How to determine the direction of your career. The concept and types of career. Drive career configuration

the result of a conscious position and behavior of a person in an associated or professional growth.

Officer Rost. - Changes in man's official status, his social role, degree and space of official authority.
Professional growth - The growth of professional knowledge, skills and skills, recognition by the professional community of its results, authority in a particular form of professional activity.

Business Career - Progressive promotion of personality associated with the growth of professional skills, status, social role and the size of remuneration.

Career Vertical - The view of the career with which the concept of a business career is binding to the whole. Under the vertical career is understood as a rise in a higher level of the structural hierarchy (an increase in position, which is accompanied by a higher level).
Career horizontal - view of a career, which assumes either movement in the other functional area of \u200b\u200bactivity, or performing a certain official role on a step that does not have a hard formal consolidation in the organizational structure; A horizontal career also includes expansion or complication of tasks in the former stage (as a rule, with adequate changes in remuneration).

Business Career Management and Professional Promotion

The career is a trajectory of his movement - a person builds himself, consistent with the peculiarities inside and the extra-organized reality and the main thing - with its own goals, desires and installations.

A business career begins with the formation of subjectively conscious own judgments of an employee about his labor future, the expected path of self-expression and satisfaction with labor.

In the process of selling career, it is important to ensure the interaction of all kinds of career.

Types of business career

Views and types of career

it assumes the passage of all the steps of career growth (training, admission to work, professional growth, support and development of individual professional abilities, retirement) within one. This career can be specialized and non-specialized.

Inter-organizational Career suggests that the worker passes all the steps of career growth in different organizations. It can be specialized and non-specialized.

Specialized Career It is distinguished by the fact that the employee of the various stages of their professional activity takes place within one profession. At the same time, the organization may remain one and the same or change.
Non-specialized career It assumes that the various stages of their professional path the worker passes as a specialist who owns various professions, specialties. The organization at the same time can change so remain the same.

Non-specialized career is widely developed in Japan. The Japanese are firmly following the opinions that the manager must be a specialist who can work on any site of the company, and not for any particular function. Lifting up by the service staircase, a person should be able to look at the company from different sides, without lingering in one position for more than three years. So, it is considered quite normal if the head of the Sales Department changes Montamis by the head of the supply department. Many Japanese managers in the early stages of their careers worked in trade unions. As a result of this policy, the Japanese leader has a significantly smaller amount of specialized knowledge (which in any case will lose their value in five years) and at the same time owns a holistic idea of \u200b\u200bthe organization supported by the same personal experience. Steps of this career worker can pass both in one and in different organizations.

Vertical career It assumes the rise from one stage of the structural hierarchy to another. There is an increase in the position, which is accompanied by an increase in wages.

Horizontal career - View of a career. Which involves moving to another functional area, expansion and complication of tasks or a replacement of the service role within one level of the structural hierarchy, accompanied by an increase.

Step career - View of a career - combining elements of the vertical and horizontal career. A stepper career is found quite often and can take both intra-organizational and inter-organizational forms.

Hidden (Centripetal) Career - View of the career is the least obvious to others, involving movement in the kernel, to the organization's management. Hidden career is available to a limited circle of workers, as a rule, having extensive business ties outside the organization. For example, an employee's invitation to the inaccessible other meetings of the meeting, meetings of both a formal and informal nature, receiving an employee of access to informal information sources, confidential appeals, separate, important guidelines. Such an employee may occupy a private position in one of the organization's divisions. However, the level of payment for its labor significantly exceeds the remuneration for work in the position.

Business career models

In practice, there is a large variety of career options that are based on four main Models:

"Springboard". The lifting of the service staircase occurs when they occupy higher and better paid positions. At a certain stage, employee occupies the highest position for him and tries to resist on it for a long time. And then jump from the "springboard" - retirement. This career is most characteristic of the leaders of the stagnation period, when many posts were engaged in one people for 20-25 years. On the other hand, this model is typical for professionals and employees who do not set the goals of promoting the service due to a number of reasons - personal interests, low load, a good team - an employee suits the office and he is ready to stay on it before retirement .

