Theme: Adapting and developing materials for B1 level learners contents introduction chapter psychological analysis of the problem of adaptation of first-year students at the stage of study at a university

1.2 Approaches to the study of adaptation in the scientific l and literature
Adaptation is seen as a process of changing the interacting parties. A person, entering a new social environment, in a certain way changes the system of his relations. In turn, the group reacts to the appearance of a newcomer by adjusting its norms, traditions, and rules. In the works of this direction, more emphasis is placed on the personality, it is she who is given the decisive role in the process of adaptation [10].
Applied aspects of the problem of socio-psychological adaptation are being developed by many scientists in a number of areas: adaptation of the individual in various groups and collectives; in various areas of educational, labor, production activities, with various psychosomatic and neurotic diseases, etc. [1].
Among the large number of problems of the adaptation process developed by scientists, perhaps the most intensively studied was the problem of the social adaptation of a worker in production. Not without reason, since the 1970s, two concepts of "social adaptation" and "industrial adaptation" have been used equally in social psychology [3,16].
A number of fruitful research in the direction of studying the socio-psychological adaptation of the individual in various areas of the production team was carried out by the scientific team of the Laboratory of Social and Economic Psychology of the Institute of Psychology of the Russian Academy of Sciences (V.N. Beznosikov, A.L. Zhuravlev, O.I. Zotova, L.V. Klyuchnikova, I.K. Kryazheva, V.P. Pozdnyakov, S.N. Pustovalov, E.V. Taranov and others). So, E.V. Taranov, in his dissertation study on the socio-psychological problems of adaptation of a young worker, defines socio-psychological adaptation as "a multidimensional process of forming a person's stable positive attitude to the tasks and traditions of the enterprise as activity and increased involvement in production activities, a system of interpersonal relations ,
Sociocultural (or intercultural) adaptation is also singled out as a kind of social adaptation. Intercultural adaptation, in a broad sense, refers to the process by which a person achieves compliance (compatibility) with a new cultural environment, as well as the result of this process. Usually, the internal side of adaptation is distinguished, which is expressed in a sense of satisfaction and fullness of life, and its external side, which is manifested in the participation of the individual in the social and cultural life of the new group [11].
In order to emphasize the result of adaptation, such a concept as the "adaptation" of an individual or group is often used. Adaptability can be defined as such a state of the subject, which allows him to feel free and uninhibited in the socio-cultural environment, to be included in the main activity, to feel changes in the usual socio-cultural environment, to delve into intrapersonal spiritual problems, to enrich his own world through more perfect forms and ways of sociocultural interaction.
Studying the state of adaptability as a result of adaptation, researchers inevitably face the question of criteria for determining adaptability or indicators of adaptation. Acquaintance with literary sources allows us to conclude that there are a large number of various indicators proposed as such criteria, which most researchers combine into two large groups: objective and subjective (or external and internal) [3].
So, V.N. Beznosikov refers to the objective criteria that determine the adaptability of a young worker in production, indicators of the production activity of the subject of adaptation, such as the production rate, the percentage of defects, as well as the qualification category, work experience, official status, education, etc. Subjective criteria, in turn, are divided by this author into two categories:
1. self-subjective, i.e., self-assessment of the subject of adaptation;
2. subjective-objective, when the adaptant is the object of evaluation of his states with respect to the subjective (expert) method.
The first category includes such indicators as: satisfaction, attitudes, value orientations, orientation, social attitudes, etc. The author refers to the second category a wide range of criteria based on a generalization of assessments of the adaptant's social behavior, for example: compliance with labor discipline, social activity, striving to improve professional skills, etc.
I.A. Georgieva, based on an empirical study of the adaptation of a person in a team, offers the following sets of internal and external factors:
- internal factors include socio-demographic characteristics of the study participants (gender, age, marital status, presence of children, etc.), value orientations of the individual, a number of psychological properties of the individual;
- a set of parameters associated with the type of activity of the group acts as external factors; these are the specific characteristics of the activity and the associated features of the social organization of the team.
