Decreased performance. How to improve performance? Means and products that increase efficiency and activity Percentage of loss of professional ability to work indefinitely

The need of victims for medical and social assistance, medical rehabilitation and other types of assistance is established for a certain period, including for persons of retirement age

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For the victim at work, who first applied to the MSEC, the percentage of loss of professional ability to work is established from the date the documents are received by the MSEC, regardless of the date the fact of the occurrence of an occupational disease or industrial injury was established.

The disability group for the victim due to an industrial injury or occupational disease is established indefinitely in the cases provided for by the Instruction on the establishment of disability groups.

The degree of loss of professional ability to work for the victim as a percentage is established indefinitely, regardless of age in the case of:

- anatomical defects, persistent irreversible morphological changes and disorders of the functions of organs and systems of the body,
— inefficiency of rehabilitation measures,
— an unfavorable prognosis for the restoration of working capacity due to an accident at work or an occupational disease with a persistent impairment of professional abilities.

The need of victims for medical and social assistance, including treatment, medical rehabilitation, provision of medicines and medical products, bed and underwear, bedding, hygiene products, wigs, spa treatment, technical and other means of rehabilitation (prostheses , orthoses, orthopedic shoes, sticks, crutches, wheelchairs, anti-decubitus mattresses and pillows, etc.), glasses, ocular prosthetics, contact lenses, dental prosthetics, special medical care, permanent outside care, household services, hearing aids, additional nutrition, and other types of assistance is established for a certain period, including for persons of retirement age.

When determining the degree of loss of professional capacity for work of the victim, the need for medical, social and professional rehabilitation is determined in percentage terms.
The decision of the MSEC on the need for the victim in medical, social and vocational rehabilitation is made taking into account the rehabilitation potential and prognosis, the potential and abilities of the victim to carry out professional, domestic and social activities and is drawn up in the form of drawing up an individual rehabilitation program (hereinafter - IRP) as a result of an accident on production or occupational disease. The IPR determines the specific types, forms, volumes of necessary rehabilitation measures and the timing of their implementation, which cannot be less than those determined by the State Standard Program for the Rehabilitation of the Disabled.

Control over the implementation of the IPR is carried out by MSEK together with representatives of the Industrial Accident Insurance Fund.

Determination of the degree of loss of professional ability to work in percent

Determination of the degree of loss of professional ability to work as a percentage is carried out in accordance with the principles indicated above.

With a complete loss of the ability of the victim at work to self-service and the need for constant outside care or assistance ( I-A or I-B disability group) are set 85 - 100 percent loss of professional ability to work.

With severe violations of the functions of the body, leading to a significant limitation of life while maintaining the ability to self-service, and the absence of the need for constant outside care or assistance ( II group of disability) and the possibility of performing professional activities only in specially created production conditions, the degree of loss of professional ability to work is set within 65 - 80 percent.

With moderately severe violations of body functions ( III disability group), if the victim can, under normal production conditions, perform professional work with a pronounced decrease in qualification or with a decrease in the volume of work performed, or if he has lost the ability to continue professional activities due to a moderate impairment of bodily functions, but can, under normal production conditions, continue professional activities of a lower qualification, degree loss of professional ability to work is set within 30 - 60 percent.

If disability is not established for the victim at work, if he can, under normal production conditions, perform professional work with a moderate or slight decrease in the complexity of work, or with a decrease in the volume of work performed, or when working conditions change, leading to a decrease in earnings, or if the performance of his professional activity requires a greater workload than before, the percentage of loss of professional ability to work should not exceed 25 percent, and with a combination of several injuries or occupational diseases - 40 percent.

The terms for the repeated medical and social examination of the MSEC of the victims and the procedure for appealing their decisions are determined in accordance with the Regulations on the procedure, conditions and criteria for establishing disability.

Tatyana 11/14/2015

established for her husband 3gr. indefinitely due to injury. And the percentage of disability is 60 for only 2 years. Please answer our question. Will disability be established indefinitely or is it necessary to undergo an examination every 2 years, if indefinitely, what is needed for this. Sorry to bother you, but we can't find the answer anywhere.

Glushenkova Nadezhda 16.07.2013

I, Glushenkova Nadezhda, have been disabled of the 1st group by production since 1971 from Kazakhstan. I have no two legs and my right arm. At the moment I live in Russia, Omsk region, district of Poltavka, street 1, Vostochnaya 4. I also need a wheelchair. But how did I apply to our social security, so that I would be allocated a wheelchair and sent for protization.

Establishing the percentage of loss of general disability

But I'm being sent to kamisia to do PRP. As they explained to me, I would refuse to make a tram, but they will do it due to illness. Explain, please, can it be so.

Forensic medical experts need to establish the degree of permanent loss of general ability to work when qualifying the severity of bodily injury, when its severity is determined not by danger to life, but by the outcome of the injury, since the size of permanent disability is a criterion for its severity.

In addition, the need to determine the permanent loss of general and professional disability arises when the question is raised of material compensation for harm to health caused by damage due to domestic or transport injuries, as well as in civil claims against parents for the maintenance of children, against children from sick or disabled parents, in divorce cases, etc.

Working capacity is generally understood as a set of physical and spiritual capabilities of a person, depending on the state of health and allowing him to engage in labor activity.

Distinguish between general, professional and special work capacity.

General capacity for work is called the ability of a person to unskilled work.

Professional ability to work - the ability of a person to work in a particular profession.

Special work capacity means that a person can work in a certain specialty (for example, not just a builder, but a builder-installer, not just a doctor, but a surgeon or radiologist, etc.).

In accordance with the current criminal, civil and labor legislation, compensation for harm caused by damage to health is carried out by compensating for losses incurred by the victim in connection with the loss or decrease in wages.

Legislative base of the Russian Federation

The amount of losses, in turn, depends on the degree of disability of the subject affected by the damage.

"Instruction on the production of a forensic medical examination in the USSR" (1978) requires that examinations of the determination of permanent disability be carried out only by a commission. The commissions working under the Bureau of Forensic Medical Examination consist of a forensic medical expert and experienced doctors (surgeons, therapists, neuropathologists, etc.). The task of these commissions is to resolve questions about the presence of persistent disability and its degree, to establish a causal relationship between injury and the degree of disability, about the need for spa treatment, additional nutrition, outside care, prosthetics, etc.