"Stairs". Each stage of the service staircase is a certain position that the worker takes a certain time (no more than 5 years). This term is enough to enter a new position and work with full return. With the growth of qualifications, creative potential and production experience, the head or specialist rises at the service staircase. Each new post employee occupies after advanced training. It reaches the upper step during the maximum potential, and after that the planned descent on the service staircase is beginning with the implementation of less intensive work. Psychologically, this model is very uncomfortable for managers because of the reluctance to leave the "first roles". Here you can recommend attentively to such employees - include in the board of directors, use as a consultant.

"Snake". It provides for the horizontal movement of the employee from one position to another way of appointment with the occupation of each short time, and then occupies a higher level at a higher level. The main advantage of this model is the ability to explore all the functions of activity and management, which is useful for a higher position. This model is characteristic of, as they associate themselves not only with a separate profession, but also with the future of the entire company. In case of non-compliance with personnel rotation, this model loses importance and may have negative consequences, because Part of the workers with the predominance of the temperament of melancholic and phlegmatics are not located to the change of the collective or position and will perceive it very painfully.

"Crossroads". When after a certain period of work, certification (integrated staff assessment) is carried out and the results decide on the increase, move or enhancing an employee. It looks like, characteristic of joint companies.

Career and features of its formation

Drive career configuration

As can be seen from the previous section in the process of work, the level of professionalism and status is changed, but the combination of these changes in the careers of different people is different, which gives rise to a drawing of an individual career of a specialist. There are several typical career configurations.

Target career

Target career - an employee once and forever chooses a professional space, plans the corresponding stages of its promotion to a professional ideal and strive for its achievement.

Monotonous career

Monotonous career - the employee meets once and for all the desired professional status and achieving it does not strive for career advancement in the organizational hierarchy, even with the possibility of improving its social professional and financial situation.

Spiral career

Spiral career - the worker is motivated to change the types of activity and as they are developed, moves along the steps of the organizational hierarchy.

Fleeting career

Purchase career - Move from one type of activity to another is spontaneously, without visible logic.

Stabilization career

Stabilization career - a specialist grows to a certain level and remains on it long enough, more than seven years.

Flowing career

Flowing career - an employee grows to a certain status, stops on it, then the descending movement begins.

Types and career stages

You can select several principal trajectories of the human movement within or, which will lead to different career types.

Professional career - Growth of knowledge, skills, skills. Professional career can go along the specialization line (deepening in one, chosen at the beginning of a professional path, line of movement) or transsprofessionalization (mastering other areas of human experience, rather, rather, with the expansion of tools and activities).

Intorganization career - related to the trajectory of human movement in the organization. She can go through the line:

vertical career - an official;
horizontal career - Promotion inside the organization, for example, work in different divisions of one level of the hierarchy;
the centripetal career is a promotion to the kernel of the organization, the control center, an increasingly in-depth inclusion in decision-making processes.

Stages of career

Meeting with the new employee, the personnel manager must take into account the career stage, which he undergoes at the moment. This can help clarify the goals of professional activity, the degree of dynamism and the main thing - the specifics of individual motivation. Imagine a brief description of the career stages by the following table:

Human needs at the career stage

Career stage	Age period	a brief description of	Motivation features (oil)
Preliminary		Preparation for work activities, choices of activity	Security, social recognition
Formation		Learning work, development of professional skills	Social recognition, independence
Promotion		Professional Development	Social recognition, self-realization
Completion	After 60 years	Preparation for the transition to a pension, search and training of your own shift	Holding social recognition
Pension	After 65 years	Other activities	Search for self-expression in the new field of activity

Preliminary stage

The preliminary stage includes studies at school, secondary and higher education and lasts up to 25 years old. During this period, a person can change several different works in search of a type of activity that satisfies it and responding with its capabilities. If he immediately finds such a type of activity, the process of self-affirmation of him begins as a person, he cares about the safety of existence.

This period is when the base is laid as general theoretical and practical knowledge, a person has time to get a secondary or higher vocational education.

Stage formation

Next, the ingestion of the formation , which lasts about five years from 25 to 30. During this period, employee collects profession, acquires the necessary skills, his qualifications formed, self-affirmation occurs and the need to establish independence appears. Employee worried questions, security, health. The appearance of the majority of family workers, the birth of children leads to an increase in the need for higher.

Stage of Promotion

Stage promotion lasts from 30 to 45 years. During this period goes the process of growth of qualifications, promotion. The accumulation of practical experience, skills, the need for self-assertion is growing, achieving higher status and even greater independence, the self-expression begins as a person. During this period, much less attention is paid to meeting the need for security, the efforts of the employee are focused on increasing the amount of remuneration and care of health.

