They are not considered mechanisms of human adaptation. Adaptation

One of the key properties of a person in his relationship with the environment is adaptability – the ability to actively adapt to the environment and its changes. Concept adaptation mechanisms – reflects an idea of ​​the ways of adaptation of man and society to changes occurring in the environment. The entire set of such mechanisms can be conditionally divided into two large groups: biological and extrabiological mechanisms. Biological include mechanisms of morphological, physiological, genetic, behavioral, immunological adaptation; the second group includes social behavior and mechanisms of cultural adaptation. At the present stage, the biological mechanisms of adaptation are the most studied. The mechanisms of extrabiological adaptation have not been sufficiently studied, although most researchers believe that they play a leading role in human adaptation to the environment.

The main biological mechanisms of adaptation are self-regulation mechanisms . The internal environment of the body is relatively constant (homeostasis). When exposed to any external factor, a change occurs within the physiological fluctuations of the functions of organs, systems and the body as a whole, but remains relatively constant internal environment, which ensures the normal course of metabolism. All functional systems of the body are interconnected. The process of cellular self-regulation is not autonomous; it is subject to the regulatory influence of the nervous, endocrine and immune systems. The inclusion of various levels of adaptation largely depends on the intensity of the disturbing action and the degree of deviation of physiological parameters. Figure 8 shows a diagram reflecting the relationship between the intensity of impact and the inclusion of adaptive mechanisms.

For example, the controlled variable is blood sugar level. To reduce blood sugar, the homeostatic mechanism of the liver is triggered, which self-governs the level of sugar in the blood to certain limits. If the decrease is significant, then the next stage of regulation is activated at the level of the pancreatic apparatus. Here the control is due to the hormones insulin and glucagon. The latter provides tissues with glucose, and insulin promotes rapid utilization. A sharp drop in blood sugar when exposed to an extreme factor turns on the highest regulation centers: pituitary gland - diencephalon. An increase in the function of the nervous system, the release in a certain combination and amount of a number of hormones contribute to the mobilization of energy resources and their redistribution to organs and tissues involved in adaptation mechanisms. This is a neuroendocrine stress response. At the same time, other organs and systems are also added that can compensate for the temporarily or permanently lost function of the damaged organ. This reduces the functional load on the diseased organ and creates conditions for the formation of long-term adaptation.

Neuroendocrine stress response,

mobilization of all systems

Rice. 8. Relationship between the intensity of impact and the inclusion of adaptive mechanisms

Adaptation of the human body is also carried out due to a large “margin of safety”. The body is structured according to two principles: a limited limit and the strictest economy. There are many examples of this. The heart can increase the number of contractions by 2 times without disrupting the process of vital activity, the pressure may increase by 30–40%, arterial blood contains 3.5 times more oxygen than is necessary for a normal level of metabolism; the body tolerates removal of ¾ of the liver, complete removal of the spleen, 1/10 of the adrenal glands is enough to preserve life. The ability of organisms to adapt is inherent in nature and is not related to their habitat.

What types of adaptations are there? There are genotypic, phenotypic, climatic, social and other adaptations.

Genotypic adaptation is a genetically determined process that develops during evolutionary development (profound shifts in morphology and physiology that are inherited). The process of genotypic adaptation is controlled by natural selection, and does not occur under the pressure of direct physiological mechanisms. The most ancient species (genotypic) adaptations Homo sapiens are associated with adaptation to geographically contrasting natural conditions and the formation of races - Caucasian, Mongoloid, Negroid, closely related to Australoid and small races (supraethnic groups) within these large races. In the world population, Caucasians make up 42.3%, Mongoloids – 36%, Negroids – 7.4%, Australoids – 0.3%.

Racial differences concern a small number of secondary characteristics - skin color, hair, eyes, shape of the nose, lips, eye shape, height and body proportions, as well as characteristics of blood type and the activity of certain enzymes. For each of these characteristics, a certain connection can be traced with factors of geographical distribution, climate and nutritional characteristics. Thus, body proportions - stockiness or elongation, length of arms and legs, average thickness of subcutaneous fat depend on the average annual temperature of the environment.

Caucasians fair-skinned, they are characterized by straight or wavy light brown hair, gray, gray-green or brown-green broadly open eyes, narrow and strongly protruding nose, thin lips, moderately developed chin, wide pelvis. The protruding narrow nose of Caucasians lengthens the nasopharyngeal passage, which helps warm cold air and protects the larynx and lungs from hypothermia. Negroids dark-skinned, they are characterized by curly dark hair, a long head, thick lips, a wide and flat nose, brown or black eyes, a narrow pelvis, and large feet. The wide and flat nose of Negroids contributes to greater heat transfer; their curly hair protects the head from overheating. Long limbs provide individuals with additional body area allowing for faster heat loss, which is an advantage in hot climates. Mongoloids dark-skinned, have yellow or yellow-brown skin, a flat, high-cheekboned face, straight, coarse blue-black hair, narrow and slightly slanting brown eyes with a fold of the upper eyelid in the inner corner of the eye, a flat and rather wide nose. Australoids almost as dark as Negroids (their skin is chocolate-colored), but they are characterized by a large head and a massive face with a very wide and flat nose, a protruding chin, and dark wavy hair. Australoids are the Aboriginal people of Australia.

Racial characteristics are not associated with periodization, levels of physical and mental development and fertility. For modern man characterized by a noticeable process miscegenation- race mixing.

Climate adaptation(acclimatization) is the process of human adaptation to climatic conditions. Acclimatization is the initial urgent stage in case of climate change in geographical conditions (Far North or equatorial zone). Human metabolism and energy are very flexible. A person can adapt to a wide range of environmental factors - temperature, atmospheric pressure oxygen concentration, food composition, etc. The physiological adaptation of people to a cold climate is accompanied by an increase in metabolism, a change in the temperature sensitivity of exposed parts of the body, depth of breathing, and a shift in food preferences towards increased caloric content of food. By increasing the layer of subcutaneous fat, the body's thermal insulation improves.

Adaptation to a hot climate is achieved by changing blood circulation, water-salt metabolism, changing blood pressure, improving the functioning of the kidneys and sweat glands. All these changes are under the control of the nervous and endocrine systems. With rapid changes in climatic conditions, the body's condition may worsen. When the previous conditions change, the body returns to its previous state. Such changes are called acclimatization. The ability for individual nutritional or climatic adaptation depends on race, gender, age and general physical health.

However, in most cases, adaptation to a particular climate, nature of nutrition and activity occurs not due to functional adaptation, but due to psychological motivation and adaptive behavior.

The human environment is not limited only by climatic conditions. A person can live both in a city and in a village. In the process of evolutionary development, it adapts primarily to the calm rhythms of rural life. A person adapts to life in the city, but at the same time experiences stress: negative emotions, discomfort of a physiological and mental nature when faced with persistent stimuli. This area of ​​adaptation also includes moving to another country. Some adapt quickly, others with great difficulty, and others, having externally adapted, experience a feeling of nostalgia.

Special mention should be made social adaptation – adaptation of an individual or a social group to the social environment. A person can adapt to a group by learning and accepting its norms, rules of behavior and values, etc. The mechanisms of adaptation are, on the one hand, suggestibility, comfort as forms of subordinate behavior, and on the other, the ability to find one’s place and show determination . Of great importance is the coordination of the subject's self-esteem and aspirations with his capabilities and the realities of the social environment.