Examinations of establishing a permanent loss of general and professional disability are carried out by court order.

As a result of disability, disability develops, which can be either persistent (i.e., permanent) or temporary (i.e., such that after a certain period of time the health of the victim and his ability to work are restored).

The determination of temporary disability is carried out by the attending physicians of hospitals and polyclinics and medical control commissions (VKK) of medical institutions. They issue a sick or injured person with a certificate of temporary disability or a certificate, after which the person returns to his previous job. Permanent disability and its size (the degree and nature of disability) are determined, in addition to forensic medical experts, as well as medical labor commissions (VTEC). The task of the VTEK is to determine the permanent disability that occurred as a result of diseases or injuries received in connection with production activities.

In addition to differences in the reasons for determining the permanent disability of VTEK and in forensic medical examination, there is a difference in the principles for assessing the amount of disability: VTEK evaluates it in relation to three disability groups and in percentage, while forensic medical experts, based on requirements of the courts, determine the size of permanent disability only as a percentage in relation to full capacity for work, which is taken as 100%.

To determine the amount of permanent loss of general ability to work, use the table developed by the Main Directorate of State Insurance of the Ministry of Finance of the USSR dated May 12, 1974 No. 110 “On the procedure for organizing and conducting a medical insurance examination”).

The amount of permanent loss of professional ability to work is set individually, taking into account the state of health, characteristics of the profession, etc., since for different people approximately the same damage can have different outcomes. In addition, the compensatory and adaptive capabilities of different people are also not the same, which depends on age, education, professional skills, time elapsed since the injury, etc.

When determining the amount of permanent loss of professional ability to work, the recommendations of the Ministry of Social Security of the RSFSR for VTEK on the procedure for determining professional ability to work are taken into account.

Forensic medical expert commissions determine the amount of permanent disability after a thorough examination of the victim and the study of his medical documents (in the original) and the circumstances of the case. Such an examination of the victim is carried out only after the outcome of the damage has been determined.

The Rules for the Forensic Medical Determination of the Severity of Bodily Injuries stipulate that in disabled persons, permanent disability due to an injury is determined as in practically healthy people, regardless of disability and its group. In children, permanent disability is established according to the same rules.

Lecture Search

The procedure for determining the degree of loss of professional ability to work

The degree of loss of professional ability to work is determined by a specially authorized body- State Service of Medical and Social Expertise. ITU institutions operate in the system of social protection bodies of the population of the Russian Federation (Article 8 of the Federal Law of November 24, 1995 No. 181-FZ “On the Social Protection of Disabled Persons in the Russian Federation”).

The degree of loss of professional ability to work as a result of accidents at work and occupational diseases is determined according to the rules approved by the Decree of the Government of the Russian Federation of October 16, 2000 No. 789.

According to these rules, the victim is sent for examination to the ITU institutions after the medical institution has carried out a complex of medical, diagnostic and rehabilitation procedures and their results allow us to draw a preliminary conclusion about a permanent loss of professional ability to work. Information about the condition of the victim, reflecting the degree of dysfunction of organs and systems, should be attached to the direction of the medical institution for examination of the victim to the ITU institutions.

The ITU institution conducts an examination of the victim, taking into account the information specified in the act in form No. H-1 or the act on the case of an occupational disease, as well as in other documents provided by the employer. Specialists of the ITU institution issue an expert opinion based on the documents received and a personal examination of the victim. The degree of loss of professional ability to work is determined on the basis of an assessment of the victim's professional abilities and professionally significant qualities that allow him to perform work in his former specialty (qualification). The rules provide for the possibility of establishing from 10 to 100% loss of professional ability to work.

The fact that disability has been established must be confirmed by an act of examination of the victim. The act is signed by the head of the ITU institution, the specialists who carried out the examination, and certified by the seal of the institution.

The victim is given a certificate of the results of the examination, and an extract from the examination report is sent to the employer and the executive body of the FSS of Russia.

The institution of medical and social expertise found that the employee I.I. Ivanov has lost 30% of his professional ability to work.

Therefore, the amount of the lump-sum insurance payment will be:

30 000 rub. x 30% = 9000 rubles.

A one-time insurance payment is made to the victim no later than one calendar month from the date of its appointment. In the event of the death of the insured, the payment is made to his dependents within two days from the date the employer provides the executive body of the FSS of Russia with all the documents necessary to assign such a payment.

Monthly insurance payments. The amount of the monthly payment is determined based on the average monthly earnings of the victim. The average earnings are calculated for the previous 12 months of work that caused damage to health, up to the month in which the accident occurred or the diagnosis of an occupational disease was established. At the choice of the victim, earnings can be taken into account for the last 12 months of work that caused damage to health, up to the month in which the degree of disability was determined by the ITU agency.

As you can see, the main difference between the calculation period for determining the monthly insurance payment and the same period for calculating temporary disability benefits is that in the first case, only months of work that caused damage to health are taken into account.

The average monthly earnings are determined as follows: all payments received by the employee in the billing period are summed up, and the result is divided by 12.

And if the work that caused damage to health lasted less than 12 months? In this case, you need to divide all the earnings actually received for the months of work that caused damage to health by the number of these months. If some months are not fully worked out, they are replaced by the previous fully worked months or are excluded from the calculation if replacement is impossible.

How to determine whether such a replacement is possible in the billing period or not? Let's look at this with specific examples.

The worker I.I. Ivanov On June 10, 2004, an occupational disease was established. The calculation period for determining the average monthly earnings is the period from June 1, 2003 to May 31, 2004.

The work that caused damage to health lasted from September 15, 2003 to May 31, 2004 inclusive (8 months 16 days). Until September 15, 2003, the work was not related to an employee's occupational disease. Therefore, the period from June 1 to September 14, 2003 is excluded from the calculation.

The incompletely worked September 2003 (from the 14th to the 30th) is also not taken into account, since it is impossible to replace it with the previous fully worked months.

Thus, the average monthly earnings are determined for the period from October 1, 2003 to May 31, 2004.

Let's change the conditions of the previous example. Let's say the work that caused the occupational disease lasted from March 15, 2003 to May 31, 2004 inclusive (14 months 17 days).

The settlement period is from June 1, 2003 to May 31, 2004. In it, the employee worked only half of June 2003 - from the 1st to the 15th. In this case, the unworked part of June can be replaced by the fully worked part of May 2003.

