincidence or mismatch of the leader and the formal leader that the coherence of the formal and informal structure of the group is judged. In general, it is believed that such a coincidence increases the cohesion and effectiveness of the Group.

Informal leaders have no less influence in collectives than managers, although they use their personal, individual qualities and make a bet on people, their relationship. The working group is characterized by a permanent change of leaders depending on the change of activity, situations, etc.

In the labor team there may be several types of leaders: a business leader (one who is better than others imagine the essence of the case and has experience in solving the main tasks facing the group); Emotional leader (possessing the greatest attractiveness, attraction); There may be a situational leader (which is best understood by the current situation and knows how to do).

Therefore, depending on the specifics of the situation, different members of the group are becoming effective leaders. As an example of such an approach, a model of a program-target group, developed by M. Belbin, can be given. Social object management actions are not alone, but a team consisting of:

A. "Bridge", a pedantic, recoverable, loving order and obsessed with the correctness of what is happening.

B. "Decorator of decisions", uniting goals, ideas and practical considerations in one real project.

B. "The Sovitchik (judge)" involved in a weighted analysis of concepts that does not allow the team to captivate a unreasonable plan and performing the role of criticism, not the Creator.

G. "Novice with a fresh look", which supplies the group original ideas, thoughts, suggestions. He brings with him a radical approach to solving problems and the most developed imagination.

D. "Soul Group", a pretty, pleasant in communication, popular, avoiding conflicts, soothing other and communicating.

E. "Chairman", listening to a generalizing, forming a solution and combining human resources of a group having an ordered approach to business and to people based on self-discipline.

Well, "resource scouts", quickly learning about everything new, easily allowing the emerging difficulties, is relaxed, sociable, causing the location,

3. "Practice-the Organizer", which gives the plans to the real, fulfilling the form seeking to achieve goals

Influence of group on personality.

The influence of the group on the identity can be both positive and negative.

A positive effect manifests itself in that:

1. The group is for the personality source of ideas, values, social norms of behavior and activity;

2. The group can have an educational, corrective effect on the identity;

3. Group as a sample behavior;

4. The group has a stimulating, motivating impact on the identity, "inspiring" it for the formulation of new goals, to increase the level of claims;

5. A group as an environment for self-realization;

6. Group as a source of positive emotions.

The negative influence of the Group is manifested in deindividualization, dewriting a person. R.S. Nomov (1994) offers the following scheme for possible causes and consequences of deyldialization.

INDIVIDUALITY

Definition

Conformal behavior of the person in the group.

The integrity of the Group is expressed in the unity of thoughts, feelings and actions, which is achieved through the convergence of activities, values, behaviors and activity styles. There is a likelihood of members of one group to each other, which is carried out by mutual influence. One of the forms of influence is the pressure of the group into a separate person, which manifests itself in the conformal behavior of the personality.

Allocate 2 types of group pressure situations:

Regulatory (the individual follows the established group standards);

Information (individual follows the view of the group, since it does not have reliable information)

N.N. The invosities allocated factors determining the measure of the advantage of group members:

I intragroup factors of conformal behavior:

1. The number of members of the group providing maximum pressure on the individual should be equal to three. A decrease in the number of fake persons reduces the degree of influence, and an increase of up to 4, 8 and 16 does not give any significant change.

2. The influence of the group depends on the position of the individual in this group the smallest conformity, regardless of the situation, showed persons "with a weak dependence on the group and with strong recognition by this group."

3. Uniformity in groups with a democratic system of relations is greater than in an authoritarian group, but the adequacy of the response is higher in the second type of groups. These effects are associated with a different system of communicative links.

4. When expressing opinions, they publicly influence their greater than in the message in writing.

5. Contatability of group pressure depends on the procedure for the exposed opinion. The testes that have expressed an opinion earlier affect the reaction of the follow-up. The uniform opinion of several persons acts on the last test most significant.

6. Conformity turns out to be more significant when the discrepancy with the view of the group is large, but not very. This provision is complemented by the results of our studies, which have shown that the subjects who have discovered a significant deviation from the standard (with an individual survey) have more dramatically changed their estimates in the Group's conditions. Thus, not only the degree of discrepancies with the opinion of the Group determines the conformity of the individual, but also the "law of social feasibility" is manifested by the "Law of Social Feature".

7. The cohesive group turns out to be greater pressure on its members, i.e., with the established relations of conforming mutual influences, much more. In contrast, it turns out that digging The action of the nominal group is greater than the team. The research results show that cohesion enhances the uniformity of the behavior of the group members, contributes to normalization. The relationship between cohesion and conformity in the group has been detected.

8. Public consent and internal rejection takes place in the threat of punishment.

9. An interesting phenomenon is the ratio and mutual influence of standards, individual and group developed in the group:

a) pre-(with an individual examination) the existing judgment reduces the effect of group pressure;

b) The norms established under the conditions of the group norms are transferred to an individual experiment, and with an individual examination, the subject shows a greater stability of the results.