So, let us draw several conclusions about the possibility of human physiological adaptation to environmental conditions rapidly changing as a result of man-made activities:

1. Human evolution in biological terms is almost complete; it proceeds very slowly and takes generations.

2. To adapt, a person uses not only his genetic capabilities, but also resorts to the help of culture.

3. Adaptation is also a slow process, sometimes impossible. Most often, a person adapts due to psychological motivation.

COLLECTION OF PRACTICAL LESSONS ON BJJ

Lesson 1:“Medical and biological foundations of life safety. General principles and adaptation mechanisms. The relationship between man and the environment. Brief characteristics of sensor systems from a safety point of view"

General patterns of adaptation of the human body to various conditions: general principles and mechanisms of adaptation.

Life tests a person through excessive discomfort and, less often, through comfort, high long-term stress physical and mental strength, stressful situations. The criterion for a person’s stability in such conditions is the characteristics of the population’s health and its integral indicator – probable life expectancy.

When performing analysis various aspects environmental influence on human health, priority is given to risk factors that directly lead to the occurrence of diseases. Elimination or mitigation of the negative impact of environmental factors is achieved with the help of various engineering and technical measures and means, life support systems, adaptation, including social adaptation.

(the influence of environmental factors and conditions on health)

Starting from the moment of birth, the body immediately finds itself in new conditions and is forced to adapt the activities of all its organs and systems to them. Subsequently, the body is continuously rebuilt in response to the influence of unfavorable factors, i.e. he adapts. Under adaptation understand all types of innate and acquired adaptive activities that are provided by certain physiological reactions, occurring at the cellular, organ, systemic and organismal levels. Protective-adaptive reactions are regulated by reflex and humoral pathways, with the main role played by the central nervous system.

The process of self-regulation is carried out on the basis of the “golden rule” - any deviation is an impetus for the immediate mobilization of numerous devices of the corresponding functional system, restoring this vital adaptive result.

Functional system includes receptor formations that evaluate the value of the regulated indicator. She has central office- these are brain structures that analyze incoming signals and make decisions and program the expected result.

In a functional system, there are actuators - peripheral organs that implement incoming commands. The system also has afferent (feedback) communication, which informs the center about the effectiveness of the actuators and the achievement of the final result.

Interacting with each other, various functional systems ultimately form a harmoniously working organism.

The biological meaning of active adaptation is to establish and maintain homeostasis, allowing one to exist in a changed external environment.

Homeostasis– relative dynamic constancy of the internal environment and some physiological functions of the human body (thermoregulation, blood circulation, gas exchange, etc.), supported by self-regulation mechanisms in conditions of fluctuations in internal and external stimuli.

External stimuli are of greatest importance - temperature, humidity, chemical composition of air, water, food, noise, psychogenic factors, etc. the main constants of homeostasis (body temperature, osmotic pressure blood and tissue fluid, etc.) are supported by complex self-regulation mechanisms, which involve the nervous, endocrine, and sensory systems.

When the parameters of environmental factors deviate from optimal levels, self-regulation mechanisms begin to function with tension, and adaptation mechanisms are activated to maintain homeostasis.

Compensatory mechanisms– adaptive reactions aimed at eliminating or weakening functional changes in the body caused by inadequate environmental factors (when exposed to cold, narrowing of peripheral blood vessels and muscle tremors occur).

The effectiveness of adaptation depends on the dose of the influencing factor and the individual characteristics of the organism.

2. The relationship between man and the environment.

A person receives information about the external and internal environment of the body with the help of sensory systems (analyzers, receptors).

Sensory organs can be divided into the following groups: exteroceptors, interoceptors, proprioceptors.

Exteroceptors perceive irritations from the environment (light, heat, sounds and other signals).

Interoreceptors perceive irritations coming from the internal environment of the body (from organs, tissues, liquid environments).

Proprioceptors perceive irritations that arise as a result of changes in the degree of muscle contraction and relaxation and thereby provide information about the position of our body in space.

act on act on act on determines

(the emergence of a subjective feeling about the result of exposure to a sensory stimulus)

There is the concept of an absolute threshold of sensitivity or the so-called threshold of sensation, when the receptor begins to perceive irritation. The amount by which one stimulus must differ from another for their difference to be perceived by a person is called differential threshold or threshold of discrimination(by intensity, duration, frequency, form, etc.). the time that passes from the onset of exposure to the stimulus to the appearance of sensations is called latent period.

The absence of irritants or their low level of intensity can lead to a decrease in the resistance and adaptive capabilities of the body. Thus, the absence of a light stimulus can lead to atrophy visual analyzer, sound - to atrophy auditory analyzer, the lack of speech exposure (congenital deafness) makes a person mute.

Many regulatory processes occur automatically - these are proprioception, touch, motor coordination, thermoception.

Adaptation is undoubtedly one of the fundamental qualities of living matter. There are different classifications of adaptation depending on the criteria they are based on.

According to the degree of congenitality distinguish between genotypic and phenotypic adaptations. Genotypic adaptation is a set of innate characteristics that help the body adapt to specific living conditions. A clear example here is most racial characteristics (black skin, narrow eyes, etc.). Phenotypic adaptation is a set of characteristics acquired by an organism during its life. Phenotypic adaptation includes, for example, all changes in the body associated with work or sports activities.

According to the duration of formation and manifestation of adaptive reactions differentiate short-term And long-term adaptation. Thus, during physical activity, manifestations of short-term adaptation will be: an increase in heart rate, an increase in blood pressure, and increased breathing. Repeated physical exercise will lead to the formation of such long-term adaptive signs as an increase in muscle mass, strengthening of blood vessels, and an increase in heart power.

According to the nature of the manifestation of adaptive reactions I propose to distinguish between several types of adaptation: biochemical, morphological, physiological, psychological and social.

Biochemical adaptation implies various rearrangements of metabolic processes caused by one or another effect. For example, in conditions of hunger, when there is a lack of energy resources in the body, the processes of fat breakdown are activated, and in conditions of excess nutrition, on the contrary, the processes of their accumulation.

Morphological adaptation– manifests itself in the form of various structural changes at the cellular, tissue, organ or organism levels. This type includes an increase in the thickness of the stratum corneum of the skin due to frequent mechanical influences, an increase in muscles during sports, darkening of the skin (tanning) under the influence of ultraviolet rays, etc.

Physiological adaptation– this is a change in the nature of the functioning of various body systems, for example, training the thermoregulation system under the influence of hardening or changing the diameter of the pupil of the eye under different lighting conditions.

Psychological adaptation carried out at the level of mental processes, such as thinking, memory, emotions, speech, etc. For example, our emotions quickly and accurately convey information to others about our state and our intentions. This makes it easier to adapt to the environment. To the mechanisms psychological adaptation also include various forms of behavior. For example, to escape the heat, a person finds shelter, drinks water, and turns on the air conditioner.

Social adaptation implies the participation of several organisms in the adaptation process, when adaptation arises as a result of their joint activities. For example, the cub does not need to look for warmth, protection, food, etc. - he receives all this from his parents, that is, as a result of social adaptation. More complex shapes social adaptation is knowledge of the language and traditions of others, obtaining a profession, etc.

In general, the adaptation process is a complex multicomponent system that simultaneously includes several mechanisms. Moreover, in order to economize the body’s adaptive resources, social adaptation mechanisms are first triggered if they are ineffective (or there are none at all) - behavioral reactions, etc.