Thus, the average monthly earnings are taken into account in total for May 2003 and for the period from July 1, 2003 to May 31, 2004.

note

Earnings for calculating the monthly insurance payment include all amounts received by the employee for performing work under an employment contract, on which insurance premiums for compulsory social insurance against industrial accidents and occupational diseases were accrued.

To determine the amount of the monthly insurance payment, you need to multiply the average monthly earnings by the percentage of loss of professional ability to work.

Assigned monthly insurance payments are not recalculated in the future. There are three exceptions to this rule:

  • change in the degree of loss of professional ability to work;
  • changing the circle of persons entitled to receive payments;
  • indexation of payments taking into account the level of inflation 5 .

The maximum monthly payment currently cannot exceed 30,000 rubles. for a full calendar month. This is established by Article 16 of the Federal Law of February 11, 2002 No. 17-FZ "On the budget of the Social Insurance Fund of the Russian Federation for 2002" 6 (hereinafter - Law No. 17-FZ).

The ITU agency found that staff member I.I. Ivanov lost his professional ability to work by 60% due to an accident at work.

The average monthly earnings of I.I. Ivanov - 60,000 rubles.

The amount of the monthly insurance payment will be:

60 000 rub. x 60% = 36,000 rubles.

Since the amount of the payment is limited by the maximum limit, I.I. Ivanov will receive 30,000 rubles a month.

The victim receives monthly payments during the entire period for which the loss of professional ability to work is established. Only the period of temporary incapacity for work due to an accident at work or occupational disease is excluded from it, since during this time the victim receives the appropriate allowance.

On March 30, 2004, employee I.I. Ivanov was injured due to an accident at work. On May 31, 2004, the specialists of the ITU institution, who carried out the examination of I.I. Ivanov, established the degree of loss of professional ability to work in the amount of 50% for a period of 6 months. The sick leave was closed on June 30, 2004.

Thus, I.I. Ivanov is to receive temporary disability benefits for the period from March 30 to June 30, 2004. He will start receiving monthly insurance payments from July 1, 2004.

Insurance benefits for dependents. In the event of the death of the insured person, insurance payments are received by his dependents (Article 7 of Law No. 125-FZ). First of all, these are disabled persons who were dependent on the deceased or had the right to receive maintenance from him by the day of the insured event. Disabled dependents generally include minors, as well as persons who have reached the age for retirement. Disabled dependents are also persons with disabilities.

If the child of the insured was born after his death, he is also entitled to receive insurance benefits.

Dependents are considered to be family members of the deceased who were not working at the time of his death in connection with caring for his children, grandchildren, brothers or sisters under the age of 14 or who have reached this age, but recognized as needing outside care. At the same time, the ability to work of family members who provide care does not matter.

And, finally, the dependents of the deceased have the right to receive insurance payments if they become disabled within five years from the date of his death.

note

Dependents can be not only relatives. They may be persons who were not related to the deceased, but lived together with him. The main thing is to confirm in court the fact of being dependent. Dependence of the children of the deceased is assumed by virtue of the law, so it is not necessary to confirm it.

The amount of a one-time insurance payment due to dependents is 30,000 rubles. This amount is divided between the wife (husband) of the deceased (regardless of whether she (he) was dependent on him) and other dependents.

The amount of the monthly payment is determined based on the average monthly earnings of the deceased. Pensions and benefits that he received during his lifetime are also taken into account. The amount received excludes the shares attributable to the victim himself and able-bodied persons who were his dependents, but who are not entitled to receive insurance payments. The remaining amount is equally divided among the dependents of the victim who are eligible for insurance benefits.

note

The total amount of monthly insurance payments to all dependents cannot exceed 30,000 rubles.

34.2. Methodology for determining the size of permanent disability

(Clause 12, Article 12 of Law No. 125-FZ and Article 16 of Law No. 17-FZ).

The average earnings of the deceased was 25,000 rubles. His dependents were: an able-bodied wife, a mother aged 70 and two children aged 15 and 16. Three dependents - a mother and children - are entitled to monthly insurance payments, and a wife, mother and children are entitled to a lump sum insurance payment.

Calculate the share of the lump sum insurance payment due to each dependent. Shares are determined based on the total amount of 30,000 rubles. The amount of the lump-sum insurance payment will be:

30 000 rub. : 4 pers. = 7500 rubles.

Now let's calculate the amount of the monthly insurance payment.

First, determine the share due to each recipient:

25 000 rub. - (5000 rubles x 2 people) \u003d 15,000 rubles.

Thus, 15,000 rubles. - the total amount of the monthly insurance payment that will be received by three dependents - the mother and two children of the deceased.

The terms during which dependents are entitled to receive insurance payments are established by clause 3 of Article 7 of Law No. 125-FZ.

Minors receive monthly insurance payments up to the age of 18, and if they study full-time, then until graduation, but not more than 23 years.

Old-age pensioners (women from 55, men from 60) will receive monthly insurance payments for life, and disabled people - during the period of disability. At the same time, insurance payments do not affect the amount of the pension (for old age or disability) received by these persons.

Persons who do not work in connection with the care of children, grandchildren, brothers or sisters of the deceased who have not reached the age of 14 receive insurance benefits until the said dependents are 14 years old. If dependents are at least 14 years of age but require outside care, their caregivers receive benefits until the condition of the dependents changes.

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Percentage of incapacity for work

Expert commissions, consisting of several specialists (therapist, surgeon, traumatologist, neuropathologist, ophthalmologist, etc.) and medical experts of the State Service for Medical and Social Expertise or forensic medical experts, establish the amount of permanent disability based on a detailed medical examination of the victim.

The commission of the State Service for Medical and Social Expertise also includes representatives of the social security body and the trade union organization.

Commissions determine the permanent loss of professional and general disability as a percentage.

When determining the percentage of loss of professional ability to work, i.e. the ability to work in their profession, the commissions are guided by the "Regulations on the procedure for establishing the degree of loss of professional ability in percentage by medical and labor expert commissions for employees who have been injured, an occupational disease or other damage to health associated with the performance of their labor duties", approved by the Decree of the Government of the Russian Federation dated April 23, 1994, No. 392. However, it should be borne in mind that different professions have different requirements for the body, and the same consequences of injury to varying degrees impair the ability to work of people in different professions.