A meaningful analysis of the identified factors showed that the traditional approach to adaptation predetermined their significance in the adaptation process. Mainly external factors were studied. This approach was due to the traditional understanding of adaptation as an act of adaptation to external influences, as a result of the action of external forces, and not a person's own potentialities. Nevertheless, scientists could not ignore the importance of internal factors, since the same external influences are refracted in different ways through the inner world of the individual.
The criteria for adaptation for managerial personnel can be: the implementation of job descriptions, the quality of work performed, the amount of work performed, the ability to join the team, interest in work, and discipline.
Changing the socio-cultural environment requires the individual to establish new social ties, find his place in new conditions for him, professional realization, embedding himself in the system of already established socio-cultural relations. This requirement puts before the individual the task of choosing and implementing an appropriate adaptation strategy. Moving along the path of acquiring a new positive identity, adequate to the changed socio-cultural, economic and political conditions of life in Russian society, is impossible without establishing the broadest relationships with the new social environment, which is a necessary condition or factor for successful adaptation [11].
Adaptation according to internal and external criteria is provided by a different set of behavior strategies. Thus, in order to achieve adaptability according to the internal criterion, strategies aimed at changing the environment are of the greatest importance; for adaptability according to an external criterion - strategies aimed at internal changes.
Personnel adaptation indicators - indicators of the level of adaptation success; divided into objective and subjective. Objective indicators of adaptation characterize the efficiency of labor activity, the active participation of employees in its various areas; are subdivided according to belonging to one of its types, for example, professional (compliance of qualification skills with the requirements of the workplace); socio-psychological (the degree of compliance of the individual's behavior with the norms that have developed in this team); psychophysiological (degree of fatigue, level of nervous overload). Subjective indicators of adaptation characterize employee satisfaction with work in general or its individual manifestations; are subdivided according to belonging to one of the types of adaptation and determine their own assessment by the employee: their attitude to the profession and qualifications; relations with a team of employees, with management; well-being, conditions and severity of work; understanding the role of individual tasks in solving the overall tasks of the organization [28].
In conclusion, we highlight the essential features of the process of socio-psychological adaptation that affect the process of its study:
1. It occurs mainly by the type of adaptation to a constantly changing environment, which determines the need to shift the focus of research from the state of adaptation to the property of personality adaptability.
2. The process has no clear boundaries and unfolds along the entire line of human ontogenetic development.
3. Extreme individualization and uniqueness of adaptation methods are characteristic.
4. An essential feature is the high degree of implementation of the active transformative function, both of the individual and the environment. On the one hand, a person has great opportunities to influence the social environment, since a person occupies a more significant place in the social system than in the biological one. A feature of the social environment is the presence of a number of special institutions through which it has the ability to actively influence the adaptant.
5. The main goal of socio-psychological adaptation is not adaptation, but self-realization of the individual (the dynamics of social adaptation).
Summing up the results of the first part of our study, we can draw the following conclusions:
1. Adaptation (lat. adapto - adapt) - the process of adaptation to changing environmental conditions.
2. There are psycho-physiological, socio-psychological, professional and organizational types of adaptation.
3. The immediate impetus for the beginning of the process of social adaptation most often becomes the realization by a person or a social group of the fact that the stereotypes of behavior learned in previous social activity cease to ensure success and the restructuring of behavior in accordance with the requirements of new social conditions or a new social environment for the adaptor becomes relevant. .
4. There are four stages of adaptation of the individual in a new social environment for her: the initial stage, the stage of tolerance, accommodation, assimilation.
5. The criteria for adaptation are: the quality of the work performed, the amount of work performed, the impression made on people, the ability to join the team, and interest in the work.
6. There are such indicators of adaptation as: objective (characterize the effectiveness of labor activity, active participation of employees in its various areas) and subjective (characterizes employee satisfaction with work in general or its individual manifestations; they are divided according to belonging to one of the types of adaptation).