Mining-pits (careers) in uzbekistan

A vertical career is the type of career with which the very concept of a business career is most often associated, since in this case the advancement is most visible. A vertical career is understood as a rise to a higher level of the structural hierarchy (promotion in position, which is accompanied by a higher level of pay).
Horizontal career - a type of career that involves either moving to another functional area of activity, or performing a certain official role at a level that does not have a strict formal fixation in the organizational structure (for example, fulfilling the role of head of a temporary task force, program, etc.); A horizontal career can also include expanding or complicating tasks at the previous level (usually with an adequate change in remuneration). The concept of a horizontal career does not mean an indispensable and constant movement up the organizational hierarchy.
A stepped career is a type of career that combines elements of horizontal and vertical career types. Employee advancement can be carried out by alternating vertical growth with horizontal growth, which gives a significant effect. This type of career is quite common and can take both intra- and inter-organizational forms.
A hidden career is a type of career that is the least obvious to others. It is available to a limited number of employees, usually those with extensive business connections outside the organization. A centripetal career means movement towards the core, the leadership of the organization. For example, inviting an employee to meetings inaccessible to other employees, meetings of both a formal and informal nature, the employee gaining access to informal sources of information, confidential requests, certain important instructions from management. Such an employee may hold an ordinary position in one of the divisions of the organization. However, the level of remuneration for his work significantly exceeds the remuneration for work in his position.

Career stages

A career is a long process. It goes through a series of successive stages at which a person satisfies his needs (Table 1). In order for a person to adequately distribute his strength over the entire period of his career, predict possible ups and downs and not be afraid of the latter, it is important to know the characteristics of the stages of its development:
Table 1 Manager career stages and needs

Career stages	Age, years	Needs to achieve goals	Moral Needs	Physiological and material needs
Preliminary	up to 25	Studying, testing at different jobs	The beginning of self-affirmation	Security of existence
Becoming	up to 30	Mastering a job, developing skills, forming a qualified specialist or manager	Self-affirmation, the beginning of achieving independence	Security of existence, health, normal level of remuneration
Promotions	up to 45	Advancement up the career ladder, acquisition of new skills and experience, growth of qualifications	Growing self-affirmation, achieving greater independence, beginning self-expression	Health, high level of pay
Saves	Up to 60	The peak of improving the qualifications of a specialist or manager. Improving your qualifications. Youth training	Stabilization of independence, growth of self-expression, beginning of respect	Increasing wages, interest in other sources of income
Completion	After 60	Preparing for retirement. Preparing your shift and a new type of activity in retirement	Stabilization of self-expression, growth of respect	Maintaining wage levels and increasing interest in other sources of income
Pension	after 65	Taking up a new activity	Self-expression in a new field of activity, stabilization of respect	Pension size, other sources of income, health