So, to protect ourselves from cold, our body has many adaptive reactions, the purpose of which is to increase the level of metabolism, ultimately leading to warming up the body. This is a biochemical adaptation. But such changes are given to the body with great difficulty, and they take a long time to form. A “cheaper” method for the body is physiological adaptation, for example, narrowing of the blood vessels of the skin, leading to a decrease in heat transfer. Even simpler is behavioral adaptation - wearing clothes, heating from various heat sources. But these adaptive reactions are not needed in cases where social adaptation is highly effective - the presence of premises, heating in them, etc. It is these mechanisms that we use primarily.

The term " adaptation" means adaptation. This fundamental property living organism, ensuring its continuous adaptation to changing environmental conditions. The significance of adaptation is most clearly manifested when the body is damaged. Unlike a healthy one, a damaged organism 1) is forced to adapt to new conditions of existence, because normal environmental conditions become inadequate for him and he cannot avoid them. 2) in response to damage, adaptive mechanisms such as inflammation, fever, thrombosis, etc. are activated. Being essentially pathological processes, in the absence of medical measures they are the only natural process that can prevent the death of the body. U healthy person there are no conditions for the inclusion of these adaptive processes. 3) in the process of adaptation to damage, the basic parameters of homeostasis may also change with the development of other new constants, sometimes incompatible with the life of a healthy person, as, for example, in chronic diseases. (Example: acute and chronic hypoxia). This adaptation is formed on the basis of geno- and phenotypic adaptation, and for humans, social adaptation. Genotypic adaptation requires the emergence of new genetic information due to mutations or recombinations of genes. She, i.e. genotypic adaptation has become the basis of evolution, because its achievements are fixed genetically and are inherited. It was as a result of adaptation to changing environmental conditions on the basis of heredity, mutations and natural selection that the modern diversity of animals and plants arose. Therefore, the organism and the environment - it's one whole. For an organism existing in adequate environmental conditions, there is no need for adaptation, since it has already been adapted to these conditions by its genetic program (genotypic adaptation) or by the creation of special conditions that eliminate the need for adaptation.

Secondly, in the process of individual life, a person is exposed to various disturbing and inadequate influences, which can disrupt the normal functioning of the body and the genetic program of the individual itself. In order to limit the scope of life activity in adequate conditions from life processes in inadequate conditions, it is necessary to clarify what should be understood by adequate conditions environment.

Then environmental conditions that do not currently correspond to the geno-phenotypic properties of the organism are inadequate. It should be emphasized - precisely at this moment of its existence, because for example, depending on age, people tolerate the effects of heat and cold differently (newborns and old people). Those. When assessing the adequacy or inadequacy of conditions, it is necessary to take into account such a property of the organism as reactivity. It should also be noted that inadequacy is a relative concept and can only be applied to a specific individual, in certain cases to a population or species.

For example, a person lacks a gene (or its function is reduced) responsible for the synthesis of a product necessary to ensure the vital functions of the body. This can lead to disruption of homeostasis and the development of hereditary disease. But if this product comes from the external environment in sufficient quantities, the disease does not occur. Those. in the first case, environmental conditions will be inadequate for a given individual, and in the second, they will be adequate. (An example with nonessential and essential amino acids; in the absence of an enzyme involved in the synthesis of an amino acid, it becomes essential). This example is given in order to emphasize that inadequate conditions can arise not only when a new factor appears in the environment (the organism is not adapted to a new one) or as a result of excessive strengthening of existing ones, but also as a result of the absence of a factor necessary for the implementation of life processes . (Another example: decreasing O2 concentration). In these definitions, along with innate properties determined by the genotype, the term acquired appears, i.e. phenotypic properties of the organism.

It is well known that in the course of life, under the influence of various types of training, the body can acquire previously absent resistance to a certain environmental factor or factors, i.e. a previously inadequate factor becomes adequate for a given organism. This new property of the organism is a manifestation of phenotypic individual adaptation, which can be defined as a process that develops during an individual’s life, as a result of which the organism acquires previously absent resistance to a certain environmental factor. This increase in resistance is acquired through the interaction of the individual with the environment, and the genotype becomes the starting point for its formation. This can be confirmed by the results of experimental studies.

It has been shown that a single 6-hour swim in untrained animals causes damage to the muscle cells of the heart, namely: swelling of mitochondria, destruction of their cristae, swelling of the sarcoplasm, in some places destruction of the sarcolemmal membrane and swelling of the SPR segments. In animals that were trained in swimming for 3 months, a subsequent 6-hour swimming load of the same intensity no longer caused damage to myocardial cells. Injecting animals of group 3 with non-toxic doses of actinomycin, an antibiotic that, by attaching to the guanyl nucleotides of DNA, makes transcription impossible, i.e. deprives the genetic apparatus of the opportunity to respond to these influences, and also excludes the possibility of developing increased resistance to physical activity.

Thus, unlike genotypic adaptation, phenotypic adaptation does not provide for a pre-formed hereditary adaptive reaction, but the possibility of its formation under the influence of the environment. This property is not inherited. Common to both genotypic and phenotypic adaptation is the acquisition of a new quality by the organism. This new quality is manifested primarily in the fact that the body cannot be damaged by the factor to which adaptation has been acquired, i.e. Adaptive reactions are essentially reactions that prevent damage to the body; they form the basis of natural disease prevention, therefore the study of these processes is very important for medicine.

Centuries of experience clinical medicine cannot give an idea of ​​the actual possibilities of these reactions, since it is based almost exclusively on the study of human diseases, i.e. those cases when protective forces organisms turned out to be incompetent to one degree or another and “showed” themselves with negative side. In other words, we know well how many times we got sick and have no idea how often a life-threatening set of circumstances was created when we could get sick, but this did not happen.

If the body is damaged, i.e. When an illness occurs, a persistent disturbance of homeostasis occurs, which results in a change in the patient’s relationship with the external environment. As a result, previously adequate factors of this environment become inadequate for the damaged organism. For example, when the heart muscle is damaged, the body's ability to exercise is sharply reduced and normal physical activity becomes excessively inadequate.

During the development of the disease, the body is forced to adapt to new conditions of existence by changing the level of functioning of individual systems and the corresponding tension of regulatory mechanisms.

Thus, the vital activity of both a sick and a healthy organism in inadequate environmental conditions requires the inclusion of additional adaptive mechanisms, i.e. adaptation.

These mechanisms can be aimed at: 1. Maintaining the basic constants of the body, which determine the constancy of its internal environment (blood gases, acid-rich acid, electrolyte composition, etc.). 2. To maintain homeostasis as a result of the inclusion of adaptive mechanisms aimed at eliminating or limiting the action of damaging factors. These reactions may be local or general character. (Avoidance of contact, inflammation or fever). 3. To change homeostasis, leading to an increase in the body’s resistance to damage or to maintaining optimal forms of interaction between the body and the environment when it is damaged. (Example: production of red blood cells in high altitude conditions, acquired immunity after an illness, organ hypertrophy in response to damage).

Thus, adaptation is the process of maintaining functional state homeostatic systems and the organism as a whole, ensuring its preservation and vital activity in specific inadequate environmental conditions.

Stages of adaptation.
Urgent and long-term adaptation.