Stage conservation characterized by actions to consolidate the results achieved and lasts from 45 to 60 years. Becoming peak improvement of qualifications.There is a need to transfer knowledge to others. This stage is characterized by creativity in the work, peak of self-expression and independence, the need for respect is strengthened. The need for increasing wages and interest in additional sources of income is growing.

Stage completion

Stage completion lasts from 60 to 65 years. An employee is to prepare for retirement, finding a replacement and training of applicants. This is a period of crisis, physiological and psychological discomfort. The need for respect and self-affirmation increases. The employee is interested in preserving the wage level, but seek to increase other sources of income, which would replace them with wages of this organization when retirement and would be a good additive to the pension benefit.

Pension stage

On the last - pension stage Career in this organization (the form of activity) is completed. There is an opportunity for self-expression in other activities that were impossible during the period of work in the organization or performed in the form of a hobby. The attention is paid to the health and maintenance of the financial situation. Such specialists are often pleased to agree on temporary and seasonal work in their organization.

Practice has shown that employees often do not know their prospects in this team. This suggests a bad work work with staff, the absence of planning and career control in the organization.

Career Vertical - The view of the career with which the concept of a business career is most often associated, since in this case the promotion is most visible. Under the vertical career is understood as the rise at a higher stage of the structural hierarchy (an increase in position, which, as a rule, is accompanied by a higher level of remuneration).

Career horizontal - The view of the career, which implies either moving to another functional area of \u200b\u200bactivity, or the implementation of a certain official role on a step that has no rigid formal consolidation in the organizational structure (for example, the role of the head of the temporary target group, programs, etc.). A horizontal career also includes expansion or complication of tasks in the former stage (as a rule, with adequate changes in remuneration). The concept of a horizontal career does not mean an indispensable and constant movement up the organizational hierarchy.

Career hidden (centripetal) - View of a career, which is the least obvious to others. This type of career is available to a limited circle of workers, as a rule, having extensive business ties outside the organization. Under the centripetal career means movement to the kernel, the management of the organization. For example, an employee's invitation to the unavailable meetings, meetings of both a formal and informal meeting, receiving an employee of access to informal information sources, trusting appeals, separate important management instructions. Such an employee may occupy a private position in one of the organization's divisions. However, the level of payment for its labor significantly exceeds the remuneration for work in the position.

Speed \u200b\u200bCareer - View of a career that combines elements of horizontal and vertical career types. Promotion of the employee can be carried out by alternating vertical growth with horizontal, which gives a significant effect.

Career planning

Career planning in the organization involves combining personal expectations in the field of their career with opportunities available in this organization.

Career planning means the definition of the means to achieve the desired results and the possibility of their implementation.

This process involves the solution of the following tasks:

Link the goals of the organization and a separate employee;

Plan a career of a specific employee, taking into account its specific needs and situations;

Ensure the openness of the career management process;

Eliminate career deadlocks in which there are practically no opportunities for the development of an employee;

Improve the quality of the career planning process;

Form visual and perceived service growth criteria used in specific career solutions;

Study the career potential of employees;

Use the reasonable assessments of the career potential of employees in order to reduce unrealistic expectations;

To determine the ways of official growth that will help to satisfy the quantitative and qualitative need for staff at the right time and in the right place.

Practice has shown that often employees do not know their prospects in this team. This suggests a bad work work with staff, the absence of planning and career control in the organization.

The employee should know not only his prospects for the short-term and long-term period, but also what indicators it should achieve to count on promotion.

For him, this means:

A higher degree of satisfaction from work, which represents the possibility of professional growth and raising the standard of living;

A clearer vision of personal professional perspectives and the ability to plan other aspects of their own life;

The possibility of targeted preparation for future professional activities;

Increasing competitiveness in the labor market.

The organization also receives certain advantages:

Motivated and loyal employees connecting their professional activities with this organization, which increases labor productivity and reduces labor flow;

The possibility of planning the professional development of workers, taking into account their personal interests;

Career development plans of individual employees as an important source of determining vocational training needs;

A group of participated in professional growth, prepared, motivated employees to promote key positions.

The planning of official career involves a scientific substantiation of rational age and regulatory statutes of employment, taking into account the wishes and identity of the employee.

