Why does a person choose? Living solo: why more and more people are choosing solitude as a lifestyle. Associations and choice

COLOR THEME or what color our subconscious chooses.

I recently met a woman who really loves the color white. And I thought: people, in general, don’t think about why they prefer one color or another. They say: “I just love him” or “I like him,” or “He suits me.” Although it has long been known that, based on your favorite colors, it is easy to draw a psychological portrait of a person or his psychological state at the moment.
Every person wants to be in balance. And for this, so-called “harmonizers” are used. They come in different forms. COLOR is one of them. Trying to remain in a state of harmony, a person SUBCONSCIOUSLY resorts to using color as source of a certain energy, which he lacks at the moment. Therefore, you JUST cannot want any color. The body gives a signal that it needs balancing, harmonization. It is worth paying attention to this and analyzing what our subconscious is saying. And what it says, read on for each color. I propose to consider each color in two aspects: subconscious and unconscious.
In the “subconscious” that deep thought will be formulated in a VERY concentrated form, or rather, thought form, which DOES NOT allow a person to remain in balance, in harmony with himselfloves a certain color and subconsciously chooses it. But a person does not always, say, wear the same color. So in the “unconscious” it will be shown how the state of a person is manifested externally, what he shows to others, in other words, why does a person chooses one color or another during a certain period of time.

WHITE COLOR.
Subconscious: Desire for purity.
A person subconsciously feels that he has “dirty” thoughts, thoughts or actions.
He thinks or does something for which he reproaches himself, which he considers unacceptable behavior for himself. The desire to purify oneself, to appear or be purer than one actually is, forces a person to resort to surrounding himself with the color white. (Brides don’t count, because there are traditions here, although the roots are the same). Such a person’s self-esteem is quite low, because... He dissatisfied with myself. But he wants others to be happy with him.
Unconscious: Therefore, the one who wears white tries to show everyone that he:
- wants to be liked
- wants to easily adapt to the society in which he is located,
- strives for harmony and peace.
Briefly speaking, tries to show himself better than he thinks he is inside.
This means that when you catch yourself not being happy with something about yourself, feel free to take out a long-forgotten white blouse from the closet or buy a new white cardigan.. White color will feed you with the energy of purity
And if you are not satisfied with the “weather” in the house or for some reason the relationship between family members is strained, lay a large white carpet in the living room, or you can also put in white upholstered furniture, the situation should normalize.

RED COLOR.
Subconscious: Desire to lead.
A person is NOT a leader by his qualities, but he subconsciously wants to manage, command, and impose his will. Such people are easily excitable, impulsive, want to attract attention by any means, and manipulate people. By and large, all these qualities are due to the disguised feeling of inferiority.
Unconscious: Therefore, the one who wears red wants to show that he:
- self-confident, knows his own worth,
- decisive, takes responsibility,
- strong-willed, powerful, altruist.
Briefly speaking, maximally raises one’s self-esteem and one’s importance in the eyes of others.
So, if there is reason to think: why do I rate myself so low? who or what underestimates my importance, does not take into account my opinion and does not fulfill my demands?, then a red blouse or shirt, some kind of red scarf or red underwear will help you feel more confident (no one sees it, but your self-esteem definitely rises). If someone in your household is causing feelings of inferiority, buy some red thing for the house.

ORANGE COLOR.
Subconscious:Desire for creativity.
A person is sucked into the routine of life, he wants to wake up, feel the “action”, add emotions, actions, colors. Orange color gives people the energy of action. Such people are energetic, impatient, competent in many areas, passionate dreamers, goal-oriented, practical and intuitive. Oddly enough, in the subconscious of such behavior lies inability or unwillingness to relax, fear of loneliness, fear of getting bored, not being able to copekeep busy, entertain.
Unconscious: The one who wears orange wants to show that he:
- full of life,
- generator of ideas and extraordinary solutions,
- "perpetual motion machine"
- "man is a holiday."

Briefly speaking, the swamp of his life fills with movement and seething.
So, having caught yourself in a state: what, are you bored? Are you stuck in everyday life? do you want a holiday? or has the loss of strength begun? Feel free to wear orange clothes or surround yourself with orange things.

YELLOW.
Subconscious: Desire for ease.
The person is too focused on himself, he is weighed down by the problems that lie on his shoulders, he has become pessimistic, picky or cynical. The desire to shed this burden, to become lighter, more mobile and more cheerful pushes us to choose the color yellow. This color gives a person such qualities as friendliness, calmness and ease, sociability, courage, curiosity, and easy-going. Such people easily adapt to any living conditions.
Unconscious: The person who chooses yellow wants to show that he:
- decisive,
- quickly and easily solves his own and other people’s problems,
- optimist,
- friendly.
Briefly speaking, increases "wingspan" for greater lift.
Therefore, feel free to put on yellow clothes, a scarf, a bag or shoes and show everyone that you, not in words, but in deeds, are already in the process of “fastening your wings”, and now no life problems can bring you down to the sinful earth...

GREEN COLOR.
Subconscious:Desire for peace.
A person is under the annoying influence of others (at work or in the family), but in every possible way is looking for a way to assert himself. He is cautious and non-confrontational, and prefers to observe rather than act, so as not to get into a difficult or simply stupid situation. Such a person would rather sit on the sidelines than rush to solve life’s problems.
Unconscious: The one who wears green tries to prove to himself and others that he:
- self-sufficient,
- is not afraid of everyday difficulties and vicissitudes of fate,
- active and assertive
- inspires trust.

Briefly speaking, calms the turbulent life around him and does not succumb to the influence of others.
Therefore, if you feel tired or the pace of life becomes too fast, surround yourself with the calming energy of green.

BLUE COLOR.
Subconscious: Desire for peace.
A person feels that his feelings are out of control. There is also a desire to get rid of unnecessary aggression. In this regard, it is the blue color that brings an atmosphere of peace and calmness to the senses.
Unconscious: Blue clothes and wardrobe details clearly demonstrate that the person wearing them:
- creative,
- full of imagination,
- sensitive.
Briefly speaking, keeps himself in control and his feelings under control.
In our crazy age, full of worries and stress, there are few things that act as calmingly as the blue color of the sky and sea lagoons...

BLUE COLOR.
Subconscious: Desire for self-confidence.
The person feels that he is completely self-sufficient and mentally stable, but becomes emotionally dependent, and he lacks a sense of self-confidence and the goodwill of others. Or, as an option: a person gives the impression that he can do anything in the world, but in fact (on a subconscious level) he is a model of uncertainty and isolation.
Unconscious: Many companies choose blue for their uniforms, because... he says that there is a man in front of you:
- responsible,
- smart,
- independent,
- benevolent,
- has sufficient knowledge in his field.
Briefly speaking, professional and knows what he says and does.

TURQUOISE.
Respectively see GREEN and BLUE colors. Problems from two directions, which is quite common.

PURPLE COLOR.
Subconscious: The desire to immerse yourself in your inner world.
A person is forced to live for a long time only in the present, but he understands that the future depends on the past, and he also wants to feel wiser and mentally stronger. All this is given by the energy of violet color.
Unconscious: Purple color in clothes says that in front of you:
- a harmoniously developed person,
- emotionally sensitive,
- spiritual,
- a sensitive person.
In short, a person who internal and external are in complete correspondence and harmony .
Recently, the need for violet energy has increased greatly, because... we have practically no time, or even just the strength, to be alone with ourselves.