In the development of adaptive reactions, as a rule, two stages can be traced: the stage of urgent but imperfect adaptation and the subsequent stage of stable and more perfect long-term adaptation.

Urgent stage of adaptation.

The urgent stage of the adaptation reaction occurs immediately after the onset of the action of an inadequate factor (stimulus) and is implemented only on the basis of ready-made ones, i.e. already existing physiological mechanisms. Manifestations of urgent adaptation are an increase in heat production in response to cold, an increase in heat transfer in response to heat, an increase in pulmonary ventilation and minute volume in response to hypoxia, etc.

The most important feature of this stage of adaptation is that the activity of the body proceeds, as a rule, at the limit of its functional capabilities - with the full mobilization of the functional reserve and does not always provide the necessary adaptive effect. It should be borne in mind that the maximum tension in the adaptive reactions of certain physiological systems can itself lead to serious disturbances in other systems. For example, with shock and a sharp drop in blood pressure, there is a pronounced excitation of the sympathetic-adrenal system and a significant increase in catecholamines in the blood. This leads to a sharp narrowing of peripheral vessels, the opening of arteriovenous anastomoses, and dilation of blood vessels in the brain and heart. The so-called the phenomenon of centralization of blood circulation, which ensures a preferential supply of blood to the brain and heart, i.e. has urgent adaptive significance, but the activation of this reaction is accompanied by a sharp restriction of blood flow in other organs and in particular in the kidneys, which can result in acute renal failure. Thus, urgent adaptation either provides a quick way out of contact with the environmental factor, or, being unsuccessful, can aggravate damage to the body as a result of wasteful expenditure of energy reserves. Example: the duration of dying and the success of resuscitation measures are very often inversely related, i.e. the longer this period, the more actively the patient fights death, the shorter the period clinical death, the less chance of resuscitation success (we can give an example with cardioplegia).

Long-term stage of adaptation.

The long-term adaptation stage occurs as a result of prolonged or repeated exposure to inadequate environmental factors on the body, i.e. it develops on the basis of repeated implementation of urgent adaptation and is characterized by the fact that the organism ultimately acquires a new quality - from unadapted it turns into adapted.

Stages of formation of long-term adaptation

In the process of forming long-term adaptation, three stages are distinguished:

The first stage is the formation of compensation or the stage of transition from urgent adaptation to long-term adaptation. The formation of this stage is based on a triad: 1) dysfunction caused by changes in homeostasis in the damaged organism; 2) activation of systems specifically responsible for eliminating the resulting functional defect; 3) pronounced activation of the adrenergic and pituitary-adrenal systems, which are nonspecifically activated in case of any damage to the body, i.e. stress syndrome.

As a result of metabolic changes in the cells of the relevant organs, with the potentiating participation of stress hormones (adrenaline, norepinephrine, etc.), an increase in the synthesis of nucleic acids and proteins that form key cell structures (for example, mitochondrial proteins, contractile proteins, etc.) occurs. This is manifested by hypertrophy or hyperplasia of the cells of these organs and ultimately leads to an increase in the power of the systems responsible for adaptation. You can read more about the role of stress in adaptation processes and its role in pathology in the “General Part” method manual (page 27—).

The second stage is the stage of formed long-term adaptation. At this stage, the structure of the organ comes into line with its function, which leads to the elimination of disturbances in homeostasis and, as a result, the stress reaction that has become unnecessary disappears. This stage can last for years, maintaining the optimal functioning of the body under given conditions.

From the practice of sports and aviation medicine it is well known that persons with such diagnoses as initial forms atherosclerosis, compensated heart defects, peptic ulcer, etc. not only actively participated in hard work, but also often achieved outstanding success. Those. these individuals, despite the presence of diseases, were in a state of satisfactory adaptation to environmental conditions.

A very important fact was established - the presence of a non-cross protective effect of long-term adaptation, i.e. when adaptation to the action of a certain factor increases resistance, i.e. the body's resistance to the damaging effects of completely different factors. For example, adaptation to physical activity increases resistance to hypoxia, inhibits the development of atherosclerosis, hypertensive heart disease, diabetes, and increases resistance to radiation damage.

This effect can also occur against the background of an existing disease. Thus, our laboratory has established a pronounced therapeutic effect of physical activity on the development of the acute phase of adjuvant arthritis in rats.

The phenomenon of cross-adaptation, as shown by the works of F.Z. Meyerson lies in the activation of the so-called stress-limiting systems and the phenomenon of adaptive stabilization of structures (FASS).

It has been established that in the molecular mechanisms of FASS, an important role is played by the expression of certain genes and, as a consequence, the accumulation in cells of special, so-called. “stress proteins” that prevent protein denaturation (that’s why they are also called heat shock proteins) and thus protect cellular structures from damage.

The third stage, the stage of decompensation and reduction of the body’s adaptive capabilities, is not mandatory and is characterized by the development of atrophic and dystrophic changes in the cells of the system responsible for adaptation.

The transition to this stage can be facilitated by a decrease in the body’s energy and plastic resources. The least favorable situation in this regard occurs in a damaged organism. So, in the presence of a defect, the heart is forced to constantly work in a mode of increased functional load, which leads to its hypertrophy. If the defect progresses, then a further increase in the load on the myocardium is accompanied by atrophy of cardiomyocytes with the development of cardiosclerosis. As a result, a decrease in functionally active structures leads to the development of a vicious circle: the less complete functional system, responsible for adaptation, the greater the load on it, the faster it wears out. The transition to this stage can also be facilitated by the emergence of a new disease or sudden change environmental conditions, when the body switches to fighting it or adapting to new environmental conditions due to the activation of other systems that were not previously involved. At the same time, the function of these new systems may be insufficient, which will contribute to the protracted course of the disease. The fact is that during the adaptation process, an increase in the functional activity of one system leads to a decrease in functional and structural reserves in other organs that are not involved in the adaptation processes.

For example, in an experiment it was established that when training for physical activity in young, growing animals, instead of the usual hypertrophy of the muscle cells of the heart, their division occurs - hyperplasia and the total number of cardiomyocytes increases by 30%, i.e. the structural reserve of the organ increases.

At the same time, opposite changes are observed in the kidneys, adrenal glands and liver. Thus, the number of nephrons in the kidneys decreased by 25%, and the number of cells in the adrenal glands and liver by 20%. It is obvious that the structural reserve of these organs is decreasing.

It is also a well-known fact that in the event of a serious illness, the process of a child’s physical development is suspended. Consequently, the development of the disease is accompanied by a one-sided waste of structural reserves aimed at fighting it and the plastic supply of other tissues is reduced.

A decrease in the structural reserve of organs reduces the adaptive capabilities of the body, which leads to a limitation of a person’s full life span and contributes to the growth of chronic diseases. Hence a simple practical conclusion: the earlier the disease is diagnosed and eliminated, the lower the cost of adaptation, the more fulfilling a person’s life will be in the future.

It is also known that successful adaptation to certain environmental factors reduces resistance (resistance) to the damaging effects of other factors. For example: a hypertrophied myocardium is less resistant to the effects of hypoxia; in a heterozygous carrier of the S-form of hemoglobin, with a deficiency of O 2 in the environment, hemolysis of erythrocytes occurs.