When determining the loss of professional ability to work, the commission of the State Service for Medical and Social Expertise must proceed from the possibility of the victim, after an injury or other damage to health, to continue his professional work or work equal to it in terms of qualifications.

When determining the degree of loss of professional ability to work, the commission of the State Service for Medical and Social Expertise in each specific case takes into account the severity of violations of body functions, the degree of compensation for lost functions, the ability of the victim to perform, to one degree or another, work in the main profession, including the possibility of performing work in ordinary or specially created conditions, as well as rehabilitation activities, including vocational training and retraining.

100% loss of professional ability to work is established in cases where the victim has experienced a complete loss of ability to work due to pronounced violations of body functions in the presence of absolute medical contraindications for performing any type of professional activity, even under specially created conditions.

It is established from 70 to 90% of the loss of professional ability to work in cases where the victim can perform work only in specially created conditions due to pronounced violations of body functions.

The loss of professional ability to work is set at 60%, when the victim has lost his main profession and can perform light unskilled labor.

In the case of repeated labor injuries, the degree of loss of professional ability to work is determined by the consequences of each of them separately.

The commission of the State Service for Medical and Social Expertise issues a conclusion that the victim needs to be trained in a new profession if, due to a work injury, he cannot perform work in his previous profession.

If an injury or other damage to health has caused disability in an amount that gives grounds for establishing one of the three disability groups, the expert commission, in addition to determining the amount of permanent disability in percentage terms, establishes a disability group and gives labor recommendations to the victim, guided by the instructions and provisions for medical treatment. labor expertise.

Commissions establish the amount of permanent loss of only that disability that was caused and associated with the work of the victim. Other illnesses and defects that are not related to a specific incident at work are not taken into account.

In some cases, a re-examination of the victim is carried out to ascertain the possibility of changes in the amount of disability. Re-examination is carried out within a period of 6 months to 2 years. At the same time, the nature of the consequences of damage to health and the possibility of their elimination as a result of treatment are taken into account, as well as the existing dimensions of the loss of stable working capacity are determined.

If a disability group on the basis of the Instruction is established indefinitely, then the amount of permanent loss of general and professional working capacity can also be established indefinitely. In these cases, the re-examination of the victims may be carried out either at their request or at the request of other interested persons.

Forensic medical examination to determine the size of permanent disability.

An examination to determine the size of permanent disability is carried out in connection with:

a) with injuries received from various modes of transport;

b) with domestic injuries;

c) with claims for the recovery of alimony: to the spouse in divorce cases; to parents - for the maintenance of children who, upon reaching the age of majority, remained disabled; to children - from sick and disabled parents;

d) causing harm to health at work during the consideration of such cases in court;

d) for other reasons.

The commissions of the Bureau of Forensic Medical Examination, as well as the expert commissions of the State Service for Medical and Social Expertise, are guided by the above regulatory documents when determining the amount of permanent disability.

In practice, the question may arise: how to determine the amount of disability for several injuries, each of which led to permanent disability (for example, damage to the eye with incomplete loss of vision and traumatic amputation of the hand). In this case, the determination of the volume of permanent disability is made to assess the severity of the bodily injury. The amount of disability caused only by this injury is determined, the defects that existed before are not taken into account, and permanent disability is determined in the same way as in a healthy person.

Due to injury, the thumb of the right hand was amputated. The victim's index finger of the same hand was previously amputated. In this case, only the disability associated with the amputation of the thumb is determined, equal to 25%. The existing defect, the absence of the index finger, is not taken into account, while the absence of the thumb and forefinger of the right hand corresponds to 50% of permanent disability.

If several injuries are located on the same organ, then disability is determined for each injury, and then added up. The resulting disability percentage cannot exceed the maximum percentage provided in the table for the total loss of this organ.

The loss of the thumb and forefinger of the right hand is 50% of disability, and the limitation of mobility in the shoulder joint is 40%. In this case, disability should not be defined as 90% (50 + 40), but 75%, since the loss of the entire right arm is estimated at 75%.

In case of damage to several organs, disability is determined for each defect separately and the results obtained are added up. However, the amount cannot exceed 100%.

Partial loss of vision in one eye (30%) and at the same time traumatic amputation of the right hand (75%) account for 105%. However, the permanent disability of both injuries should be defined as 100%.

In the event of injury or other damage to the health of a citizen under the age of 15 and without income, the organization or citizen responsible for the harm is obliged to reimburse the costs associated with restoring the health of the victim. Upon reaching the age of 15 by the victim, the organization or citizen responsible for the harm is also obliged to compensate the victim for the harm associated with the loss or reduction of his ability to work, based on the size of the average earnings of an unskilled worker in a given locality.

test questions

1. On the basis of what document is the disability examination carried out?

2. What is the methodology for determining the amount of permanent disability?

Hello, I am a disabled person of the 3rd group, permanent disability, but every year I go to msec since 2011 to confirm disability in order to prescribe sanatorium and resort medicines, can I do it indefinitely with the annual sanatorium and ...

Is the disability pension still being paid?

Does the disability pension continue to be paid when an old-age pension is awarded? In other words, is the disability pension added to the old-age labor pension?

January 18, 2019, 08:05, question #2228698 Nikolay, Rostov-on-Don

Can I work at 1.5 rates if the disability is 50%?

Hello, can I work at 1.5 rates if the disability is 50%, and am I entitled to additional paid leave?

Is temporary disability taken into account in the length of service when calculating a pension under paragraph 3 of article 30 of Federal Law 173?

Hello! When calculating the old-age pension (for the period of work from 1973 to 2001) according to paragraph 3 of Art. 30 of Law N 173-FZ. whether the length of service is taken into account: Temporary disability that began during the period of work and stay on disability of group II received ...