This question relates to the number of low-claimed in the theory of management and can be resolved on the basis of the use of a set of methods.

First, by analyzing the personnel records with subsequent statistical processing of data on the duration of identical posts. The disadvantage of this method is the orientation for past experience, which cannot be used without adjustments when changing personnel policies.

Secondly, on the basis of a sociological or expert survey of scientists and managers of organizations on rational age and the period of occupation of posts, followed by the processing of results by the methods of rank correlation. A possible disadvantage of this method, when applied to personnel politics, is to limit the duration of the predicted period and the lack of experience in the transition from one type of activity to another (for example, from the production to administrative).

Thirdly, by combining these methods and integrated evaluation of management personnel through the rating, it is possible to withdraw for each position of the head and specialist rational values \u200b\u200bof the age and time of employment. The presence of a regulatory rating of the post and the actual rating received by the employee as a result of certification, make it possible to conclude about the feasibility and methods of promoting a particular employee.

Careroom models

Career "springboard" Widespread among managers and specialists. The life path of the employee consists of a long lift on the service staircase with a gradual increase in its potential, knowledge, experience and qualifications. Accordingly, the positions occupied on more complex and better paid. At a certain stage, the employee occupies the highest position for him and tries to resist in it for a long time. And then "jump from the springboard" due to retirement. Career model "Spronplel" for a linear manager is shown in Fig. 9.2.

Fig.9.2. . Career model "Spronplelin"

Career "Sproflin" is most characteristic of the leaders of the period of stagnation in the economy, when many positions in the central bodies and enterprises were engaged in some people for 20-25 years. On the other hand, this model is typical for professionals and employees who do not set themselves to promote the service. Due to a number of reasons: personal interests, low loads, a good labor collective, acquired qualifications - workers are quite suitable for his office, and they are willing to stay in it before retirement.

Thus, the Career "Sprouple" can be quite acceptable and in a market economy for a large group of specialists and employees.

Career model " stairs" It includes that every step of a service career is a certain position that the employee takes a fixed time, for example, not more than 5 years. Such a term is enough to enter a new position and work with full return. With the growth of qualifications, creative potential and production experience, the head or specialist rises at the service staircase (Fig. 9.3.). Each new post employee occupies after advanced training.

Fig.9.3. . Career model "Staircase".

The top steps of the service career worker will reach during the maximum potential when gained extensive experience and high qualifications purchased, the width of the horizons, professional knowledge and skills. Psychologically, this model is very uncomfortable for senior managers because of their reluctance to leave the "first roles". Therefore, it should be supported by a higher authority (board of directors, board) from the humane positions of preserving the health and performance of the head.

After classing the top position begins a planned descent on the service staircase with the fulfillment of less intensive work that does not require the adoption of complex decisions in extreme situations, leadership of the large team. However, the contribution of the head and specialist as a consultant is valuable for the enterprise.

Career model "snake" - Suitable for the head and specialist. It provides for the horizontal movement of the employee with one position to another by destination with the occupation of each short time (1-2). For example, a master after training at the school managers work consistently by the dispatcher, a technologist and an economist, and then appointed to the position of head of the workshop. This makes it possible to the linear manager more deeply examine the specific management functions that will be suitable for a higher position. Before becoming the director of the enterprise, the head for 6-9 years has been working as Deputy Director for Persons, Commerce and Economics and comprehensively exploring important areas of activity. Career model "Snake" for a linear manager is shown in Fig.9.4.

Fig.9.4. .

Career model "Snake".

The main advantage of this model is to satisfy the need of a person in the knowledge of the management functions of interest to its functions. This implies a constant movement of frames in the management apparatus, the availability of a clear design and displacement system and a detailed study of the socio-psychological climate in the team. This model received the greatest distribution in large firms. Professor W. Ouchi, author of the famous book "Zet Theory," says about the placement of personnel in Japan: "Maybe the fact of the fact that every worker knows that throughout his career he will move from one division of the company to others Even located in different geographic locations. In addition, in many Japanese firms, rotation throughout the labor life applies to all employees. When people work all the time in one specialty, they have a tendency to form local objectives associated only with this specialty, and not with the future of the entire company. "

In case of non-compliance with the rotation of the personnel of the "Snake" career loses its importance and may have negative consequences, because Part of the workers with the predominance of the temperament of melancholic and phlegmatics are not located to the change of the collective or position and will perceive it very painfully.