On the other hand, the inclusion of adaptive mechanisms prevents the appearance of clinical symptoms of the disease. A person can live and consider himself healthy, despite the presence of an illness (sometimes very severe), because... before its first signs appear, no one, including the patient himself, even suspects it (J. Priestley: “Being healthy and feeling healthy are far from the same thing). In such situations, the inclusion of adaptive mechanisms, sharply impoverishing and “shading out” the clinical picture of the disease, becomes the main obstacle to early diagnosis diseases—the basic principle on which the system of modern clinical medicine is built.

To the question: “Is there a way out of this contradiction?” One can answer positively: “It is prevention, preventing the very onset of the disease.”

Just 400 years ago, the average human lifespan did not exceed 30 years. At the beginning of the twentieth century, the average life expectancy did not reach 50 years, while starting from the second half of our century this figure in developed countries exceeded the 70-year mark. Obviously, such a rapid increase in life expectancy could not be associated with a change in the biological properties of the organism, i.e. with its genotypic adaptation.

Control of epidemics, advances in the treatment of most infectious diseases, and improvements in nutrition played a critical role in these shifts.

Unlike an animal, a person not only adapts to the environment, but also transforms it, creating an artificial habitat. People, as social creatures, have invented many adaptations for living in inadequate environmental conditions and have gained the opportunity to live in conditions previously incompatible with life. (In space, in the depths of the ocean, in airless space etc.).

On the other hand, in the process of adaptation to the conditions of scientific and technological progress, special diseases characteristic only of humans arose that are almost never found in natural conditions in other mammals (myocardial infarction, hypertension, peptic ulcer, bronchial asthma, radiation sickness and large group occupational diseases).

Social adaptation.

The defining function of a person in society is his social and labor activity. For specific person the opportunity to achieve it is realized in the process of training and labor specialization. The adaptation of the human body to performing certain types of work activity constitutes the content of its social adaptation.

The occurrence of a disease significantly limits opportunities for social adaptation, so disease prevention is not only a medical problem, but also a national one. That is, the main goal of public policy should be the preservation and maintenance of health.

Health is not only the absence of any pathology. but also the body’s ability to successfully adapt to changing environmental conditions, including social ones.

The existence of a person outside of society is an extreme condition for him. Only a socially adapted person can survive outside society (for example, Robinson). A child, if he lived outside the society of people, for example, in a pack of wolves, loses the ability to socially adapt. Kipling's story about Mowgli is just a beautiful legend. In 1947, in India, two girls were discovered among a pack of wolves - Amala (2 years old) and Kamala (7 years old). After returning to humans, they were never able to perform even such basic skills as walking upright and using their hands to eat.

It has been proven that the ceiling of a person’s creative and intellectual capabilities is set at the age of 15, and 70% of it is established in the first two years. Then the teenager can be placed in the best boarding school, assigned the best teachers and still it creativity will remain the same.

Interest in the study of adaptation mechanisms is constantly growing. This is due to: 1. With the development of scientific and technological progress, man’s mastery of new types of labor activity, for which he turned out to be unprepared by the program of his biological development(examples: work in conditions of weightlessness, radiation, gravitational overloads, etc.). 2. With the expansion of the area of ​​life (example: development of arid zones). 3. With the deterioration of the environmental situation. 4. With the successes of medicine, which led to the survival among people of such individuals who would never have survived outside the artificial environment created by civilization and scientific and technological progress.

In conclusion, I would like to emphasize that damage and adaptation are two principles that determine the characteristics of the patient’s life, i.e. damaged organism, leading to changes in biological and decreased social adaptation.

Social-organizational adaptation- adaptation to the environment, including administrative, legal, socio-economic, management, recreational and creative aspects.

In psychological terms, personnel adaptation reflects the individual’s focus on relieving emotional tension that arises due to the lack of necessary experience in performing the required functions and tasks. This strategy is usually defined as “passive accommodation.” On the other hand, psychological adaptation is the active adaptation of the new employee to the situation. This is a search for ways to establish business and personal relationships in a new team, organizing the tempo, rhythm and volume of intellectual and physical activity, finding ways and means of mastering new functions, mobilizing creative forces, focusing on achievements, etc.

The process of personnel adaptation itself always has certain time intervals, which serve as a measure of its success. It presupposes that a person has the ability to quickly find “his place” in the socio-psychological space of the organization, which allows him to adequately and effectively be involved in a joint organizational activities. A specialist who has been “staying too long” in the adaptation phase and has failed to establish relationships with colleagues becomes an outcast in the work team. The impossibility of adequate inclusion in organizational activities determines the low level of moral and material remuneration, lack of social recognition, etc.

Not only an individual, but also a group of workers, a division, a team, or any target association or community can act as a subject of psychological adaptation in an organization. (See also Induction

So, if you are ready to repeat the feat of Prometheus and help a newcomer adapt to the workplace, use the following tips below:

1. It is necessary to ensure that the new employee comes to a new place, which is equipped with everything necessary: ​​a desk, a chair, a computer, an office, a telephone.
2. Introduce the employee to the organization. Inform the new employee about his work, define a clear range of responsibilities, provide information about people who can be contacted for help, and describe the work of the office as a whole.
3. Attach a “mentor” to the new person, i.e. a more experienced colleague who can answer all the questions that concern the newcomer and teach him the necessary skills.
4. If the company is large and there are a lot of new hires (for example, bank employees, sales consultants, cashiers, etc.), you can hold an introductory seminar where you can talk in great detail about the company’s mission, ethics and history.
5. It makes sense to introduce the newcomer to specialists and heads of other departments with whom direct interaction is expected in the work process.

Since adaptation concerns not only the employer, but also the newcomer, the newly hired employee must adhere to the recommendations of specialists and psychologists, for example the following:

• collect available information about the organization you are going to work for;
• ask questions that are of fundamental importance to you at the interview stage;
• do your job as efficiently as possible - this is the most important thing;
• don’t be afraid to ask questions to more experienced colleagues if you don’t know something;
• if management has not assigned you a “mentor,” determine on your own who can be your “mentor” during the adaptation period and ask this person for help (as a rule, there are such people in the team);
• be sure to find out the rules of the organizational culture of this institution and adhere to them;
• respect other people’s “territory”; if you start giving advice to the “old-timers” of the company, this may cause, to put it mildly, irritation on the part of others;
• it may happen that if the position is new, then at first the company did not prepare workplace, postponing this matter until the new employee commits to official duties, so be patient with temporary inconveniences;
• control your habits;
• refrain from criticism and avoid conflicts;
• smile more often and be friendly

How to adapt to a new team?

Date added: 2008-02-14

Many “newbies” forget that the probationary period is a test not only for suitability for the position, but also for getting along in the team. How long will an employee who is universally disliked, even if he is a super professional, stay at work? If they don’t fire you, they’ll leave on their own: not everyone wants to endure the sidelong glances of their colleagues day after day.

“Friends” and “enemies” are usually identified by the end of the first month of work in a new place. Moreover, the image developed in the early days may not always reverse. In order not to spoil your impressions from the very beginning, adhere to the basic rules of adaptation in a team.

Rule #1: Ask questions

“The most important thing for a new employee, in my opinion, is not to be afraid to ask questions,” says Olga Lapshinova, HR manager of the tax department of the KPMG PR and Communications Group. “After all, no one except him knows what exactly he is missing.” Feel free to ask where you can get some tea, where the printer is, who can help solve the problem, etc.