PINK COLOR.
Subconscious: The desire to be loved.
A person really wants to return to childhood, when he was loved not for something, but simply because he was born, because he is he, the one and only.
Unconscious: Whoever wears pink adds to himself the feeling that he:
- does not lack love,
- kind to others,
- not capricious,
- pragmatic.
Briefly speaking, in every possible way stabilizes his immaturity and immaturity in emotions.
It can be very interesting to observe on which part of the body our women “wear” the color pink. After all, this can also tell you something. For example, a pink blouse suggests that this is a woman who subconsciously desires hugs, touches, and bodily sensations of love. Pink trousers - she is ready to “run” towards her love. Pink lipstick - it should “feel” love with lips, kisses. Pink lingerie - the sexual component is important in love. Pink nail polish - love needs to be “touched”: hold your loved one’s hand, stroke, caress. Pink jewelry - love should be “beautiful”. Well, etc. and so on.

BROWN COLOR.
Subconscious: Desire for comfort.
A person begins to subconsciously feel some danger or discomfort. The energy of brown seems to wrap you up, as if covering you with a cozy checkered blanket (and it’s true, most of these blankets are brown for some reason...)
Unconscious: At this moment in time, a person wants to show that he:
- stands firmly on his feet,
- values traditions and family foundations,
- moderately proud and moderately self-centered,
- Quite secretive and not very open to frankness.
Briefly speaking, your own “cocoon” has been created, and only something extraordinary can make a person crawl out of it.

GREY COLOUR
Subconscious: Desire for constancy, stability, balance.
A person gets tired of the frivolity and impatience of those around him. He wants to bring seriousness and prudence into his life. This is what the energy of gray adds. No wonder a man dressed in a gray suit involuntarily evokes respect.
Unconscious: Clothes of any shade of gray, from light to deep dark, indicate that this is a person:
- looking at life soberly,
- reasonable,
- not an upstart,
- weighing and thinking before making a decision,
- inspiring trust.
Briefly speaking, a person who deserves respect, but also respects others.
Note that the famous and rich in good society resort to a respectable gray color with might and main. In this way, they add weight to themselves and signal to others about their calm attitude and lack of aggressiveness.

BLACK COLOR.
Subconscious:The desire to hide.
NOT JUSTIFIED expectations from life, not getting what you expected attention from family, unfulfilled expectations confessions from parents or children, from society, give rise to a depressive complex in a person. He wants to run away, to close himself off from his surroundings. The color black is associated with darkness and absorbs energy, so it gives the impression of a hiding color, a hiding color. They say: “Black makes you slim.” But it simply does not emphasize the bulge. And the right silhouette makes you look slim. Any tailor will tell you this. A robe, no matter how black it is, will not make you look slim... It will only show and tell everyone that its owner is in a prolonged depression, even if subconsciously.
Unconscious: By wearing black clothes, show everyone that you are today:
- closed and not ready to “open their soul”,
- melancholic,
- not authoritarian,
- pessimistic.
But... It is strictly not recommended to do this every day. People will quickly get tired of seeing a pessimist in front of them, and they will soon turn away from such a person. Black is justified in daily wear only in very DOSAGE or in the form of accessories.
I recently witnessed a woman, seeing T-shirts in 12 colors on the counter, exclaim: “God, what beautiful colors!” But her hand reached out for a black T-shirt. To my question: “What about the colors?” She smiled at the situation and answered honestly: “They are not for me.” Like this. This is already a diagnosis...

Posted On 02/01/2018

Many people are guided when choosing a profession by their parents:)))) Your grandfather is a doctor, your father is a doctor, which means you should become a doctor. That's how they suffer. Perhaps the average doctor could be a virtuoso pianist or a master of golden hands. Nobody supervised me. I chose it myself, which I am very happy about.

a person chooses a profession meaningfully if in fact he was born with some kind of talent, there are many examples of famous actors, writers, etc., when fate led them onto the path of fate after the most incredible sidesteps, other people choose either for practical reasons, rather parents, or without any considerations. Kozma Prutkov found an answer to every question we had - many people are like sausages: what they are stuffed with is what they carry around with them.

A person chooses a certain profession: 1. forced 2. nowhere else 3 I don’t care 4. Pirstizhny 6. They pay well AND THIS IS MY CALLING which happens very rarely!

Lucky are those who do what they love in life, because they also get paid for it!! ! and more often, mom and dad get a job at college, then this person is forced to work hard and pursue his hobby in his free time. But! sometimes it happens that someone (sooner or later) realizes this and retrains, or changes jobs... and some people work all their lives and don’t think about it... sadaaaaaaaaa

Today we are meeting with the head of the direction for implementing the motivation system of TBS Consulting, Irina Vorobyeva. We asked Irina to tell us in more detail about the motivation system that she is implementing - what the motivation system gives to the company, what features it has and how to avoid the risks associated with the implementation of the new system.

Why do we need a motivation system? What problems does it solve? What, and most importantly, how does it motivate?

Everyone always needs a motivation system. As a rule, it is always there, but what is it like? How effective is it for your business? Whether the motivation system takes into account current tasks, business development goals, or vice versa - perhaps it equalizes the achievements of high-performing employees and not so well, its conditions are beneficial for random people, and not for professionals. Carry out such an analysis and, if you find confirmation of the above, urgently take action - create NEW motivation system.

The main objective of the motivation system is to establish consistency between the company’s performance results and personnel remuneration, taking into account everyone’s contribution to the overall result. The results of the activities are planned, thus everyone is motivated to carry out the results.

A motivation system is needed for those who want to pay for performance results, and not for going to work.

Could you give the results of implementing a motivation system? What effect did this give to the companies where it was implemented? Can you give specific examples?

There are always several effects from implementation. The most obvious and fastest effect is the optimization of the wage fund (payroll), which includes some reduction (5-10%) and some redistribution of payroll. At the same time, the best employees earn even more, the worst employees even less, that is, we exclude “equalization”, everyone “earns” a reward, and does not “receive” a salary. Remuneration is completely dependent on the company's performance. It is not that the company performed poorly in the reporting period, and this did not affect staff remuneration in any way. And vice versa, of course.

The next important effect for business is that each employee, along with fulfilling his functional duties, begins to be “sensitive” to indicators that directly affect his remuneration. This allows us to ensure the fulfillment of quantitative indicators (revenue, income, costs, time, productivity, percentage of defects, etc.) and qualitative ones (compliance with regulations, instructions, checklists, etc.) At the same time, an absolutely transparent system of control over the implementation of indicators is organized. Otherwise, the motivation system will not work.

I will give examples like this:

An important effect from the introduction of our comprehensive motivation system in a manufacturing company was the reduction of defects in finished products, which was ensured by including in the motivation indicators for reducing defects at each processing stage. Each section was responsible not only for defects at its site, but also for quality control of semi-finished products received at the entrance. In addition, all orders began to be completed on time;
in a logistics company, they took control of the productivity of warehouse workers, which immediately ensured its growth (the number and volume of goods processed per unit of time) and identified the most dexterous and professional employees. Yes, I believe that not only a seller or financier, but also a storekeeper should be a professional. A “Portrait” of such a professional has been formed, now we know who to look up to. We understand who to appoint as senior in the brigade, who can provide mentoring.

