Psychological Aspects of Development of a Professional Mindset

Introduction

Honesty and decency instill in employees dedication to their work. Honest workers perform their duties conscientiously and boldly declare their mistakes to correct them. Their professional mindset is based on clear work goals, and they do not strive to raise self-esteem. A positive attitude helps survive lost opportunities and quickly take on new ones without wasting time on soul-searching and condemning colleagues. Coworkers are usually comfortable with those who have a positive attitude towards their work: such people are imaginative, often joke about professional topics, and create a pleasant atmosphere around them. People who have a negative attitude towards their work for various reasons make an impression of whiners who only know how to complain about clients or superiors.

Self-confidence is gained only over time in the position held. Young professionals often suffer from self-doubt until they gain much knowledge. Growth thinking is opposed to rigid thinking, the patterns that “rested” against previously obtained data. Rigorous thinkers often fail to keep up with reality, working in areas where trends change rapidly (Nida-Rümelin, 2017). The growth mindset is the mindset of a constant learner who never ceases to be interested in his field.

Self-regulation

Adaptability helps develop professional thinking by teaching the employee to think flexibly. Over time, such workers cope well with stressful situations and calmly respond to events that get out of control (Werner & Milyavskaya, 2018). Adapting the employee’s skills and thinking to current events is the key to well-coordinated and fast work. The initiative develops professional thinking and teaches the basics of leadership. Initiative workers always take on most of the responsibility for work or non-work tasks. For example, they organize a holiday in the office or a trip out of town. The bosses usually respond well to initiative workers, who consider them to be centers of creativity. Organization skills are instrumental in building a career, although they require a lot of energy from people. People often avoid organizing events because they don’t want to be responsible for other people. Demonstrating good organizational skills will always secure a possible promotion to a managerial position. Self-motivation can be difficult, but people need to know where they can draw. It can be reading professional literature, communicating with colleagues, or advanced training.

Social Awareness

The ability to resolve conflicts is one of the most important in teamwork. People who have mastered this skill are usually good listeners and empathetic psychologists, sensitive to other people’s motivations, emotions, hopes, and disappointments (Lynch et al., 2018). During conflict resolution, it is essential to learn to understand and enter into another person’s situation, that is, to show empathy. Teamwork is a valuable social skill that allows people to share responsibility and ideas. Professional thinking in a good team develops very quickly, as employees communicate productively and learn from each other. In addition, well-coordinated teamwork is a field for building warm, friendly relationships, which, in turn, can serve as additional motivation. Multicultural sensitivity is mandatory for workers in certain areas and all people; it demonstrates a person is patient and understanding. Social and cultural background is required to develop this quality, and knowledge of additional languages ​​will be a bonus. The attribute of leadership does not mean that each person must be a leader or be able to lead a crowd. However, employees need to take the initiative, be able to inspire and take some responsibility.

References

Lynch, M., Salikhova, N., & Salikhova, A. (2018). Internal motivation among doctoral students: Contributions from the student and from the student’s environment. International Journal of Doctoral Studies, 13, 255–272. Web.

Nida-Rümelin, M. (2017). Self-awareness. Review of Philosophy and Psychology, 8(1), 55-82.

Werner, K. M., & Milyavskaya, M. (2018). Motivation and self‐regulation: The role of want‐to motivation in the processes underlying self‐regulation and self‐control. Social and Personality Psychology Compass. Web.