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Disability (disability) benefit for those who have never worked

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  • Chapter III Professional training of a psychologist-consultant Control questions
  • What does the training of a counseling psychologist include?
  • Where does it start, how is it carried out and what is the basis of the training of a counseling psychologist
  • How to improve the professional qualifications of a psychologist-consultant
  • Exercises
  • General issues of organizing the work of psychological counseling
  • Working hours of psychological consultation
  • Distribution of duties between employees of psychological counseling
  • Organization of individual work of a psychologist-consultant
  • Interaction of a psychologist-consultant with other specialists-consultants
  • Interaction of a psychologist-consultant with the support staff of the consultation
  • Exercises
  • Practical tasks
  • Keywords
  • Chapter V preparation and conduct of psychological counseling, its stages and procedures Control questions
  • How to Prepare for Psychological Counseling
  • How psychological counseling is carried out
  • The main stages of psychological counseling
  • Psychological counseling procedures
  • Exercises
  • Practical tasks
  • Keywords
  • Chapter VI Psychological Counseling Techniques Control Questions
  • Concept and introductory remarks about the technique of psychological counseling
  • Meeting a client in a psychological consultation
  • Starting a conversation with a client
  • Removing psychological stress from the client and activating his story at the stage of confession
  • Technique used in interpreting a client's confession
  • The actions of the consultant when giving advice and recommendations to the client
  • The technique of the final stage of counseling and the practice of communication between the consultant and the client at the end of the consultation
  • Typical technical errors made during the consulting process, ways to eliminate them
  • Exercises
  • Practical tasks
  • Keywords
  • Chapter VII testing in the practice of psychological counseling Control questions
  • Why Testing Is Necessary During Psychological Counseling
  • When is it recommended to use psychological tests in counseling?
  • What requirements should psychological testing meet! used in psychological counseling
  • Exercises
  • Practical tasks
  • Keywords
  • Chapter VIII tests recommended for use in the practice of cognitive psychological counseling Control questions
  • Tests of cognitive processes of perception, attention, imagination, speech and general intellectual abilities
  • Memory tests
  • Exercises
  • Communication tests
  • Organizational Ability Tests
  • Special Ability Tests
  • Temperament and character tests
  • Tests of motives and needs
  • Exercises
  • Practical tasks
  • Keywords
  • Chapter x situations and general practical recommendations for psychological counseling related to abilities Control questions
  • Typical cases (situations) of psychological counseling
  • General recommendations for the correction of abilities in the practice of psychological counseling
  • Tips for developing intellectual abilities
  • Tips for developing mnemonic abilities
  • Ways to solve the problems of developing communication skills
  • Improving the organizational skills of the client
  • Development of special abilities of the client
  • Exercises
  • Practical tasks
  • Keywords
  • Chapter XI practical recommendations for psychological counseling related to the development of the client's personality Control questions
  • Temperament Tips
  • General recommendations for the correction of character traits
  • Will Development Tips
  • Recommendations for improving business character traits
  • Tips for developing communicative character traits
  • Consulting on needs and motivational problems
  • Chapter XII practical recommendations on communicative and socio-perceptual psychological counseling Control questions
  • Lack of interest in people
  • Inability to attract attention, make a positive impression on people
  • Inability to give compliments and properly respond to them
  • Inability to accurately perceive and evaluate the social roles of people
  • Exercises
  • Practical tasks
  • Keywords
  • Chapter XIII practical recommendations on the problems of self-regulation in business relations Control questions
  • Failure to manage emotions in business life
  • Failures in the choice of profession, conditions and place of work
  • Failure in promotion
  • Failure to maintain and maintain their performance
  • Failure to compete with other people
  • Exercises
  • Practical tasks
  • Keywords
  • Chapter XIV practical recommendations on the problems of interpersonal psychological counseling Control questions
  • The main problems in interpersonal relationships of people, the reasons for their occurrence
  • Problems of personal relationships of the client with people
  • Lack of mutual sympathy in personal human relationships
  • Presence of dislikes in the communication of the client with people
  • Client's inability to be himself
  • Impossibility of effective business interaction of the client with people
  • Client's inability to lead
  • Client's inability to obey others
  • Client's inability to prevent and resolve interpersonal conflicts
  • Exercises
  • Practical tasks
  • Keywords
  • Chapter XV practical recommendations on problems of family counseling Control questions
  • Basic questions of family counseling
  • Relationship with future spouse
  • Relationships between spouses in an established family
  • The relationship of spouses with their parents
  • Exercises
  • Practical tasks
  • Keywords
  • Chapter XVI Recommendations on Psychological and Pedagogical Counseling Control Questions
  • Relationships between parents and preschool children
  • Psychological and pedagogical counseling for parents of younger students
  • Solving psychological and pedagogical problems of adolescence
  • Counseling for parents of boys and girls
  • Exercises
  • Practical tasks
  • Keywords
  • Chapter XVII practical advice on problems related to personal failures in life Control questions
  • Failures of a personal nature
  • Failure to develop needs and interests
  • Failure to change emotions and feelings
  • Failures in correcting deficiencies in temperament and character
  • Failure to get rid of complexes
  • Failure to establish good personal relationships with people
  • Exercises
  • Practical tasks
  • Keywords
  • Chapter XVIII
  • Psychogenic illnesses
  • Psychogenic heart disease
  • Psychogenic digestive disorders
  • Change in client mood
  • depressive states
  • Decreased performance
  • Insomnia
  • Emotional disorders (affects, stress)
  • Exercises
  • Practical tasks
  • Keywords
  • Chapter XIX practical recommendations for business psychological counseling Control questions
  • Managing personal relationships
  • Management of business relations of people
  • Making and implementing decisions on personal matters
  • Making and implementing decisions on work matters
  • Inability to address people with requests and correctly respond to requests
  • Failure to convince people
  • Exercises
  • Practical tasks
  • Keywords
  • Chapter XX Evaluation of the results of psychological counseling Control questions
  • What is the effectiveness of psychological counseling
  • How to evaluate the results of psychological counseling
  • Causes of insufficient effectiveness of psychological counseling
  • Exercises
  • Practical tasks
  • Keywords
  • Curriculum and program of the course "basics of psychological counseling" Explanatory note
  • The curriculum of the course "Fundamentals of psychological counseling"
  • The program of the course "Fundamentals of psychological counseling"
  • Topic 1. Introduction to psychological counseling
  • Topic 2. Requirements for a counseling psychologist and his work
  • Topic 3. Professional training of a counseling psychologist
  • Topic 4. Organization of the work of psychological counseling
  • Topic 5. Preparation and conduct of psychological counseling, its stages and procedures
  • Topic 6. Technique of psychological counseling
  • Topic 7. Testing in the practice of psychological counseling
  • Topic 8. Tests recommended for use in the practice of cognitive psychological counseling
  • Topic 9. Tests recommended for use in the practice of personal and communicative psychological counseling
  • Topic 10. Situations and general practical recommendations for psychological counseling related to abilities
  • Topic 11. Practical recommendations for psychological counseling related to the development of the client's personality
  • Topic 12. Practical recommendations for communicative and socio-perceptual psychological counseling
  • Topic 13. Practical recommendations on the problems of self-regulation in business relations
  • Topic 14. Practical recommendations on the problems of interpersonal psychological counseling
  • Topic 15. Practical recommendations on the problems of family counseling
  • Topic 16. Recommendations on issues of psychological and pedagogical counseling
  • Topic 17. Practical recommendations for problems related to personal failures in life
  • Topic 18. Practical recommendations on well-being and health problems
  • Topic 19. Practical recommendations for business psychological counseling
  • Topic 20. Evaluation of the results of psychological counseling
  • Literature
  • Glossary of terms for psychological counseling
  • Tips r. Meya, a. Pisa and other well-known practical psychologists for beginning psychologists-consultants
  • Tips for setting the goals of psychological counseling
  • Tips for placing a client in a psychological consultation room
  • Tips for conducting psychological counseling
  • On the role of the client's own experiences in solving his personal problem
  • Signs by which one can judge the psychological states and personality of the client
  • Personal characteristics of the client
  • Nemov Robert Semenovich basics of psychological counseling Textbook for universities
  • Chapter I Introduction to Psychological Counseling 5
  • Chapter VII testing in the practice of psychological counseling 70
  • Chapter VIII Tests recommended for use in the practice of cognitive psychological counseling 75
  • Chapter IX tests recommended for use in the practice of personal and communicative psychological counseling 82
  • Chapter XI practical recommendations for psychological counseling related to the development of the client's personality 115
  • Chapter XII practical recommendations on communicative and socio-perceptual psychological counseling 129
  • Chapter XIII practical recommendations on the problems of self-regulation in business relations 137
  • Chapter XIV practical recommendations on the problems of interpersonal psychological counseling 150
  • Chapter XV practical recommendations on problems of family counseling 170