The introduction of motivation in a project company has a good effect. Imputing project indicators to employees made it possible to complete a set of interrelated projects on time and within the planned budgets. True, to obtain maximum effect, it is advisable to use project management tools in the company itself, otherwise difficulties will arise with planning the indicators themselves.

The qualitative effect of all implementations is increased responsibility for business performance through a clear distribution of responsibility and fair assessment of results.

If a person is punished with a ruble, does he not lose his sense of confidence in the future? Is there an attack here on the need for safety - one of the needs of the lower levels of Maslow's pyramid? How does this affect the emotional well-being of employees and their attitude towards work, and as a consequence, the results of their work? Doesn't this lead to a decrease in the quality of service in industries that are especially sensitive to this - in the service sector?

Why punish immediately? So I’m more worried about those who work for three people, but get paid like everyone else in this position. There is no task to punish, there is a task to clearly understand the employee’s capabilities, his competencies, the results that can be counted on, as well as his desire to work in a team for a common result. We want to pay for each of these components, not for the position. By introducing a motivation system, we assemble a professional team ready to share business goals. The main thing is the result. In this context, I am always concerned about the emotional component of these particular workers. Experience shows that they begin to work even better, and the climate in the company becomes healthy. Those who can’t cope at all or are “out of touch” leave on their own. You don’t even need to kick them out, which is also a big plus for managers.

How do you propose to motivate those who have actualized needs for social recognition and self-realization? Does the motivation system you propose motivate such people or, on the contrary, demotivate them? Or is it more correct to say that the implemented motivation system is suitable only for certain categories of personnel?

We believe that it is correct if the motivation system works for all categories of employees, starting from the General Director and ending with the most “simple” positions. In this case, we can say, yes, we have implemented our own principles, there are certain rules for everyone. However, we are not saying that the rules are the same for everyone. The higher the position (or grade), the more appropriate it is to use “high-level” indicators, and evaluate the performance of these indicators not every month, but perhaps once a quarter or year. To be honest, many people don’t like evaluations of their work. Especially those who do not fulfill agreements. In our case, recognition occurs through results, if this does not motivate you, then, apparently, you are not with us... And self-realization should not be at odds with business objectives, this must be taken into account.

Please tell us in more detail what tools you are implementing and why?

The tools are very simple and intuitive.

To determine the “value” of a position, we use assessment factors, developed by us and adapted for a specific company. Then it is formed reward system– the ratio of the variable and constant part of the remuneration, taking into account the relationship of the position to the business (sales, production, supply, service). The next tool is a table of indicators for a company, division, or specific position; it describes all indicators and methods for calculating them.

And two more tools are:

Performance Score Card(CODE) a position in which, subsequently, a comparison of planned and actual indicators will be made;
for ease of use of the motivation system, a model, which contains department indicators and performance assessment cards for all employees.

That's all, actually. All tools are handed over to the client along with instructions for their use.

Tell me, how does the proposed motivation system take into account the situation on the labor market? Due to a shortage of specialists in a number of specialties, salary levels for personnel of the same qualification level may differ significantly. And this has nothing to do with their diligence and qualifications. This is due to the current labor market conditions. For example, mid-level SAP implementers can earn the same or more than a highly qualified purchasing manager or logistician. If you do not offer such a specialist a market level of remuneration, then he will simply leave for another company, and it will be impossible to find a new one.

Payment terms, the amount of permanent and variable remuneration for each position are formed taking into account market offers in each region. A sales manager in the Volga region “costs” somewhat less than in the capital, although both sell the same product. But the principles of forming remuneration are the same. We work in the market and cannot ignore its rules.

How to make sure that, on the one hand, there are not too many indicators for which employees are motivated (in this case, the meaning of each specific indicator is blurred), on the other hand, so that employees attach importance to all aspects of their work, and not just those which are indicated in the list of indicators?

This is done this way: the most important and relevant indicators for the business are established; these indicators are the main ones in the employee’s motivational scheme and significantly influence his remuneration. To take into account the fulfillment of the functional responsibilities of the position and production discipline, indicators such as “Compliance with regulations”, “Manager’s assessment”, etc. are used. Tested, it works.

How do you check that the developed indicators do not contradict each other? How to avoid a situation where the work of employees will resemble the famous fable about the swan, crayfish and pike? Wouldn't a performance-based incentive system worsen this situation, if it exists?

Indicators are developed “from the top,” starting with company performance indicators and decomposed to indicators of departments and individual positions. For quantitative indicators, I cannot recall cases that confirm your fears. But we evaluate quality indicators for contradictions across positions and departments, as well as compliance with the company’s values. Then, we always have group indicators, it’s not enough to fulfill your plan, we need to do everything so that the unit as a whole fulfills the plan, this motivates us to mutual assistance and support, therefore, the mentioned fable is not about us.

It is no secret that there are always contradictions between various divisions of the company, for example, between the financial and economic block and sales - the desire to minimize inventories and increase the level of customer service, reduce accounts receivable and increase sales. Quite a lot of such contradictions can be cited. How are they resolved?

Such issues are addressed at a conceptual level. At the beginning of the implementation process, together with the company's management, we decide what is more important for the business now, to increase the customer base or to minimize inventories. Agree that priorities are different at different levels of development. For example, if we are growing our customer base, the inventory reduction indicator will not be included in the motivation, it will be replaced by the indicators of meeting inventory plans to ensure the quality of customer service. But we have a special attitude towards accounts receivable - the company must maintain a given level of “receivables” and always try to reduce this level. As far as real money is concerned, we are strict.

Tip 1: Why people choose to become a psychologist

At the same time, sales should not be identified with shipment. Sales mean the shipment and receipt of funds in accordance with agreements, and a loyal customer, etc. We propose that fulfilling a set of indicators, and not just one, be considered a good result.

Don't you think this system is too complicated and, as a result, ineffective? And if it actually functions, then don’t the costs of its operation exceed the effect of its implementation? After all, most likely it will be necessary to attract additional personnel to maintain this system, as well as to distract managers of various levels on a monthly basis to evaluate indicators.

Let me start from the end, what does it mean to “distract executives”? Managers are needed to ensure that their department's performance is met. They must clearly understand how to achieve this; for this, the leader must distribute the planned results among the participants. If a manager does not know how to get a result or who is involved in this result, we advise replacing such a manager with someone who does not consider such knowledge unnecessary for himself (and the company).

I myself believe that if a system is complex, then there is something wrong with it. Therefore, I can guarantee that the motivation system that has been developed (or will be developed) by us is easy to use and will take no more time to support than a manager without a system requires, and even less. After all, in order to evaluate the results obtained, understand the reasons for failures, draw the right conclusions, and plan further activities, the manager will have the tools. So it will be much easier to do this with the system, the manager uses our “Model” in which everything is planned, and all calculations are carried out automatically, everything is visible, clear, convenient and simple.

What is the implementation process? How to reduce the risk of staff dissatisfaction and related problems for the company? How not to lose experienced and qualified employees who will not agree with the implementation of the new system, and their loss will be sensitive for the company?