Career model "crossroads"Experts, after a certain fixed or alternating period of work, the passage by the head or specialist of a comprehensive assessment (certification), based on the results of which the decision is made to increase, move or downgrade. This career can be recommended for joint ventures and foreign firms applying the employment contract in the form of a contract. In his philosophy, this is an American career model, focused on human individualism.

Consider a career "crossroads" For a linear leader (Fig. 9.5.). After a certain period, let's say 5 years of work as the head of the shop, it is undergoing retraining at the school of managers with a complete complex of necessary research. If his professional knowledge and skills, potential and qualifications, health and performance are high, and relationships in the labor collective are conflict, it is recommended to occupy a higher position through appointment or elections.

Fig.9.5. . Career model

If the potential of the head of the middle, but it has professional knowledge and skills sufficient for his position, has good health and psychologically sustainable, then it is recommended for moving to another position. For example, the head of another workshop.

In the case when the head rating is low, professional training does not comply with the position being held, there are conflicts in the labor collective, then the question of its decrease in office or dismissal for gross violations of the company's philosophy is solved.

Structure and directions of career Career structure worker career employee as a long process includes a number of interrelated elements. At the same time, each employee career substructure should include the following elements: Personal Substructure: Motivation on a career; personal qualities; Self-realization on the basis of the growth of the qualifications of the professionalism of experience that is expressed in promoting the growth of material well-being, etc. Social recognition as evidence of approval by the Employee's aspirations to ...

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Career planning

Topic 2. Career Structure and Directions

Career structure employee

Career employee as a long process includes a number of interrelated elements. They should include the following substructures: personal, industrial and value. At the same time, each employee career substructure should include the following elements:

personal substructure:

motivation on a career;
personal qualities;
self-realization (based on the growth of qualifications, professionalism, experience), which is expressed in promotion, growth of material well-being, etc.
social recognition as evidence of approval by the Employee's aspirations by the development of careers used and the methods of achieving career, prestige of these purposes, etc.

value Substructure:

social affiliation, often predetermining forms and career development paths;
generally accepted social values \u200b\u200b(human dignity, civil debt, material well-being, behavioral norms and installations, etc.);
prestige of career development, etc.;

production Substructure:

expansion of production (according to the development plans, modernization, etc.);
introduction of new technology and technology;
the transition to new economic relations determined by the development of society and the country as a whole;
the quality and efficiency of the worker, divisions, enterprises;
the need of an enterprise in the development of a career of an employee, etc.

All substructures determine the development of the career of the employee in the complex and are interconnected. Therefore, when planning a career employee, all the elements of the career structure should be taken into account, since otherwise the enterprise and the social environment will face negative manifestations, for example, the indifference of the employee to generally accepted social values \u200b\u200bwill lead to a follow-up to the principle of "career at any cost." The inflated level of claims and self-esteem can lead to the fact that the employee will strive to develop a career, although his personal qualities do not meet the requirements of the workplace. Suppose that the enterprise does not have the development and updates of technology and technology, but the administration plans to develop a career of an employee. This will lead to the fact that at some stage the plan will be unfulfilled due to the lack of displacement possibilities, etc. (no new technique, etc.). In any of the above examples, the development of a career worker proceeds abnormally, with damage to an enterprise (labor group) and an employee.

The development of a career employee can occur only when the employee and administration itself ensures the development of all elements (substructures) career as a whole.

Career directions

Four directions for which career should be built:

Bureaucratic: Increased in position, change the measure of responsibility, raising the salary.

Professional: Increasing the competence, creating a sensation of its indispensability in a person. Professional career is associated with the ability to improve the skills of employees. It must be remembered that the employee also belongs to the professional community, so it needs and sharing experience with colleagues in the organization, and participation in the processes occurring in a professional environment outside the organization.

"Family": Employees make a career, becoming a "part of the family album" of the company, knowing it with the history, habits and little things of colleagues, participating corporate events, supporting traditions.

Democratic: A person must be heard, his opinion should be brought to other people, he must be satisfied in his ambition.

The predominance of one of these directions shows the ill-impaired career construction, for example, career is often underestimated. It is necessary to think through the career of employees in all directions.

Types of career construction in organizations with different corporate culture will be very different. The head must answer the question: what is the type of his organization, the career of employees depends on this.