    • Decreased performance

    If the causes of depression are difficult to determine, then with a decrease in a person’s working capacity, there are usually not so many reasons and they are easily recognizable. Let us consider these reasons along with the recommendations that a counseling psychologist could offer a client in connection with them.

    Reason 1. Physical exhaustion of a person. As a reason for the decline in performance, it mainly acts in cases where a person has to perform work that requires significant physical activity for a long time. These are mainly various types of hard physical labor, which are quite rare in modern conditions.

    In this case, in order to prevent fatigue, it is necessary to rationally organize the regime of physical activity, thinking it over in such a way that a person rests, restoring his working capacity even before he has obvious signs of physical fatigue.

    The client can achieve this in the following way. Observe his work for a sufficient time and try to understand when, after prolonged physical exertion, he first shows noticeable signs of fatigue. Having fixed the time intervals at which they regularly appear, it will be necessary to reduce the time of continuous operation by approximately 3–5 minutes, i.e. make the intervals between the moments of physical work such that during their obvious signs of fatigue do not appear.

    We must always remember that during heavy physical work, in any case, it is better to take frequent, but short-term breaks for rest, than one large and fairly long break. As a result, a person will be able to greatly increase his physical performance, and at the same time he will be much less tired.

    Reason 2. Illness or physical ailment can also cause a decrease in a person's performance. This cause appears when any normal physiological functions are disturbed in the body. Their change can be ascertained if the clinical examination of the client really confirms this fact.

    We note, however, that simply a person’s poor health, including physical, is not sufficient reason to conclude that this reason exists, since a physical state of this kind can be generated in a client by the following socio-psychological reasons.

    In the event that socio-psychological reasons for the decrease in working capacity are identified, then the client is advised to rest, but if complete rest is not possible, then for some time to reduce physical and psychological stress to a minimum.

    True, such recommendations are mainly suitable only for people who are not used to heavy loads. As for those who are accustomed to significant loads in life and for whom they are normal, a sharp decrease in loads cannot be recommended for them, since a quick and significant change in their usual lifestyle can cause negative consequences for them. For such persons, physical activity, even during a period of malaise, should remain large enough, but feasible.

    The client himself should regulate the measure of the load according to his well-being. Self-regulation will allow him to maintain a high level of his performance.

    Reason 3. Monotonous work can also lead to a decrease in human performance. Such work generates a state of fatigue and lowers a person's efficiency, not because it is unbearable and difficult for him, but because of its purely psychological fatigue. This is a very common factor in reducing efficiency, which is practically found in all people, regardless of what they have to do in life, since any kind of work can contain elements of monotony and, therefore, lead to fatigue.

    The practical solution to the problem of increasing efficiency in this case is to minimize the monotony in human activity, to make it as diverse and interesting as possible. To do this, you need to carefully analyze what this person does during the day, think over the mode of his life in such a way that the conditions and nature of work change more or less systematically. As for determining the time intervals during which a person's work can remain monotonous, it is advisable to use the recommendations already made in the discussion of the first reason to clarify them.

    The optimal mode of operation is one in which significant mental loads in some periods of time alternate with medium or weak physical loads in other periods of time, and vice versa: significant physical loads at some moments of activity are accompanied by medium or weak mental loads at other moments of human activity. .

    Note that it is not recommended to simultaneously combine strong or weak physical activity with the same mental activity, since in this case, strong activity of one type or another can in itself cause fatigue. Weak mental and physical loads do not contribute to switching attention from one type of activity to another.

    The task of alternating mental and physical loads is to ensure that, restoring a person’s working capacity in one type of activity, not to tire him with another type of activity.

    Reason 4. The next reason for a decrease in efficiency may simply be a job that is not interesting for a person. Here, the problem of maintaining working capacity at the proper level is mainly of a motivational nature and, therefore, the means of increasing a person's working capacity concerns strengthening the motivation of his activity.

    Let's see how this could be done in practice. But first of all, let's find out what really affects a person's motivation. Let's use the following formula for this:

    ppm = N.c.p. X V.u.n.z.p. x O. o.n.c.p. + D.p. X W.s.l.p. X O.u.d.p.,

    ppm - activity motivation,

    N.c.p. - the most significant need associated with this activity,

    V.u.n.z.p. - the probability of satisfying the most significant need in the corresponding type of activity,

    O.u.n.c.p. - expectation of satisfaction of this need in this type of activity,

    D.p. - other human needs that can be satisfied with the help of this type of activity,

    W.s.l.p. - the likelihood of meeting other human needs in this type of activity,

    O.u.d.p. - expectation of satisfaction of other human needs in this type of activity.