I won’t lie, the staff has “fears”, but we know how to deal with it. Firstly, we create a project group from the client, which includes managers, recognized leaders, we work with them, explain what will change, how profitable it will be to work well, etc. They, in turn, convey this to employees, in difficult cases, We ourselves hold meetings and explanations with employees, and provide support. Secondly, we always carry out trial operation. We calculate remunerations using the new system so that everyone can understand in real time how everything works and what is required of them, while this month we pay according to the old rules. After this there are no problems.

I can assure everyone that qualified employees will not leave you, they will discover additional opportunities in themselves. In addition, by working through indicators and setting their values, we always attract these employees, they feel involved and needed.

The implementation process is very simple:

Together with management, we are developing a concept for our future motivation system. The concept takes into account business requirements and company development goals;
Next, in accordance with the organizational structure, we jointly determine the “value” of each position for the company. We involve managers and reputable employees for assessment;
At the next step, we independently develop a remuneration system and a system of indicators, performance assessment cards for each position, and coordinate the developments with the customer;
If everything is agreed upon, we make models, take a month for trial operation, conduct training, plan indicators, at the end of the month compare the plan with the fact, calculate the remuneration;
That's it, the project is complete. Then the customer independently acts in accordance with the instructions.

Is the proposed incentive system suitable for all companies or are there exceptions? For example, can it be implemented in all industries, for companies of what scale of business, what level of automation is required? Or are there any other aspects that limit the use of this system?

We do not see any fundamental limitations, since we developed and implemented the system for different businesses (production, distribution, service, design companies, etc.), in companies of different sizes.

What is the role of consultants in the development and implementation of a motivation system, since you can implement this project yourself? What results does the Customer get?

If the company has a group of specialists with the necessary knowledge and implementation experience, then you can implement the project yourself. Why a group, yes because every decision in development is so important, directly affects remuneration, so all decisions must be balanced, verified, consolidated.
But, as a rule, there is no such group in the company, this is one, and secondly, you need to understand that the consultant’s opinion is always independent, and your employee can act with caution or unwittingly try to “please” the managers on whom he himself depends. Decisions in this case will raise questions.

The proverb that says that boots should be made by a shoemaker, and pies should be baked by a pie maker is very suitable here. By introducing a motivation system on its own, a company may miss out on its operational activities. There are such examples. And from a cost point of view, it is profitable to implement using consultants; projects to implement a motivation system pay for themselves very quickly - in two or three months, so it is simply not optimal to “start” your team for this period.

And the most important thing is what results the Customer gets. Invaluable, really.

I will not repeat what (what documents and materials) we physically transfer to the Customer; this will all be done in accordance with the subject and terms of the contract. But this is only part of the results.

The main and most important results are the following changes:

The company has taken control over the implementation of all indicators that are significant to it;
All indicators are planned, responsibility for their measurement is determined;
All department heads and employees of the company are informed about the goals and objectives of the company, understand how these goals and objectives relate to their personal activities, and what results are expected of them;
The company receives additional management tools and uses them effectively;
Leaders in each position have been identified;
You can plan employee development.

Finally, the company will become a more attractive employer for the best candidates. These specialists, who know their worth, will accept established rules and plans “on shore”, will understand what their remuneration depends on, and that this remuneration can only be increased through even better results.

Exactly what you need.

Read more about how the staff motivation project is being implemented

Even if you embellish the reality a little in order to present yourself in a more favorable light to the employer, it is still a lie, no matter how insignificant it may be. Could there be a middle ground here?

If you ask employers whether they consider lying on a resume or in an interview an acceptable way to make an impression, then, of course, they will all answer in the negative. It is believed that lies harm candidates more than unfavorable truths. But how does theory actually correspond to practice, and can white lies really exist? If you look at it from a slightly different angle, then correctly presented information that emphasizes your strengths serves as further evidence that you are interested in the job.

The truth is harmful

Let's consider two questions where lying in answers can be considered justified if the truth does not work in your favor.

“Why did you leave your previous job?”. If in fact the reason is a terrible manager, staff reduction, low salary or poor relationships with colleagues, then a different answer will be more acceptable. After all, it is absolutely forbidden to speak badly about your former boss or colleagues. Because a potential employer will project these relationships onto their company, and may believe that the problem was with you, even if this is not the case. Striving for a higher salary is logical and correct, but the recruiter may consider you a materialistic person who always doesn’t have enough. Although I myself would not agree to work here for the salary you received. But these are the rules of the game. Downsizing is a fairly common reason for layoffs, and companies often get rid of their least important and productive employees, of whom you will be considered one. And even if you were laid off for no reason at all, it will be very difficult to prove it.

In order not to end up in an obviously losing situation, some applicants explain their dismissal by personal circumstances or the desire to implement the acquired experience and skills, which will need to be named, in a more interesting company at a new level. As a rule, this often turns out to be true, although not the main reason.

“Why are you looking for a job for so long?”. High competition in the labor market can make it really take a long time for a good specialist to find a suitable position, and this is not at all a matter of your incompetence.

But the interviewer may have a completely different opinion on this matter. If during this period you took additional courses or trainings, or worked part-time as a freelancer without official registration, then first of all it is worth mentioning this. This will not only answer such a difficult question, but will also add a few extra points to you.

Why does a person choose this or that profession?

Personal circumstances are also a fairly good reason for a protracted job search.

Prohibited

Work.ua does not recommend ascribing non-existent prestigious jobs and positions - you will be easily found out. Tell the truth about professional qualities and skills. If you lack some knowledge, then it is better to admit it, but express your readiness and great desire to learn as soon as possible.

Sometimes the truth can be misperceived and misinterpreted. In this case, not only will you lose the opportunity to get a job, but the employer himself may miss out on a good employee. This line is very thin and, of course, nothing can justify a lie, even if it is useful and beneficial to both parties. Remember that even a small lie on a resume or during an interview can reveal itself over time and damage your reputation.

Related article: What is better to keep silent about during an interview?

You must be logged in to leave a comment.

1 What motivates people to work most effectively? Motivation

2 What do people like about work? Motivation

3 Why does a person choose this or that profession? Motivation

4 What can motivate a person to quit? Motivation

5 Which team is most productive? Which team is most comfortable for people? Team preferences

6 What character qualities are most significant for successful communication with people? Environment preferences, model of successful communication

7 Why do people strive to make a career? Career growth motivation

8 In what situations is lying justified? Allowing deception

9 Why do you think people pay back their bank loans? Motives for an honest act that is contrary to material interests

10 Why do people steal at the same level of income in some companies, but not in others? Motives for honest action/behavior

And Why should an employee be fired immediately? Values in relation to the organization

12 Describe the most typical conflict in a team. What are its reasons? “Painful” points from the point of view of conflict or experience of the candidate

13 What causes conflicts with clients most often? Bottlenecks when working with clients

14 Which client is the most problematic for the company? Bottlenecks when working with clients

15 The employee has served a probationary period in the company, he is completely satisfied with the management, but at the same time submits a letter of resignation. Can you guess what this might be connected with?

How and why does a person choose a particular profession?