And questions that arise during the work must be asked. “Even those that seem stupid to you,” emphasizes Varvara Lyalagina, HR manager at Procter & Gamble. “It’s always better to ask and do it right than to be embarrassed to ask a question and then correct a mistake.”

Rule #2: Cooperate

Ekaterina Lukyanova, Rabota.ru consultant, told us that there are two opposite types behaviors that people engage in regardless of their temperament. Some tend to cooperate, adapt to other employees, and strive to accept the point of view of the majority. Others, on the contrary, choose a “competitive” model: they take the initiative and oppose themselves to the team.

“During the adaptation period, the competitive spirit should be restrained. In a new team, a person needs to try to “cooperate” - this is a more advantageous position,” sums up Ekaterina Lukyanova.

Don’t “stick your head out” unless absolutely necessary, “average out” for a while, even if you are a bright, extraordinary person by nature. But not to the detriment of work, especially if your position is related to creativity.

Rule No. 3. Don't criticize the "old guys"

At first, you need to listen more to what others say, and in controversial situations adhere to neutrality and the opinion of the majority. Don't criticize your colleagues. “A fresh look at things, of course, is very useful, but until you understand the reasons for what is happening and the main processes of the company’s activities, it is better not to draw sharp conclusions,” advises Olga Lapshinova. “Such comments may be perceived as attacks from more experienced colleagues , which will only hinder the establishment of relationships."

It is especially dangerous to enter into confrontation with “authorities” (it is very useful to find out who they are in the team). Even if a newcomer has the idea that an “authoritative” colleague is not entirely right, at first it is better to remain silent. And try to build relationships in such a way as to turn the situation around in the future, gradually convincing him, advises Ekaterina Lukyanova.

Rule No. 4. Communicate, but without familiarity

The main principle of adaptation is communication. Varvara Lyalagina recommends not giving in to temptation if possible today communicate with people only using the phone, email or ICQ. “If you have questions, it's better to make personal contact: meet and talk,” she says.

A good way to establish contact is to go out to lunch together. In this regard, the “patronage” of colleagues in the first days is guaranteed to newcomers. But if the “new guy” stubbornly refuses to keep company, they will soon forget about him.

If the time of your arrival at the company coincides with a corporate holiday, do not ignore it. And if it is customary in the company that newcomers are “put down,” find out the nuances of this tradition and organize a celebration yourself.

But when seeking the loyalty of the team, do not rush to “drink to the brotherhood.” According to Olga Lapshinova, there is no need to try to quickly reduce the distance in relations with colleagues, to become one of your own from the first day - the effect may be the opposite. Familiar behavior will definitely not be a plus for a new person on the team.

Psychological adaptation in a team

1. CONCEPT, TYPES and METHODS OF ADAPTATION

Concept "adaptation"(from Latin “adapto” - adapt) borrowed from biology and means adaptation, adaptation to the environment.

Production adaptation - this is a social process of a person’s mastering a new labor situation, in which the individual and the work environment actively influence each other.

When entering work, a person actively becomes involved in the system of professional and socio-psychological relations of a specific labor organization, assimilates new social roles, values, norms for him, coordinates his individual position with the goals and objectives of the organization (work collective), thereby subordinating his behavior official regulations of a given enterprise or institution.

However, when entering a job, a person already has certain goals and value orientations behavior, in accordance with which it forms its requirements for the enterprise, and based on its goals and objectives, it makes its demands on the employee, on his work behavior. In realizing their requirements, the employee and the enterprise interact and adapt to each other, resulting in the process of labor adaptation. Thus, industrial adaptation is a two-way process between an individual and a new social environment.

A person’s adaptation to a specific work environment is manifested in his real behavior, in specific indicators of work activity: labor efficiency; the assimilation of social information and its practical implementation; growth of all types of activity; satisfaction with various aspects of work activity.

The speed of adaptation depends on many factors. The normal adaptation period for different categories of employees ranges from 1 to 3 years. The inability to enter a labor organization (team) and adapt to it causes the phenomenon of industrial and social disorganization.

Labor adaptation has complex structure and represents the unity of professional, socio-psychological and psychophysical adaptation.

Professional adaptation consists of mastering professional skills and understanding the specifics of work. Each newcomer goes through an apprenticeship, the form of which depends on the nature of the organization and previous work experience.

At manufacturing enterprises, mentoring is practiced, when an experienced employee transfers knowledge and skills to a young one in the process. business communication at the workplace. Instruction is a very common practice - a visual demonstration of techniques and work skills.

Often, assistant managers learn from a senior comrade sales techniques and the manner of communicating with a client; accounting assistants study the mechanisms of financial transactions, constantly consulting with a colleague.

Of course, if a newcomer already has experience in a given specialty, then mentoring and instruction take the form of an exchange professional knowledge in order to develop the skills most suitable for achieving the organization's goals.

Modern large corporations use a form of on-the-job training called rotation. It consists of short-term work for a new employee in different positions in different departments. This allows you to relatively quickly study the work of the team as a whole and acquire multifaceted qualifications.

Psychophysiological adaptation is the adaptation of an employee to working and rest conditions. This form adaptation is most important for manufacturing enterprises and organizations where complex technology is used and there is a risk of work-related injuries.

Working conditions in offices and trading companies are, as a rule, standard, but a newcomer needs some time to adapt to the rhythm of work and the intensity of psychophysical stress.

Everyone tries to arrange their workplace in their own way. The necessary tools and papers are laid out so that it is convenient to work with them, posters and calendars are attached to the walls, toiletries and dishes are put away in cabinets.

Psychophysiological adaptation is quick and painless and is determined mainly by the state of health and proper organization work and rest regime in accordance with accepted sanitary and hygienic standards.

Socio-psychological adaptation involves the establishment of interpersonal and business relations with colleagues, mastering values ​​and group norms of behavior. The newcomer gets acquainted with the balance of power in the department, finds out the importance of this or that employee, and is included in formal and informal groups.

Socio-psychological adaptation can be difficult and long-term. The team greets the newcomer with caution, examining his every step “under a microscope.” Therefore, you need to be patient (the arrival of a new employee can take everyone’s attention for no more than a few weeks), be as sociable and friendly as possible, and demonstrate a willingness to listen to advice.

The principal goals of adaptation can be summarized as follows:

reducing start-up costs, since at first a new employee does not know his workplace well, he works less efficiently and requires additional costs;

reducing concerns and uncertainty among new employees; reducing labor turnover, because if newcomers feel uncomfortable new job and unnecessary, they may react to this by dismissal;

saving the time of the manager and work colleagues, since the adaptation carried out according to the program helps save the time of each of them;

development of a positive attitude towards work, job satisfaction.

Adaptation methods are:

-Economic methods are limited to providing benefits: for workers this is a reduction in production standards in the first months of work, and for managerial workers and other employees - lower requirements.

-Organizational and administrative methods related to monitoring the progress of adaptation of any employee by the HR department, as a rule, are not used. HR department employees still pay little attention to this issue and take practically no measures to ensure the adaptation process.

-Socio-psychological methods are used directly within the team by line managers or mentors. They are based on the formation of various connections with the team.

2. PRODUCTION ADAPTATION MANAGEMENT

Highlight two directions of adaptation:

Primary, that is, the adaptation of young personnel who do not have professional experience (usually in in this case we are talking about graduates of educational institutions);

Secondary, that is, the adaptation of workers who have experience in professional activities (as a rule, changing the object of activity or professional role, for example, when moving to the rank of manager).

