On the good psychological environment in kindergartens--on the creation of good psychological environment in kindergartens.
A good psychological environment can make people feel respected and safe, and they will not be in the emotional distress of tension, mutual suspicion and mutual restraint, so they can work actively with a happy mood. Based on my teaching practice, this paper discusses how to create a good psychological environment.
Keywords kindergarten; Psychological environment; build
The so-called good psychological environment refers to the harmonious working environment in which kindergarten members have good interpersonal relations, consistent psychology and initiative. A good psychological environment can make people feel respected and safe, and they will not be in the emotional distress of tension, mutual suspicion and mutual restraint, so they can work actively with a happy mood. So, how to create a good psychological environment? According to my years of work practice, I think it is mainly from the following aspects:
First, set goals.
The goal is to inspire people to make progress. If a kindergarten sets clear and realistic goals, it can boost morale, inspire people, guide staff to control their actions and adjust their activities to achieve the goals. On the contrary, if there is no blueprint and goal for kindergarten development, everyone is busy dealing with general routine things, and being a monk for a day often makes much ado about nothing, with low morale and distracted people. For example, where is my garden? Establish a modern kindergarten with first-class kindergarten, first-class management, first-class teachers and first-class quality? On the premise of the big goal, who proposed it? Evaluation of provincial demonstration parks? Short-term goals. When analyzing the feasibility of this goal, everyone thinks that compared with other declared parks, our parks have many problems and are more difficult. However, the whole park is full of confidence from the director to the teaching staff, and is determined to hone the team through evaluation, improve the level of running the park and improve the conditions for running the park. Everyone has the same understanding, the same language and the tacit understanding of action, and takes this goal as a guide to action, thinking in one place and making efforts in one place, and Qi Xin works together. After half a year's active efforts, our park finally passed the evaluation of provincial demonstration parks.
It can be seen that the guiding role of the goal can unite the teaching staff. Is it the coordination of goals that makes us form? Unity, dedication, diligence and innovation? Good garden style and harmonious interpersonal relationship, driven by collective honor, are more energetic and more hopeful.
Second, give full play to people's talents.
In social activities, only when people see and practice their own values in their work can they stimulate positive motivation and establish professionalism and sense of responsibility, and the discovery of this value often comes from the psychological feeling of being valued, respected and trusted. In our daily work, we attach importance to and strive to create this psychological atmosphere for every faculty member, so that they feel that every faculty member's work is an important part of the whole kindergarten work, and they are all useful talents regardless of their abilities. Therefore, they consciously strive to achieve the collective goal. However, gold is not enough, no one is perfect, and everyone's advantages are often accompanied by shortcomings. I think people who can give full play to their strengths and have a positive impact on their work are useful people. The crux of the problem lies in how the director can give full play to the strengths of each teacher and avoid their shortcomings. We sum up a set in our daily work? Look, use and comment? Effective practices. ? Do you see it? Is observation and analysis. Learn more about the political quality, cultural accomplishment, professional level, hobbies, personal characteristics, development trends, etc. Analyze who can be trained as a backbone and how to arrange their work to give full play to their strengths, so as to have a clear idea and lay the foundation for people to give full play to their talents. ? Use? Is the rational use of talents, training talents, from each according to his ability. We assign each employee a position suitable for him, so that he can give full play to his talents and foster strengths and avoid weaknesses. For example, there is a teacher in our garden who is willing to spend time and think. He is a competent and good teacher in his class. If she is placed in the post of organizing and leading multi-function hall activities in the whole park, she can give full play to her talents and have wider influence and driving force. So, we put her in charge of managing functional activity rooms, audio-visual classrooms and other functional rooms. After taking up this job, her intelligence and wisdom have been brought into full play. Together with other teachers, she worked out the objectives, contents, evaluation methods and more than 200 kinds of operation materials of the function room activities, making the function room activities a major feature of our garden. In addition to the rational use of talents, we also attach importance to the directional training of talents.
Third, the right to use
First of all, we attach importance to the position of directors and the masses, and attach importance to the influence of image. As we know, imitation is a kind of social psychological behavior in which individuals consciously or unconsciously imitate role models. The director's demonstration and exemplary behavior are more useful than a hundred orders. This is mainly because the image of the director plays an important role in shaping the overall image of the kindergarten. As a kindergarten manager, the director must pay attention to shaping his own image, be strict with himself and be lenient with others. At the same time, we should have a strong sense of professionalism and responsibility, be good at learning, constantly improve our policy level, professional ability and leadership skills, and have personality charm.