Motivation + unacceptable moments at work for a person

16 The manager is on vacation or on a long business trip, and in his absence people work as usual. What do you think this might be connected with? Motivation + loyalty to work and company

17 Which people are more willing to hire for good positions? Model of success

18 Why do some people succeed and others fail in life? Model of success

19 What should a good employee be like? Model of success (if the candidate identifies with an ordinary employee) or expectations from subordinates (if the candidate identifies with a manager)

20 What should an ideal leader be like? Idea about the manager who is optimal for the candidate

motivations: they are known to many, and they can be found in most serious books on management. But for a correct and unified understanding of what follows, let’s focus on a few points:

We are talking about the personal motives (needs and values) of a person, and not about the motivation system that exists in the organization.

We consider the entire range of motivators, and do not focus only on material incentives.

factor can be used to satisfy different human needs depending on how it is presented.

Motives, needs and values are individual; they cannot be absolutely identical for any social group or for all employees in an organization, so it is important for us to be able to identify and use the individual motives (needs) of a future or actual employee.

Many managers tend to attribute their own motivation to their employees (this is again due to the human tendency to projection), which leads to a large number of management errors.

This situation can be avoided by first of all correctly assessing the future employee and his motivation during the interview.

Motives can change over the course of a person’s life and career, both under the influence of external, objective factors, and in connection with the development and change of personality. This means that motivation diagnostics must be carried out again periodically.

Motivators (hereinafter we use this term in the meaning that is currently defined, although a number of motivation researchers, for example Herzberg, share the concepts of motivation and hygiene factor) are those factors that increase a person’s work efficiency and/or his satisfaction by , which correspond to his internal needs/motives, which are currently partially or completely unsatisfied and require satisfaction.

Most people are characterized by motivation based on several motivators that relate to each other in a certain way. When analyzing the motivator map, we must take into account not one of the factors, but their sequence and priority in the aggregate.

Table 2 “Analysis of the motivator map” shows frequently occurring groups of answers to projective questions regarding motivation, and the interpretation of these answers separately.

Analysis of a candidate’s motivator map allows us not only to decide whether this candidate is suitable for us, but also to correctly influence him already in the process of work.

table 2

Date of publication: 2015-07-22; Read: 249 | Page copyright infringement

studopedia.org - Studopedia.Org - 2014-2018 (0.001 s)…

Motivation

Motivation is one of the most important and very difficult to change factors that should be taken into account when hiring a person and subsequently building a situational leadership system. We will not discuss theories in detail here

No.	Projective question	Factor being assessed
What motivates people to work most effectively?	Motivation
What do people like about work? Conditions for choosing a profession	Motivation
Why does a person choose this or that profession?	Motivation
What can motivate a person to quit?	Motivation
Which team is most productive? Which team is the most comfortable for people?	Team preferences
What character qualities are most significant for successful communication with people?	Environment preferences, model of successful communication
Why do people strive to make a career?	Career growth motivation
In what situations is lying justified?	Allowing deception
Why do you think people pay back their bank loans?	Motives for an honest act that is contrary to material interests
Why do people steal at the same level of income in some companies, but not in others?	Motives for honest action/behavior
AND	Why should you fire an employee immediately?	Values in relation to the organization
Describe the most typical conflict in a team. What are its reasons?	“Painful” points from the point of view of conflict or experience of the candidate
What causes conflicts with clients most often?	Bottlenecks when working with clients
Which client is the most problematic for the company?	Bottlenecks when working with clients
The employee has served a probationary period at the company, he is completely satisfied with the management, but at the same time submits a letter of resignation. Can you guess what this might be connected with?	Motivation + moments that are unacceptable for a person at work
The manager is on vacation or on a long business trip, and in his absence people work as usual. What do you think this might be connected with?	Motivation + loyalty to work and company
Which people are more willing to hire for good positions?	Model of success
Why do some people succeed and others fail in life?	Model of success
What should a good employee be like?	Model of success (if the candidate identifies with an ordinary employee) or expectations from subordinates (if the candidate identifies with a manager)
What should an ideal leader be like?	Idea about the manager who is optimal for the candidate

motivations: they are known to many, and they can be found in most serious books on management. But for a correct and unified understanding of what follows, let’s dwell on a few points:

We are talking about the personal motives (needs and values) of a person, and not about the motivation system that exists in the organization.

We consider the entire range of motivators, and do not focus only on material incentives.

It is very important to realize that in real life the same factor can be used to satisfy various human needs, depending on how it is presented.

Motives, needs and values are individual, they cannot be absolutely identical for any social group or for all employees in an organization, so it is important for us to be able to identify and use the individual motives (needs) of a future or actual employee .

Many managers tend to attribute their own motivation to their employees (this is again due to the human tendency to projection), which leads to a large number of management errors. This situation can be avoided by first of all correctly assessing the future employee and his motivation during the interview.

Motivators (we will further use this term in the meaning that is currently defined, although a number of motivation researchers, for example Herzberg, share the concepts of motivation and hygiene factor) are those factors that increase a person’s work efficiency and/or his satisfaction with work. due to the fact that they correspond to his internal needs/motives, which are currently partially or completely unsatisfied and require satisfaction.

Table 2 “Analysis of the motivator map” shows frequently occurring groups of answers to projective questions regarding motivation, and the interpretation of these answers separately.

Analysis of a candidate’s motivator map allows us not only to make a decision about whether this candidate is suitable for us, but also to correctly influence him already in the process of work.

table 2

Previous45678910111213141516171819Next

SEE MORE:

In order to improve the efficiency of the public administration system, starting in 2016, the President and the Government initiated a transition from traditional work on orders and manual regulation to a more modern and flexible project management. The design office of the Russian Government (Federal Project Office) plays a significant role in this process. It works on an ongoing basis and is designed to select the most important social and economic programs and projects, monitor their implementation and provide support to other government agencies in introducing new initiatives.

Structure and tasks of the Government Project Office

The existing management system in the Russian Federation is largely outdated and ineffective; the instructions of various managers often contradict each other, and the principle of continuity of assignments is violated. Therefore, on the initiative of the President of Russia, the activities of the bureaucratic apparatus are being reformed and transferred to the project track. This applies to both state and municipal levels.

Project management will force officials to adhere to certain principles in their work, focus on the final practical result, and not carry out numerous activities “for show.” The principles of such management are limited time, finances and resources, the uniqueness of each new idea and focus on a predetermined specific goal.

Resolution of the Government of Russia No. 1050 of October 15, 2016 approved the Regulations regulating the organization of project activities in the Government of the Russian Federation. Among the permanent governing bodies in this area are:

The Presidium of the Council for Strategic Development under the President of the Russian Federation, which will form a portfolio of initiatives, make decisions about their start and end, and evaluate the results achieved;
federal level project office;
departmental coordination bodies and offices.

The Department for Project Activities of the Government acts as the Federal Project Office.

His powers include:

ensuring the activities of the Presidium of the Council and interaction with it regarding the implementation of priority programs (coordination of proposals, passports and plans for their implementation);
making personnel decisions - coordinating the candidacies of administrators, managers, executive secretaries and senior officials of each plan, as well as presenting the composition of expert groups, public councils and project groups;
interacts with authorities at the federal level and the level of constituent entities of the Russian Federation, local governments, various organizations regarding program monitoring;
assesses and monitors the progress and results of priority initiatives, prepares appropriate proposals and recommendations;
takes part in the work of departmental level coordination bodies;
provides methodological support, issues the necessary recommendations, coordinates the creation of an automated information system on this issue, and also develops an incentive system for employees actively participating in the development of program activities;
coordinates regulatory acts prepared by executive bodies at the federal level regarding the development of project activities and the appointment of heads of departmental offices.