It should be noted that the processes of both primary and secondary adaptation are similar to each other. They happen as follows.

The adaptation process directly begins in the HR department during admission and employment. The HR inspector conducts a short conversation in which general outline introduces the organization, department or workshop where the newcomer will work.

Then he escorts the new employee to his workplace and introduces him directly to the manager. He, in turn, introduces the newcomer to the team, to work colleagues, and to the workplace. At his discretion, the manager can assign a mentor from among more experienced and senior employees to the newcomer.

As a rule, the manager holds periodic conversations with the new employee for another month, asking about the difficulties he is having, his successes, and regularly evaluates his work. Some organizations issue special brochures (if available) describing a particular type of production, workplace, profession or position.

In order to smooth out adaptation problems, modern companies develop and apply methods aimed at integrating a new employee into the business life of the company as quickly and efficiently as possible. Structural units are created that are responsible for adaptation processes; usually this function is performed by personnel training units.

Experienced workers receive additional pay for helping to introduce newcomers to the secrets of professional skill.

Seminars and trainings are held aimed at removing psychological and organizational barriers that prevent full participation in the work of the team. Newcomers receive informal assignments that involve them in interpersonal contact.

HR services are given the task of finding out and analyzing the reasons for dismissals, because it is possible that the adaptation of a new employee will be complicated by some real problems of the given team. Through the personnel assessment system, HR officers monitor the progress of adaptation processes.

Adaptation cannot be considered as a separate, isolated process not related to the personnel management system of the enterprise. The formalized adaptation procedure is built on the basis and is an integral part of the management structure of the enterprise as a whole. For example, when developing an adaptation procedure, it is necessary to have regulations on departments and job descriptions, since adaptation standards and evaluation criteria are developed on their basis.
The process of mutual adaptation of the employee and the organization, based on the former’s acceptance or non-acceptance of new professional and organizational working conditions, should be associated both with strategic planning in the organization and with existing programs for employee motivation, personnel assessment and development, and, of course, with the existing corporate company culture.

It is the insufficient attention of the HR service to this function, the absence of clearly regulated procedures for the adaptation of new employees, that entails the failure of the new employee to integrate into the team, his departure or dismissal at the initiative of the administration. Accordingly, the effectiveness of measures to staff the organization is reduced, and the effectiveness of the organization as a whole is falling.

For successful professional adaptation, it is advisable to create and develop a mentoring institute in the organization so that the new employee does not become “abandoned” after starting work.

A mentor, as a rule, can be either a line manager or an experienced employee of a given department who has proven himself positively. The mentor is responsible for the bulk of the work on professional adaptation of the new employee.

In this case, the mentor receives the status of a sector manager with all powers and subordination to the head of the department. This frees the head of the department from unnecessary workload by delegating a certain range of powers to the mentor, and the mentor, in turn, receives sufficient tools to successfully carry out his functions.
It is necessary to introduce additional incentives for mentors in case of successful adaptation of the “mentee” into the team.

Organizations use a number of methods, both formal and informal, to introduce people into their society. Formally, during recruitment, the organization gives the person information about itself so that the candidate's expectations are realistic. This is usually followed by training in special work skills and an interview on what is considered effective work. Policies, procedures and guidance from senior officials constitute additional formal methods adaptation of workers in the organization's team.

Some foreign organizations, such as IBM, Tandem Computers, have developed official programs to foster the corporate culture they need in their organizations. These programs specify what the organization expects from its employees so that all of them, regardless of their position or position, behave in a manner consistent with the corporate image.

Through informal communication, new employees learn the unwritten rules of the organization, who has real power, what are the real chances for promotion and increased remuneration, and what level of productivity is considered sufficient by fellow workers. The norms, work attitudes, and values ​​adopted in informal groups can work either in support of or against the formal goals and guidelines of the organization.

If the manager does not make active efforts to organize the adaptation of new subordinates, the latter may be disappointed due to the unrealization of their hopes, may consider that their behavior should be guided by the experience acquired in their previous job, or come to other incorrect conclusions about their work. The manager must also remember that some of what newcomers learn during their onboarding process may be a shock to them.

Often a “newbie” comes to an enterprise, and his workplace is not prepared, and no one is particularly concerned about this. Newcomers are either left to swim out on their own, perhaps after a quick introduction to team members, or they are given a standard ritual involving the entire organization, with no thought given to how it fits their specific needs.

Since the first impression usually leaves a deep impression, such a procedure can have a long-term negative impact on the employee’s motivation and attitude towards work; in addition, the adaptation period increases, only after which the new employee will begin to work effectively in your team.

This type of “experience” can often explain high turnover rates in the first weeks or months of employment and why a new hire may feel alienated and take on a negative attitude toward the organization right from day one.

To prevent such situations, a thoughtful adaptation procedure is necessary.

And whatever the name of the adaptation procedure, its significance is undeniable due to a number of arguments and facts indicating the importance of a well-prepared adaptation process:

Statistics from many businesses indicate a particularly high rate of layoffs during an employee's first month on the job;

Most accidents occur in the first days of work, and not when the employee gets used to the new place. Significant amount accidents occur when people are under stress. (New employees who are uncertain about a lot of things are likely to feel stressed.) People under stress will feel dissatisfied with their jobs. And this means low production performance or leaving work.

On the other hand, if from the very beginning one pays great value instilling in the newcomer the feeling that he is a member of your team, then this in a positive way will affect the activities of the entire team.

Experts say that learning has two aspects - “what is taught” and “what is learned during training as a side”. If new employees are left to their own devices, the organization will not be able to influence what they learn incidentally and will lose the opportunity to develop in them a positive attitude towards work and loyalty to the traditions of the company.

Leave them to their own devices and they will, of course, learn something, but most of all they will understand that the organization is either not competent enough, or responsible enough, or simply does not want to take care of new employees. In any organization there will be “well-wishers” who, without your participation, will carry out the introduction and position and help to form in the newcomer an attitude towards the organization that you would not approve of. This especially applies to university graduates. those who lack experience and their own attitude to work, in order to contrast them with the imposed opinion:

It is important to recognize that the work that newcomers must do fits into the overall accomplishment of the organization's mission. If he understands the significance of his contribution, there will be a desire to do the job as best as possible. If there is an understanding of the “philosophy” of the organization, then the activities and administrative measures, which might otherwise seem like mere bureaucratic obstacles, become clearer.

The following stages are distinguished in creating an effective adaptation procedure:

Firstly, it is necessary to identify the factors that influence the successful adaptation of new employees, as well as to develop criteria for assessing the effectiveness of the adaptation procedure.

Secondly, to determine the range of activities necessary for an employee to understand and successfully accept the existing norms and rules at the enterprise.

Thirdly, determine the circle of persons who will carry out and control these activities, delineate the areas of responsibility of the various departments included in the process.

It should be said that in domestic organizations there is an undeveloped mechanism for managing the adaptation process.

This mechanism requires solving three major problems:

Structural consolidation of adaptation management functions in the organization’s management system;

Establishing adaptation technology;

Organizations information support adaptation.

Solving the problem of structural consolidation of the adaptation management function can go in the following directions:

1. Identification of the appropriate unit (department) in the organizational structure of the personnel management system. Most often, adaptation management functions are part of the personnel training department.

2. Sending specialists involved in adaptation management to divisions of the organization during reductions, coordinating their activities by the personnel management service.