II personal factors for conformal behavior.

Before proceeding to the description of the characteristics of the subject, it is necessary to determine the types of behavior of the individual in terms of group interchange.

The convergence of opinions and the nature of the behavior of individuals depend on the conditions in which these processes occur. In conditions direct The pressure of the group of Individual (information situation) is detected six types of its behavior. S. Ash (1956) with the help of an interview revealed as completely disappointing subjects, whether the majority of the majority, and completely independent In all cases that gave their own individual assessment. But between these two types of behavior, the bulk of the subjects is found, which manifests a more complex relationship of internal external. reactions to the pressure of the fake group. This allowed N.N. Idow allocate three types independent and three types disappointing subjects.

First, extreme, type independent characterized by complete trust to your own perception and experience. The most expressive sign of these subjects is self-confidence and high resistance to group pressure.

Second Type independent characterized care from the pressure of the group and preservation of his opinion.

Third type independent Differs significant intensity and doubt But they still remain in their opinion.

Disappointing The first type is characterized by the fact that they are sufficiently confident in the accuracy of their perception of applying, but the unwillingness to be rejected by the group makes them take fake judgments.

Disappointing second type relatively It is easy to take the point of view of the majority, as little trust the accuracy of their perception and estimation.

Disappointing Third type do not notice, that their estimates are determined by the false opinion of the majority.

Thus, three types of behavior are not related to conformal. The last third type of independent individuals cannot be considered conformal, since its reaction to the group pressure unconscious, non-critical and there is no internally external contradictions.

It is known that women are more conformed than men that with age degree of conformity decreases.

According to the degree of privacy, 7 types of behavior can be distinguished by group influence:

1. Fatty - for large change estimates in the group compared with estimates made under the individual examination (conformal),

2. Conformal - Ply insignificant Change estimates, as the estimates obtained in an individual examination are close to the developed group norm.

between 3. Prudent Careful (also conformal) -priy average estimates of the individual estimates and group norms of estimation.

4. Unstable - It follows in estimates for the group and returns to its individual estimates.

5. Negative - With the coincidence of its assessment with group, the opinion changes.

6. Independent --- more often A total gives us an individual assessment.

7. Uncertain-Passe it is difficult to interpret.

Questions for self-test.

1. List the main characteristics of the Working Group.

2. List the essential signs of the team as a highly developed group.

3. Determine the development phase of the working groups known to you.

4. What is the role of a psychological climate in the effectiveness of group activities.

5. Factors affecting the psychological climate of the Working Group.

6. What is determined by the effectiveness of group activities?

7. Give examples of the positive and negative impact of the group per person.

8. Can the identity affect the group? Give examples.

9. What are the consequences of the negative position of a person in the group?

10. Factors affecting the motivation of workers' work activities.

11. The conformal behavior of the person in the group is a positive or negative phenomenon?

Cheat Sheet for General Psychology of Hemepov Ildar Shamilievich

21. Personality and team

21. Personality and team

The personality in the team is connected with other personalities and together with them expresses the direction of this commonality. Through the collective, the personality corresponds to other teams and society as a whole. Insofar as collective - Society Particle, He inevitably carries his political, aesthetic, moral and other ideas. Personality shares these ideas, guided by them in affairs and behavior.

In the course of interaction with the material world and communicating with people, the person not only acquires individual experience, on the basis of which individual traits are formed, properties, but also assigns public experience, which becomes the most important part of its spiritual wealth. The ideological, moral community of the nearest and wider social environment creates conditions for the development and formation of a solid harmonious personality.

The relationship between the individual and the team is diverse. It is possible to allocate: the effect of the team on the identity and the impact of the person on the team.

Effect of team on person. The team is interested in the comprehensive development of the personality, as from the completeness and wealth of each person, each member of the collective is made full of the life of the team. At the same time, it is impossible to deny the fact that the team has a certain impact on the person who is included in it is equal to the person cannot not affect the team. In relation to the personality, the team performs a number of functions:

1) introduces it to ideological, moral, aesthetic and other values. It performs this feature, because it is an open social system and its goals, the tasks bring from society. If we consider the identity in the ratio with the team, it is also represented by the system opened with respect to this commonality;

2) The effect of the team on the identity affects the educational and corrective function. A person must form himself, and even more so he should have a desire to be better, more valuable for society. But with all this, the team is a mighty force. In his arsenal, it contains such means of education that is not in person. Collective opinion, conviction, clarification, criticism, competition is not a complete list of measures at the disposal of the team.

Effect of personality on the team. The measure of the impact of the personality on the team is expressed in the categories of authority, leadership, leadership.

These qualities of a person contribute to the impact on the collective opinion due to the recognition of respect, subordination and reciprocity of the interests of a person.