The office quickly developed a number of practical recommendations, in particular regarding the preparation of proposals and passports of priority programs, as well as the possibility and procedure for making changes to them.

To avoid red tape, the Government has established a strict schedule for the passage of important initiatives to avoid red tape: no more than 5 days from the date of receipt of the proposal from the ministry, or 15 days if there are comments. It is expected that thanks to this approach, it will be possible to significantly reduce the number of interdepartmental approvals and, accordingly, reduce the time for the actual implementation of the idea.

In order to promote new beginnings in the regions, similar offices have already been created in all constituent entities of the Russian Federation. They included, in addition to regional (territorial) officials and regional representatives of federal structures, also representatives of business and the public. Education and training is provided for them with the involvement of government representatives and leading experts from international consulting companies.

The federal office should help all levels of government organize work on specific large-scale initiatives without compromising their standard responsibilities.

The experience of those regions where the project method was introduced several years ago and which have already gone through their own path of mistakes, for example, is taken as a model.

In addition, it is planned to identify pilot regions in which to develop “master plans” suitable for all subjects.

What areas does the Federal Office lead?

To date, a number of priority areas have already been identified on the most important issues; for each issue, a corresponding project committee is created, the work of which is led by a curator - the relevant Deputy Prime Minister. The strategic areas in which the Federal Office will monitor the progress of initiatives include, in particular:

Healthcare(initiatives to improve care for mothers and newborns, introduce new information technologies in healthcare, develop emergency medical care for residents of hard-to-reach areas, improve the quality of medicines and control their circulation).
Education(development of an up-to-date educational environment with the introduction of digital technologies, training of highly qualified workers and specialists taking into account new standards, increasing the innovative component in the activities of universities, the possibility of affordable additional education for children).
Rental housing and mortgage.
Urbanism and infrastructure(high-quality housing and communal services and the development of a modern urban environment focused on the comfort of residents, safe roads, comprehensive solutions to the problems of single-industry towns).
Export potential and international connections(a system of cooperation between business representatives from different countries, in particular in the agricultural sector and industry).
Increased overall productivity, development of entrepreneurial initiative and small business.
Reforming the supervisory and control activities of government bodies.
Ecology(preservation of wildlife and prevention of increased pollution of water, air and land resources).

During 2017 alone, more than 200 billion rubles will be allocated from the state treasury for these priority areas. Also, serious financial incentives and career growth are provided for participants in successful endeavors, thanks to which senior management wants to prevent sabotage on the ground. It is assumed that the bonus of an official involved in the implementation of priority initiatives will depend not only on his immediate superior, but also on the project manager. In this case, three types of bonuses are possible: one-time (for a new current proposal), quarterly (for the work directly carried out, taking into account personal labor costs and the role in the implementation of the program) and final (based on the results of implementation).

Another distinctive feature of the new organization of work will be personal responsibility for the implementation of the plan on the part of its leader. This could be, in particular, the deputy of the relevant minister, the director of the relevant department, or the head of a specialized organization, for example, one of the development institutes.

Problematic issues that the project office will need to solve

Innovations always face certain problems that have to be solved both operationally and by introducing them into legislation or regulations. This case is no exception.

In particular, according to many experts, the following problems will fall on the shoulders of the management of the Federal Office:

Resolving disputes about leaders of specific ideas. Some ministers want to personally manage all processes, but this is hardly possible due to lack of time. Representatives of the office consider the optimal option to be the level of deputy minister or department director, who will be able to constantly allocate time for this work. However, the difficulty here may be the fact that then senior officials will have to report to the manager as part of the implementation of the program.
Establishing cooperation between government and local business. Businessmen consider it necessary to conduct, at least according to an abbreviated procedure, an assessment of regulatory impact, and not be limited only to discussion in the project group. In this matter, office workers appeal to the high-quality and efficient activities of the curator, the public and business council and expert groups who are able to see additional risks and promptly initiate changes to the plan.
Managing conflict between performers. When introducing new methods, the implementing specialist may find himself in a difficult situation: he will be forced to simultaneously report to his immediate superior (minister, head of administration) and to the head of the priority program being implemented. This will lead to increased workload on the official and the emergence of conflicts. A solution could be an automated report on the program, without unnecessary paperwork, as well as the ability to work on a priority task in your free time (vacation, weekends, evenings and nights).
Compensation for this will be the opportunity for self-realization, career growth and tangible material incentives.

To solve the problem with personnel training, it is planned to organize a training center for project managers on the basis of RANEPA. There, specialists from ministries, departments and regions will be able to gain unique soft-skills in terms of the ability to work as part of a single team with horizontal connections.

It is expected that the Federal and regional offices, working in constant interaction with each other, as well as with business structures, will be able to increase the efficiency of the Russian economy, support business initiatives and solve the most pressing social issues.

Welcome to my kingdom, says the pale giant. - I am Hades. I sent messengers for you to take you to me, and I hope they did not disturb you.

He looks like Zeus, only younger. And, frankly, prettier. This is normal, because they are brothers.

We know we are in hell! - says Oedipus.

Hades smiles.

This is a rather primitive view of my kingdom! I think you have received too much negative information about me.

You are the 13th god, says Edmond Wells. - 13th Arcana of the Tarot, Arcana of Death.

Ah, finally, I hear reasonable words. I am truly connected to death... but isn’t rebirth inherent in death? Take a good look at your 13th lasso. This card shows a skeleton cutting down everything that appears above the ground so that new grass can sprout. So winter foreshadows spring. Really, Persephone?

You need to accept death as something that brings new life,” the woman says in an unexpectedly shrill voice.

And all those people we saw crying and moaning their heads on the ceiling? - I ask.

Hades shakes his head.

They they chose suffering.An amazing paradox... Hell is a concept invented by people to punish themselves. Everyone you saw voluntarily crossed the Styx and chose suffering. When they get bored, they can leave and return to life as and where they want.

We don't believe you! - Oedipus snaps.

As sad as it is, it's true. The only thing keeping them here is their own will to be punished. You underestimate the power of guilt.

I don't believe you either! - Aphrodite exclaims. - There cannot be such a desire for self-destruction in the human soul.

Who said that? Is it you, my dear cousin?

Hades stands up and approaches Aphrodite.

Do you seem to have shrunk a little? - And he touches the wrinkles around her eyes. Aphrodite pushes his hand away.

Here souls experience physical suffering, and you make them suffer from love, but the result is the same, right? People are suffering.

Aphrodite doesn't answer.

I repeat: we are all free to live in a world without hell, but some people invent their own hell because they want to suffer.

Hell exists only in people's imaginations. And thanks to their fear, guilt and masochism.

Hades looks at us without blinking. Persephone nods, as if she herself is not happy to admit that her husband is right.

Do you want to say that they themselves chose to suffer, they themselves wanted to be walled up in the ceiling, so that only their heads remained outside? - Edmond Wells asks incredulously.