We highlight the somewhat most common common types:

"Family" organization. All each other -Friends, work - a single house. A combination of relations between people in the process of work and outside it replaces real life. A man in the "Alternative Family" is not boring, but what could be a career in the family?! In the "family" love for another!

"Bureaucratic Organization". Everyone knows how much he receives who is subject to which orders are discussed with. Promotion goes "on chess cells." When management deems it necessary, it can "rearrange" employee. In one case, if the head sees that the potential of the employee is high, it may be a sharp jump, in another, the type of Soviet career construction will be implemented, however, a popular, for example, in Canada, when the transition to the next stage of the career staircase is carried out systematically, in Depending on the number of years worked and attestation characteristics. A career in such an organization is built by the leadership of strict rules, nothing depends on the employee's initiative.

"Democratic Organization"creates the best conditions for building a career as it does everything to ensure that each person is realized as much as possible, she uses a career as much as possible. In such an organization, each person may be appropriate, give the desired replica, to substitute his shoulder.

Western, hard stereotypes of creating a career, it is assumed that the career is built "on the heads" of others: in order for it to notice, the employee brings to the leadership of the teams of colleagues. And there is a reasonable grain in this, since the main law of the careerist: "sweat-free to the bosses!". But wise management of the staff is to celebrate the merits of all those employees who do not remind themselves about themselves!

In addition, smart leaders, holding back walking on heads, find other ways to promote employees. For example, creating a new direction of work for a successful employee, a division or branch, the authorities not only promotes a person, but also shows that his creative potential is estimated according to merit, makes it possible to develop him - and with him his business! Thus, career aggression is translated into the loan of creation, and it is important, since, unfortunately, the option "We can not be all-traced family when building a career.

There are some positions and positions in which the career is traditionally unlikely. This, for example, a good secretary or sales manager. For such specialties, it is possible to build a career - but not within the framework of one company, but by moving from smaller organizations into larger. However, wise leaders who are careful not only about themselves, but also about the employee, and most importantly, the benefit of the company, still find a way to imitate career growth, or actual career growth for such employees, introducing new names for them or, after additional training , Transferring to other areas of work.

Career Structure and Development

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Instruction

Having behind the life of life experience, you can define your weak and strengths, unique qualities that you differ from all the others, your inclined, attachment, habits. Ask also acquaintances to tell you about you. It is not necessary that these are close friends. Try to see yourself from the side and be as objective as possible.

Make a list of your hobbies and inclinations. The main thing is that they really captured you, occupied a lot of free time or brought a sense of satisfaction. Do you like to cook, ride on, look at the dawn, collect the collection of calendars, are interested in Indian cinema, love to restore order? It is in such trifles that can be found the key to the successful choice of affairs.

Make a list of classes or professions that you closely wanted to do. Determine what qualities the representatives of these professions should have. Write opposite each item list, what qualities or skills you are already. Probably, or lesson, opposite which you wrote the longest list of your personal qualities, and there is your vocation.

It is important to identify your true desires, to distinguish them among others imposed by the outside by parents, public opinion, fashion, journal councils of astrolories or prestige considerations and benefits. After all, doing "not his" business, you can hardly achieve great success. While the favorite occupation can bring you and satisfaction, and income, and glory.

Not all people are suitable described above. Often a person cannot find explicit inconsistencies or preferences. In this case, it is necessary to expand the knowledge of various and fields of activity, to pass psychological tests on vocational guidance, contact professional psychologists who will help to understand themselves.

When you determined the goal, it's time to move to its embodiment, to build your own career. Collect the necessary information: learn the scope of application of your talents, read the situation in the labor market. Make a competent summary and start job search.
At the beginning of the career, few people manage to immediately find a worthy place in the profession. But the main thing is to acquire invaluable experience surrounded by successful professionals. Over time, your resume will be replenished with new items that make you more attractive for solid employers.

If you see yourself in the field of private business, work in a successful company close to you will not be superfluous. Working in the established business, you can see all of its subtleties and pitfalls. You can learn from someone else's experience - both successful and erroneous. These knowledge will be very useful when you grow to your own business.

Some people have a huge pursuit of a certain occupation, but they do not have a set of qualities necessary to build a successful career. In this case, it is necessary to engage in self-education and the development of missing personal qualities. This path is more difficult, but if the inner desire is very large, it can give strength and self-confidence to achieve a cherished goal.