3. Development of mentoring, which in recent years undeservedly forgotten in our organizations.

The tasks of the adaptation management unit or specialist in the area of ​​organizing the adaptation process include:

Organization of seminars and courses on various adaptation issues; conducting individual conversations between a manager and mentor and a new employee; intensive short-term courses for new managers;

Conducting training sessions or business games.

It allows you to successfully solve the following problems:

Determine the individual and collective abilities of the subjects, the degree of their preparedness for professional requirements;

Increase interest and involvement in solving organizational problems;

Visually imagine real situation, feel it and determine possible strategies for your own actions;

Study the components of an organizational problem, identify the most important of them and work out its comprehensive step-by-step solution in a simulation mode;

Acquire problem solving skills in conditions as close as possible to the real situation.

A business game is a method in which participants in the game, by playing certain roles in a risk-free situation, discover their behavioral traits that are significant for the organization, with the help of a manager, each other and independently critically analyze them, learn more effective way behavior and train to improve it. The roles can be very different: boss, project manager, specialist, employee, teacher, etc.

At enterprises business games most often used to train managers on how to properly conduct an interview, distribute tasks, ensure that employees support a collective task, lead a team, etc. With their help, employees improve their knowledge and skills in making independent decisions, timely calculation of their consequences, developing business communication, etc.

Business games are especially effective when career training when an employee loses a set of functions arising from his future job responsibilities.

Special training courses for mentors; using the method of gradually increasing the complexity of tasks performed by a beginner; carrying out one-time public assignments to establish contacts between a new employee and the team; preparation of replacements during personnel rotation.

Information support for the adaptation process consists in collecting and assessing indicators of its level and duration. It is recommended to collect and process information as part of the ongoing business assessment procedure for personnel. For domestic organizations main problem information support for adaptation lies in the need to accumulate normative indicators of the level and duration of adaptation.

Thus, as a result of the costs of developing, implementing and maintaining an effective adaptation procedure, the organization should obtain the following result :

2. Reducing the number of dismissals of employees undergoing a probationary period, both at the initiative of the administration and at their own request;

4. Reducing the time to reach the point of profitability for new employees.

If, as a result of the adaptation process, the organization as soon as possible receives highly motivated employees working for stable results, then the employee adaptation process in this organization is truly effective.

3. STAGES OF THE PRODUCTION ADAPTATION PROCESS

Conventionally, the adaptation process can be divided into four stages.

Stage 1. Assessing the level of readiness of a beginner necessary to develop the most effective adaptation program. If an employee has not only special training, but also experience working in similar departments of other companies, his adaptation period will be minimal. However, it should be remembered that even in these cases it is possible in the organization; options for solving problems already known to him that are unusual for him. Since the organizational structure depends on a number of parameters, such as technology of operation, external infrastructure and personnel, the newcomer inevitably finds himself in some degree of unfamiliar situation. Adaptation should involve both familiarity with production features organization, as well as inclusion in communication networks, familiarity with staff, corporate communication features, rules of conduct, etc.

Stage 2. Introduction to the position- practical acquaintance of the new employee with his responsibilities and requirements that are imposed on him by the organization. Both the immediate supervisors of newcomers and the head of personnel are involved in this work.

Direct induction process begins in the HR department during recruitment and employment. The HR department inspector conducts a short conversation in which he introduces in general terms the organization, the department or workshop where the newcomer will work and signs an employment and collective agreement.

The following issues are often addressed during an induction program:

1. General overview of the company:

Goals, priorities, problems;

Traditions, norms, standards;

Products and their consumers, stages of bringing products to the consumer;

Variety of activities;

Organization, structure, relations of the company;

Information about managers.

2. Organizational policy:

Principles of personnel policy;

Principles of personnel selection;

Directions vocational training and advanced training;

Rules for using the telephone within the enterprise;

Rules for the use of different working hours;

Rules for the protection of trade secrets and technical documentation.

After completing the general program, you can conduct special program carried out both in the form of special conversations with employees of the department that the newcomer came to, and interviews with the manager (immediate and superior).

Usually in special program The following issues are addressed:

1. Functions of the unit:

Goals and priorities, organization and structure;

Areas of activity;

Relationships with other departments;

Relationships within the department.

2. Job duties and responsibilities:

Detailed description of current work and expected results;

Explaining the importance of this work, how it relates to others in the department and in the enterprise as a whole;

Standards for the quality of work performed and the basis for assessing performance;

Working hours and schedule;

Additional expectations (for example, replacing an absent employee).

3. Procedures, rules, regulations:

Rules specific only to this type of work of this unit;

Relations with employees who do not belong to this unit;

Rules of conduct in the workplace;

Control of violations;

Breaks (smoke breaks, lunch);

Monitoring and evaluation of performance.

The induction process is important not only for new employees, but also for long-term employees who are transferred to another place of work and are forced to retrain as a result. Sometimes there is a tendency to pay more attention to the content of the events associated with the induction, rather than to the process itself. That is, if you don't think about it effective means presentation of information, it will be useless for a beginner. On the other hand, it is important to remember that the manager cannot limit himself to issuing a task; he must make sure that the task is understandable to the employee and is carried out correctly.

A list may be helpful in planning your induction process. test questions, reflecting the content side of the process. Such a list may include the main stages of the onboarding process, with tone or other level of detail depending on the category of employees for whom it is intended. Responsibilities for conducting individual events can be distributed among experienced department employees.

Stage 3. Effective adaptation. This stage consists of the newcomer’s actual adaptation to his status and is largely determined by his inclusion in interpersonal relationships with colleagues. As part of this stage, it is necessary to give the newcomer the opportunity to actively act in various fields, testing on yourself and testing the acquired knowledge about the organization. During this stage, it is important to provide maximum support to the new employee, regularly assessing the effectiveness of activities and the characteristics of interaction with colleagues.

Stage 4. Operation. This stage completes the adaptation process; it is characterized by the gradual overcoming of production and interpersonal problems and the transition to stable work. As a rule, with the spontaneous development of the adaptation process, this stage occurs after 2 months of work. If the adaptation process is regulated, then the stage of effective functioning can occur within a few weeks. Such a reduction in the adaptation period can bring significant financial benefits.

4. CONCLUSION

In our report we examined the concept of adaptation, its types and methods; stages and management of production adaptation.

Today, modern companies, having realized the need for adaptation, are developing and applying methods aimed at integrating a new employee into the business life of the company as quickly and efficiently as possible. Structural units responsible for adaptation processes are created (HR department, HR managers, psychologists and organizational consultants).

An important point in improving the adaptation process is conducting trainings and seminars (team building, resolving conflict situations, improving the adaptation of a newcomer to the team), individual psychological consultations for employees and managers, and the development of mentoring.

Increased attention to employee adaptation is explained by the desire of companies to increase competitiveness by creating teams of like-minded people united by the organization’s values ​​and corporate ethics.

If management develops an effective adaptation procedure in their organization, they will receive the following result:

1. Reducing the costs of finding new personnel;

2. Reducing staff turnover;

3. Formation of a personnel reserve (mentoring is an opportunity for an experienced employee to gain leadership experience);

4. Reducing the time to reach the point of profitability for new employees;

5. Development of a positive attitude of the newcomer to work and organization;

6. Reducing conflict situations in teams.

Neglecting the adaptation of new employees automatically leads to a decrease in these results.