The Lord of Hell repeats: Certainly. Masochism has many causes. You yourself wrote about this in your Encyclopedia, Professor Wells. Here is one of these reasons. While you suffer, you live a more vibrant life, are more connected to reality, and feel life itself more strongly.

Another pleasure for a masochist is to feel sorry for himself. While you are suffering, you can demonstrate it to your loved ones, feel like a hero and a martyr,” continues Hades.

He claps his hands and the torches light up. They float in the air, illuminating paintings of Christian martyrs: they are devoured by lions, hung by their feet, beaten with whips, and quartered.

The torch illuminates images of self-flagellating Shiites, Spanish Catholic Integrists, beating themselves with belts studded with nails. In Indonesia, wild-eyed people pierce their bodies with spears to the sound of tom-toms. Then more modern images appear: goth rockers with piercings that leave no living space on their faces, punks dancing on bottle shards. Africans who make ritual cuts on their skin, a man in a circus arena who shoves a sword down his throat, people who walk on hot coals while the crowd cheers.

“We don’t want to look at shocking pictures of a world that we know too well.

Are you saying that evil doesn't exist? Is there only a lack of self-love? - I ask with interest.

You have only yourself to blame for your misfortunes. You came up with them and implemented them with your own hands!

Then, more quietly, he continues:

You are so harsh on yourself... To everyone who comes here, I suggest that you be lenient with yourself, forgive yourself for the bad things you did in your past life. But they don’t listen to me and don’t find any excuses for themselves.

Hades has a sad smile on his face, full of compassion.

I like to talk about my mission. You are so used to judging everything and everyone that you judge me, the so-called devil. For you, I am the main villain, while it is you who are truly evil. Well, ask questions.

Why can't the whole world be kind? - I ask.

Great question. Here is the answer. Because if the world is only good, there will be no merit in you doing good.

Why do serial killers exist? - asks Oedipus.

Great question. Because before (and even now) they had a special mission. Listen to me, this, of course, is just the point of view of the “devil”, but it is worth something. Human society is structured like an anthill. All its members have a very specific task. Previously, states needed aggressive and energetic commanders. They grew up from angry, aggressive “children of rage”, children who were beaten as children. A child who is beaten is angry at the whole world, and he will give all his strength to take revenge. When he grows up, he will become a monster warlord. And he will surpass in cruelty other commanders whose psyches were not undermined in childhood.

Does this mean that society breeds abusive parents to produce "children of wrath" that are needed to fight wars? - Oedipus is amazed.

Absolutely right. The problem is that in the modern world there is no longer a need to fight to redraw borders or conquer new lands. “Children of wrath” who want to kill can no longer become conquering commanders. This is how serial killers appear.

But not everyone who was traumatized in childhood becomes murderers! - I notice.

Yes, the energy of hatred can find different outlets. Psychoses and neuroses transform the personality in such a way that a person becomes capable of what others are not capable of, of what normal people cannot even imagine. Do you really think Van Gogh would have devoted himself so passionately to the search for color if he had not been crazy?

This is a rather peculiar point of view, says Edmond Wells. - So, you claim that only a neurotic person is capable of bold artistic experiments?

Exactly.

But there are normal, happy, calm people who create extraordinary works.

Hades raises his eyebrows in surprise.

Yes? And who is it?

Well, if we take examples from Earth-1, then Mozart, for example.

It's a pity, but you didn't know him. And I was. He was completely crazy. In his youth, he was suppressed by his father, who turned him into a kind of learned monkey and forced him to perform in front of aristocrats and monarchs. Mozart suffered from mental disorders all his life. He lost all his fortune at cards.

Leonardo da Vinci?

At the age of 19, he was about to be burned at the stake for homosexuality. He also had big problems with his father, who crippled his psyche.

Joan of Arc?

A religious fanatic obsessed with hallucinations.

King Louis the Saint?

Saint? Yes he was a murderer. He created a reputation for himself as a “good king” by hiring the monk Egelart as his official biographer, who stuffed his writings with propaganda. Louis was an animal, a choleric, he carried out slaughters and massacres in order to rob those whose wealth he envied. Never confuse a person with his legend.

Beethoven?

His overbearing father turned him into an aggressive paranoid. He later stole his daughter-in-law's son and forced him to become a musician until he tried to commit suicide. He had monstrous fits of anger, he was domineering and despotic. He absolutely couldn't stand it when people argued with him.

Michelangelo?

Schizophrenic. Megalomania. At night he changed into women's clothing because he felt uncomfortable in the guise of a man.

Gandhi? You won't argue that Gandhi was neurotic?

He had a rigid psyche. He believed that only he knew the truth. He didn’t want to listen to anyone or anything. He tyrannized his wife and could not stand any objections.

Mother Teresa?

Caring for others is one of the ways to hide from yourself. I think you've seen quite a few of these people in the Angel Empire. She not only ran away from herself, but, as you noticed, she cared only about the poor. It is easier to solve problems with housing and food for the poor than to bother with the complex mental states of wealthy people or politicians.

Edmond Wells says sharply:

All these are the words of the devil. You want to denigrate the white. The people you spoke of are saints.

But Hades does not allow himself to be confused.

Most of these "saints" of yours came here to be cleansed of dirt, although mortals who are at the 3rd and even 4th level consider them to be saints. I saw how horrified they were to discover that we knew everything about their true lives. I tried to convince them that they should forgive themselves. It didn't work out for me. And then I put the torture chambers at their disposal, and they demanded the most severe punishment for themselves.

The God of Hell waves his hand wearily.

You judge. Me not. I have absolutely nothing against you. Honestly. All these stories about the devil are just slander, fables to scare children and maintain the power of the priests. When will you finally understand this?

Hades points his scepter at the screen, and hidden cameras appear on the banks of the Styx, where naked people torture each other.

Do you see the devil, devils anywhere here? Do you see the executioner? If it depended only on me, I would have forgiven all these sinners long ago. It is impossible to shout to someone who does not want to listen. I dream that this place would not exist at all, that these people would be born into the world again, become babies, and learn new things life after life.

You are lying!

You are judging me again. In fact, I dream of retiring. But the world needs black to make white more visible. Is it true?

Yes, dear! You even tried to go on strike once!

Yes once. I suggested closing this place of suffering. Everyone on Eden agreed, even Zeus. But the souls of the dead were indignant:

“There can be no talk of closing hell; we need it.”

Oh, how lenient are the gods, how cruel are mortals!

We can't take our eyes off the screen. We begin to get used to what we see. You can get used to everything.

All souls are here of their own free will and can leave this place at any time, reminds Hades.

What test awaits us? - asks Edmond Wells.

Trial?

Yes, what should we do to continue on our way?

There will be no test. Follow this tunnel, it will lead you to the top of the mountain.

No test?

The giant in a black toga repeats:

Of course, no test. I always thought that the only test is the need to make a choice. Everyone gets exactly what they want. The problem is that everyone usually makes the wrong choice of desire. You noticed this, right?

Bernard Werber, "The Secret of the Gods"

Secrets of esotericism on the site

There are people who are ardent skeptics. Or those who believe in God. There is a person who doesn’t care, he doesn’t argue, he doesn’t prove. He has no time - he works, improves himself. What is esotericism? Religion? Faith in God? In people? Into the supermind? Or maybe into yourself? Many people don’t think about such things, and when they think about it, they don’t find answers to their questions.