    Let us consider the general principles of applying this formula to solving the problem of increasing the motivation of human activity that interests us.

    ppm - it is the strength of a person's real desire to engage in a corresponding type of activity. The more M.d., the higher the performance of a person, and vice versa, the less M.d., the lower the performance of a person. The main way to improve and maintain human performance is, respectively, to strengthen ppm

    What does motivation depend on? First of all, on the strength of the most significant need that can be satisfied with the help of this type of activity. In the above formula, the strength of the corresponding need is denoted as N.c.p.(the most significant need). If engaging in an appropriate type of activity meets this need of a person, then this will maintain a person’s interest in the activity and, therefore, maintain his efficiency.

    But, unfortunately, this is not always the case, and it often turns out that one, the most significant need, is not enough to maintain interest in activities. Then the motivation of the activity must be strengthened by involving other motives and human needs in the management of the activity, which can also be satisfied with the help of the corresponding activity. There may be several such needs, and they are indicated in the above formula by the abbreviation D.p.(other needs).

    In addition to the needs themselves, additional factors can influence motivation, such as the likelihood of meeting the needs and the expectation that, in a given situation, the corresponding needs will actually be satisfied.

    Man is a rational being, and every time he starts specific actions, he is guided by certain motives, assesses how much his needs can really be satisfied.

    If they can be fully satisfied, then his interest in the activity and, consequently, his performance will be the highest. If, starting an activity, a person does not expect in advance to fully satisfy the actual needs in the given conditions, then his interest in the activity and, accordingly, his performance in it will be much lower than in the first case.

    The same goes for the expectation of success. With a 100% expectation of success, the motivation for activity will be stronger than with a partial expectation of success. Both - the probability of meeting the need and the expectation of success - can be treated as the most significant need. (V.u.n.z.p. and O.u.n.c.p.), as well as other needs (V.u.d.p. and O.u.d.p.).

    Let us now consider, using a specific example, how a counseling psychologist can practically use this formula. Suppose that a client has approached a psychologist and complains that he has been engaged in creative work for a long time, but recently his working capacity has significantly decreased. Let us also assume that all the other, so far considered, reasons for the decrease in efficiency in the process of consulting work with this client were not found in him and only one, the last reason, associated with a possible lack of motivation for activity, remained.

    Then the consultant psychologist will have to start developing this particular version of the reason and work with the client according to the following plan. For example:

    1. In a conversation with a client, try to understand yourself and, in addition, help the client realize those needs, for the sake of satisfying which he is engaged in this type of activity, where his performance has just decreased. The consultant and client will need to work together to determine why the client's performance has decreased.

    It is possible that this happened because the engagement in the relevant type of activity at a given time no longer fully satisfies the needs of the client. For example, it could happen that earlier this person (he may be a scientist, writer, engineer or artist) received quite decent fees for the results of his creative work, but now his creative work has actually depreciated.

    2. Together with the client, try to find new, additional incentives in his work. Such incentives could be other motives and needs, which he had not yet thought about and which could well be satisfied with this type of activity.

    In order to practically find these additional motives, it is necessary to determine for what, in addition to satisfying the main need, the client is ready to engage in the same type of activity that he is currently engaged in. Having found and pointed out such motives to the client, it is necessary to rebuild the hierarchy of his needs, which underlies the corresponding activity, so that the top step in it is now occupied by new motives and needs.

    Psychologically, this means that you need to change or give a new meaning to the previous activity. If, for example, it turns out that previously the client was engaged in creative work mainly for the sake of earning money, then for prestige, recognition from the people around him, then now he must be tried to convince him that self-respect can mean no less to a person than prestige and earnings. Having convinced the client of this, you can further restore his performance through increased motivation and increased internal interest in creative work.

    3. The third desirable step towards increasing motivation is to consider with the client the conditions of his life and prove that in reality the client has a much better chance of satisfying his most significant and other needs through the corresponding activity than he thought so far that his expectation of success is objectively higher than he previously assumed.

    In our example, this means the following: to explain to the client that with the help of his creative work, you can not only earn more money, but also achieve that he is more respected and that he values ​​himself higher as a person.

    In advising the client on these issues, the psychologist, together with him, must find ways and draw the attention of the client himself to how best to achieve the desired result. In practical terms, in relation, for example, to a creative person who has lost his ability to work, this, in particular, means that together with him it is necessary to develop a specific, quite realistic plan for such practical actions, designed for the near future, the implementation of which will have to restore and increase the lost capacity for work. client.

    Reason 5. The next possible reason for a decrease in performance may be the client's unpleasant experiences associated with events and affairs in his life that are not directly related to the work he is currently doing.

    This reason is usually not directly related to the activity in which a person is engaged, and, therefore, the ways to eliminate it lie outside the regulation of motivation or the content of the corresponding activity.

    The conclusion that the client has this reason for the decrease in efficiency comes in the event that during the conversation with him the presence of none of the previously considered reasons is confirmed. However, for an unmistakable conclusion that it is precisely such a reason that is really acting, direct confirmation of the fact of its existence is necessary.

    This can be done, for example, as a result of analyzing the client's answers to the following questions (they are usually asked to the client after it has been firmly established that the reasons described above are not really effective):

    What happened in your life before or at the time when you really felt that your performance began to decline?

    What reaction did this event evoke in you?

    What did you do yourself to deal with the problem?

    Did you manage to solve this problem? If it didn't work, then why?

    If in the client's answers to these questions it turns out that some significant events in his life have really happened recently, if, in addition, it turns out that among these events there were very unpleasant ones that gave rise to long-term negative experiences in the client, if, finally , it turns out that the client tried to cope with them, but could not, and the corresponding problems have not yet been solved, then from all this it follows that the discussed reason for the decline in performance really exists. In this case, together with the client, it will be necessary to start looking for a way to solve it and to eliminate the corresponding cause.

    There are several probable reasons for the decline in human performance, and they can be divided into two groups: psychological causes and physiological causes. Often they coexist with each other and act together, having a complex effect on human performance. However, these are different reasons and should be discussed separately. Psychological reasons are those that lead to a decrease in performance due to the action of one of the following factors:

    • 1) lack of proper motivation for activity, a person’s interest in the type of occupation in which efficiency decreases,
    • 2) a sufficiently strong concern of a person with something that distracts him from his main work,
    • 3) an unfavorable emotional state of a person at a given time, for example, frustration, apathy, boredom, indifference, etc.,
    • 4) disbelief in the success of the case, associated with one of the following circumstances: a person's lack of confidence in himself, lack of hope for the success of the case in these specific conditions.