Secondly, we should exchange sincere feelings for the close cooperation of the masses. Emotion is a psychological factor to connect with the masses, establish the prestige of the director and mobilize the enthusiasm of the masses. And the authenticity of emotion lies in sincerity. One afternoon, I went to visit the class and saw a teacher in a small class sitting there in a daze. Some children in the class drank water, some ate apples, some dressed in the bedroom, some girls were waiting for the teacher to comb their hair, and some wore the wrong shoes. Obviously, the teacher doesn't organize the children seriously, but thinks about things that have nothing to do with work. Seeing this scene, I held back my emotions and didn't criticize the teacher immediately. Instead, I went among the children, helped them get dressed, corrected the wrong shoes and combed their hair. The teacher on duty stood up immediately after seeing it and helped the children together. Soon everyone quietly ended the link of drinking water and having lunch. At the end of work, the teacher came to my office to apologize for the noon situation. It turned out that my wife hurt her waist at work that morning, and I was in a hurry. I deeply appreciate my understanding, and I promise I will try my best to make this kind of thing never happen again. Afterwards, I also reflected: if I scolded her at that time, wouldn't it hurt her more? Although she made a mistake, she handled it in different ways and got completely different results.
In the contact with the teaching staff, I try my best to treat each other with sincerity, change my heart, care about their sufferings, relieve their worries and strengthen psychological communication. For the shortcomings of the teaching staff in their work, they never reprimand them loudly from helping others, but they are emotional, rational, good at psychological transposition and caring for each other, so that they feel that the director is caring for and helping them, which is friendly and sincere. Good psychological influence makes them have trust in the director, willing to accept opinions, and will actively support the director's work in practical actions. In addition, people's personalities and characteristics are different. As a director, we should be open-minded, be good at dealing with different types of people, strive to discover everyone's progress and advantages, learn from employees with an open mind, learn from each other's strengths, care for the masses, improve ourselves, and infect others with this spirit, so as to unite the strength of all faculty and staff, and the unique good garden style of the park can continuously improve the quality of running the park.
Third, strive to improve the director's own ability and strengthen the influence of non-power factors. The role a director plays among the masses is called influence. The performance of influence is diverse, mainly divided into power influence and non-power influence. Power influence is mainly influenced by administrative means, while non-power influence is produced by non-power factors such as the director's morality, personality, cultivation and intelligence. This kind of influence has a natural influence on the masses, is more weighty than the influence of power, can harmonize the relationship between cadres and the masses, and is an influence easily accepted by the masses.
In my daily work, I pay attention to improving my own quality and expanding the influence of non-power factors. First, be enterprising and enterprising. The director's enterprising spirit is one of the factors that affect the formation of a good psychological environment. The headmaster always maintains an upward mental state, leads the faculty to pursue new goals, and makes the faculty have a psychological balance in their work requirements. The second is to have a strong will. The director's strong will refers to abundant energy and tenacious perseverance. Be able to work nervously and actively, persevere, and not shrink back or be discouraged in the face of difficulties; Not only can I not be blindly optimistic in front of my grades, but I can stand the test of time and have confidence in the work of kindergartens as always. Third, we must have strong organizational and command skills. The director's organization and command ability mainly refers to organizing and giving play to the role of kindergarten people, money and things. The key point is to mobilize people's enthusiasm, know people well, cherish all positive factors, coordinate all kinds of relations in the park, and give play to management efficiency. The fourth is to cultivate a wide range of interests. Interest is one of the foundations of psychological communication between class teachers and young teachers. Principals should be interested not only in education, but also in all fields involved in kindergarten work. At present, as a director, you should not only have knowledge of education, psychology, management and various businesses, but also be widely involved in computers, foreign languages and modern management. This may affect teachers at all levels and all ages. Therefore, as a director, we must study extensively.
In short, creating a good psychological environment for faculty is to have as many positive factors as possible and as few negative factors as possible. Only in this way can we achieve the purpose of mobilizing the enthusiasm and creativity of teaching staff.
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