Esotericism is secret knowledge that is not accessible to people ignorant of magic, mysticism, and the occult. At least that's what they used to be. Knowledge and skills that not everyone could have. Only the chosen ones.

After reading various feeds on the Internet, you can only get scattered data and a weak idea of what esotericism is. Only by deciding to change yourself and your life for the better, by gathering your strength and taking a course of video seminars designed by specialists so that everything falls into place, can you achieve success.

The concept of esotericism and why you shouldn’t be afraid of it

Esotericism is a huge section of human life, helping to find oneself through knowledge of the world. Studying it is not for everyone. After all, this is not just religion or science. This is the same thread that connects all the nuances and aspects of the ordinary world and the areas of unknown magic that surrounds us.

The very first such secret society was the Pythagorean school. It was divided into ordinary and esoteric. Her secret part took a lifelong oath of non-disclosure of what members of the society were taught. And what knowledge they received there is still unknown to humanity. Now esotericism is not hidden from everyone. There is accessible information presented in video seminars or master classes. Why are people afraid or unwilling to touch the unknown and explore unexplored areas of their own lives?

Let's consider the main criteria of human reluctance:

Many people do not want to learn a new religion. In fact, esotericism is not only religion, although it is closely related to it. It helps you discover yourself and your own hidden inner potential. Yes, there is religion here - faith in yourself and the world around you.
Lack of belief in the ability to change your life. Thought is always material. And wishes are always fulfilled. Everything is possible - you just have to believe and go through this difficult path to knowledge.
Reluctance to gain new knowledge, since there is already success in your personal life. Esotericism makes it possible to gain success not only in one area of human activity. It allows you to balance all the criteria that are extremely important. Achieve what you want and your deepest secrets in every possible way.
Fearful attitude towards the concept of magic. It is worth noting that the unknown is not only magical. It's just unfamiliar. After completing the seminar, it becomes clear that what seems incredible and impossible is often considered magical.
Lack of free time. Naturally, it takes time and a lot of time to complete the training. But in the end, the hours spent pay off handsomely. Life balances out, everything falls into place and everything happens in its own moment.

An already established branch, science, like psychology, has long taken into account esoteric opinion. He resorts to her methods. Favors the practice of secret knowledge.

What does esoteric knowledge give?

Why is it believed that esoteric knowledge is not given to everyone? Only a select few? Because not everyone is ready to say goodbye to the old world, three-dimensional space, or the feeling of the precarious stability of their life. Each person is the architect of his own happiness. Those who understand this strive for the best.

What is esotericism - answers to the site

To transform yourself. From the inside. Starting with thoughts. And thoughts are what happens to us. Esoteric practices give people not only knowledge. They help you feel the surrounding space. Start thinking differently than before. Wake up one day and realize what is happening. What you need to do to succeed in your desired industries. Understand that the world is not three-dimensional. It is completely limitless. Consciousness is omnipotent.

Why does a person come to esotericism?

Different roads can lead to one or another knowledge. Events, people, chance? In any case, esotericism appears in a person’s life when it is needed. The reasons may be different:

Search for new, unprecedented sensations. When it becomes boring, the world loses its attractiveness, those around you do not bring the same joy. Esotericism will help you look at everything in a different light, see something new and believe in a miracle.
Search for a treatment method. When traditional medicine is powerless. When the pills didn't help. And we are talking not only about habitual illnesses, but also about constant depression, about the disease of life itself, when, no matter how hard a person tries, he cannot achieve his goals. The man turns in desperation. And esotericism, magic, rituals help to heal.

Esotericism and magic are ancient sciences. This is knowledge accumulated over many years and centuries. This is great wisdom that anyone who really wants it can comprehend. And help yourself overcome difficulties. Free yourself from heaviness and become free. Achieve results and be happy.

It’s easier to say what esotericism is as follows. This is an attempt to explain the complex structure of the visible and invisible world and the processes that take place in these worlds and influence a person, his actions and even fate. Almost everyone has heard about the extraordinary experience of modified consciousness. Most modern commercial practices for achieving financial success, practices for fulfilling human desires or shaping events are built on this principle.

Esoteric practices are aimed at achieving a sustainable expansion of human consciousness, which would allow one to obtain a more perfect worldview. In a narrower, applied sense, all esoteric teachings are aimed at studying the inner world of man, his hidden capabilities and developing specific techniques for self-realization and spiritual development. There are esoteric movements in all world religions, although there are many independent esoteric systems.

There are theoretical worldview systems that consider only the spiritual development of the individual through the accumulation of special knowledge and meditative practices. There are movements aimed at achieving the final result with the help of ceremonies, rituals and other things. These include the occult, which involves the use of magic, appealing to the unrecognized powers of spirits, natural forces and inhabitants of parallel worlds. Representatives of religious systems have an interesting attitude to the question of what esotericism is. For example, there is an opinion that any esoteric practices are prohibited by Christianity, and turning to such knowledge or practices is regarded as a grave sin, for which severe punishments are provided.

But this attitude of the church does not stop those who see esotericism as a means to solve their life problems. This state of affairs, in our opinion, is also due to the fact that the official church imposes a strict ban without explaining the real possibilities of esoteric practices. At the same time, there are a huge number of specific rituals related to the so-called church magic, which are available for review and are widely used. It is useful for a modern person to know the answer to the question: “Esotericism - what is it?”, since this is an opportunity to learn more about one’s internal structure, nature and the world around us. Knowing about esoteric methods of cognition, a person will not be afraid to make mistakes, and problems will not seem to him an insurmountable obstacle to happiness.

Maxim: “I recently began to realize that I have a problem. Things have gone uphill, and for several years now my wife and I have been living well in terms of material wealth. There is a feeling that everything is working out and everything is right. If it weren’t for one point that my wife drew attention to: I had no real friends left. Everyone with whom we are friends are people who depend on me financially in work and at home. Among them all, I hold the highest position, and some are even afraid of me. Or rather, they are afraid that I will fire them. I am confident that they are faithful to me. But it’s a little strange that I’m not interested in people of my same level, or even higher. My wife thinks this is very strange, and she wants real communication with people, and not the hypocritical one that surrounds us. My wife believes that at the first opportunity or benefit these people will betray us, and it will hurt. I really have some kind of problem, why do I choose only people who depend on me as friends?”

Yes, this can actually be a problem. But perhaps this choice of friends is made precisely in order to maintain one’s self-esteem at a certain level. Because people are definitely dependent, they are definitely inferior. Perhaps there is an unconscious fear here: if a person communicates with his peers or with those who are significantly higher in status, his self-esteem will fall. He unconsciously protects himself from discomfort.

Basically, Maxim doesn't understand whether this is a problem? Presumably this is most likely a consequence of the situation. Is this a problem, or should I leave it as is? He writes that this is strange for him.

If it's just weird right now and doesn't make him uncomfortable, maybe it's not worth changing anything just yet. Maybe this is a transitional period, and over time he will get used to his status. Perhaps neither he nor his wife will be bothered by the fact that they will be left alone and will have no friends. Due to the fact that wealth and material security have appeared, they have not yet gotten used to it.