    Physiological causes of the decline in performance are called:

    • 5) illness,
    • 6) fatigue, weakness of the nervous system, its increased fatigue, general physical weakness of the body.

    Let's consider how to determine which of the named reasons or groups of reasons is really valid, what recommendations in each such case can be offered to the employee.

    The first of these reasons - lack of motivation - can be defined as follows.

    It can be identified as a result of a direct conversation with the employee and finding out if he has an interest in engaging in the relevant type of activity. If, in response to a question directly asked to him, the employee quite definitely answers “no”, then this clearly indicates that the employee really does not have such an interest, with the exception, of course, of the case, which is extremely rare in the practice of psychological counseling, when the employee is simply not in the mood tell the counselor the truth about yourself.

    If the employee says “yes”, this does not always mean that in reality this is the case. It may seem to the employee that he really has such an interest, although in fact he may not be. In addition, the employee often involuntarily says “yes”, not wanting the consultation to stop if the answer is “no”.

    In the latter case, there really is no point in continuing it, since the client's actual lack of interest in the case cannot be compensated for by other measures.

    The lack of proper motivation for an employee's activity can also be established indirectly by asking the employee and receiving answers from him to the following questions:

    • 1. What do you find interesting for yourself in the work during which you notice that your efficiency decreases?
    • 2. What can and should be done to make the relevant work more attractive and interesting for you?
    • 3. What will change in your life if you completely stop doing this work?
    • 4. Is it possible to replace this work for you with any other?

    After the study (Appendix, Table 2.), Three employees answered the first question definitely and without much thought, naming a lot of things that attract him to work, we can conclude that the employee is sufficiently motivated to engage in the relevant type of activity. This also gives grounds for the conclusion that the reason for the decrease in the client's performance is not a lack of interest in work (deficit of motivation), but something completely different.

    But the rest of the workers gave an indefinite answer to this question, accompanied, moreover, by long reflections, but in this case the hypothesis of a lack of motivation cannot be completely rejected either.

    When answering the second question, the workers found it difficult to answer, in this case it can be assumed that the reason for the decrease in his performance is the lack of positive motivation for activity. If the workers would give a confident answer to this question, this hypothesis, on the contrary, is questioned.

    In answering the third question, four workers basically list only the possible negative consequences of stopping work, and this gives reason to assume that his motivation to engage in the relevant type of activity is quite strong.

    But, on the part of one employee, the positive consequences of stopping this type of activity were named, and it can be assumed that the client's motivation is not strong enough, but one employee did not decide on an answer.

    Finally, four employees answered “yes” to the fourth question, it can be concluded that this type of activity in itself is of little interest to the client. And the rest of the employees were followed by the answer “no”, but the conclusion about the “uninteresting” activity cannot be unambiguously drawn.

    Having clarified the reality of the first of the above reasons, or rather the presence of a positive motivation for activity, we can then proceed to clarify the second reason - distraction or the presence of competing motivation.

    The validity of this possible cause is determined in the following way. Employees are asked if they have any other problems at this point in time, in the current period of his life, that do not allow him to fully concentrate on the business, in connection with which he complains of a decrease in efficiency. (Appendix, Table 3.). After the survey, it turns out that there are such problems, but not everyone has them; this will mean that these problems are a possible reason for the decrease in the client's performance. In the absence of other problems for workers, such an assumption is unlikely.

    Unfavorable emotional states: frustration, apathy, and others are identified as a possible cause of a decrease in performance as follows.

    First of all, these emotional states can be identified simply by carefully observing the behavior of the worker during the consultation. If during the conversation the employee is constantly in a state of increased emotional arousal and psychological stress, then it is quite possible to assume that he is in the same state during the work in which his performance decreases.

    Such questions could be, for example, the following:

    “What emotions do you usually experience during work: positive or negative?”

    “Do you worry about anything when you work? If yes, what exactly?

    Disbelief in one's success as a possible reason for a decrease in performance or the presence of negative expectations (expectations of failure) associated with the work performed is ascertained by a number of signs. First of all, according to the employee's answers to questions like:

    "Is your work going well?"

    "Do you believe that you will eventually succeed?"

    Self-doubt as the reason for the decline in performance can be established by the behavior of the client and by his answers to relevant questions.

    If the employee behaves confidently enough, if he answers the questions asked of him with the same confidence, then this is the basis for the assumption that such confidence is also characteristic of him at work.

    If the employee does not behave confidently enough and also does not quite confidently answer the questions asked of him, then we can conclude that self-doubt is probably characteristic of him at work.

    However, in the latter case, the employee’s uncertainty, as a hypothesis,

    requires additional verification and independent confirmation. The employee's responses to the following questions can serve as such confirmation:

    "Do you always feel confident enough when you're doing work?"

    “Do you believe that you can succeed in this job?”

    If the client answers “yes” to these questions, then the hypothesis of uncertainty as a trait of his character should probably be rejected. If the client's answers to them are "no", then such a hypothesis will be quite probable.

    In the event that the reason for the decrease in performance is purely

    physiological nature, an unfavorable state of the body, then the employee should still be given some recommendations of a psychological nature, since psychological factors have a certain influence on the physical condition of a person.

    First of all, it must be borne in mind that positive emotions increase, and negative emotions lower a person's performance. Therefore, it is necessary to strive to ensure that the work evokes predominantly positive emotions in a person and, as far as possible, excludes negative emotional experiences.

    It should also be remembered that the state of fatigue is easier to prevent than to eliminate if it has already arisen.

    For this reason, in order to maintain performance at a sufficiently high level, it is important to take care of creating an optimal mode of operation. Such a regimen consists in preventing the occurrence of a pronounced state of physical fatigue by taking frequent, short rest breaks in work, designed for a fairly quick recovery of strength.

    Another important rule in this regard is that people usually get more tired not from the work that they have already done, but from the work that they should have done, but for one reason or another did not have time to do it on time. Therefore, when planning your work for the day or planning to complete a certain amount of work for some time, it is necessary to include in it only what is mandatory and under all circumstances will be completed by the specified date.