ОСНОВНЫЕ ФАКТОРЫ, ВЛИЯЮЩИЕ НА РАЗВИТИЕ КАРЬЕРЫ И ПРОДВИЖЕНИЕ ПО КАРЬЕРНОЙ ЛЕСТНИЦЕ

Аннотация

This article is devoted to research of factors which are capable of influencing the development of career and career growth as a whole. The process of a human choice in professional activity, proceeding from its personal and business qualities and abilities is considered in this article. Also the purpose of this article is to concretize and define the major factors promoting advancement of a career ladder, and also to draw a conclusion about those conditions that influence on development of career most effectively. Key words: career; structure of career; purposes; choice; career anchor; external factors; internal factors. ОСНОВНЫЕ ФАКТОРЫ, ВЛИЯЮЩИЕ НА РАЗВИТИЕ КАРЬЕРЫ И ПРОДВИЖЕНИЕ ПО КАРЬЕРНОЙ ЛЕСТНИЦЕ Аннотация. Данная статья посвящена исследованию факторов, которые способны повлиять на развитие карьеры и карьерный рост в целом. В статье рассматривается процесс выбора человека в профессиональной деятельности исходя из его личных и деловых качеств и способностей. Также целью данной статьи является конкретизировать и определить основные факторы, способствующие продвижению по карьерной лестнице, а также сделать вывод о тех условиях, которые влияют на развитие карьеры наиболее эффективно. Ключевые слова: карьера; структура карьеры; цели; выбор; карьерный ведущий; внешние факторы; внутренние факторы. In the process of professional activity, a person always makes a choice. When applying for a job, he sets certain goals for himself. The organization, in turn, when hiring him, also pursues its own specific goals. To do this, the applicant for the position must realistically assess his professional and business qualities and correlate them with the requirements that the organization sets for him. Both his success in getting a job and the success of his entire career as a whole depend on this. A person’s needs, life and career goals vary across time periods. Each person to some extent plans his career, his future, focusing on needs, abilities, a real assessment of the existing socio- economic conditions for the realization of his expectations. An integral part of personnel management is assisting an employee in realizing his life goals as an important condition for motivating his behavior in work. Career planning for an employee is the organization of his advancement through the stages of job and qualification growth, helping him to develop and implement professional knowledge and skills in the interests of the company. A professional career is an important incentive for the improvement of a specialist. In particular, as noted in the literature [1], career goals are to: 4 17 International scientifijournal ISSN: 2181-3906 «MODERN SCIENCE АND RESEARCH» 2024 VOLUME 3 / ISSUE 4 / UIF:8.2 / MODERNSCIENCE.UZ - the position held corresponded to the individual’s self-esteem and provided moral satisfaction; - the work was located in an area whose natural conditions have a beneficial effect on health and allow for good rest; - working conditions enhanced human capabilities and developed them; - the work was well paid or there would be an opportunity to receive large additional incomes; - work made it possible to continue active education, raise children and housework, etc. The term “career” itself can reflect both the dynamic, developing over time, and the static side of the concept. For example, images of a career path, a career ladder refer to the dynamic side of this concept, and the scientific construct identified by E. Shane “Career anchors” seem to be a stable static mechanism, which reflects the essence of the phenomenon being described. According to E.G. Moll, career development can be influenced by situational, institutionalized and individual factors of personality development [6]. American specialist Edgar Schein developed the concept of “Career Anchors”. He asserts the need to determine one’s “career anchor” - an interest or value that a person will never give up if he has to make a choice [2]. Shane identified the following “career anchors”: 1) People with a career anchor “professional com” "petence" want to be masters of their craft, they are especially happy when they achieve success in the professional field, but quickly lose interest in work that does not allow them to develop their abilities. 2) People with the “managerial competence” anchor demonstrate a great desire to become managers, managers; their experience suggests that they possess the skills necessary to achieve the top level of general management. 3) People with a career anchor of “creativity and initiative” feel the need to build or create something, completely belonging to them, which will reflect their dignity. Usually such people become entrepreneurs. 4) The main need for people with the anchor “autonomy and independence” is to be independent, free from all the connections that arise when working in large organizations. Promotions, transfers and salaries make them dependent on others. 5) People with the “stability” anchor are interested in lo