PROFESSIONAL CAREER OF YOUNG SPECIALISTS IN POSTINDUSTRIAL SOCIETY

Post-industrial society is characterized by many changes, some of which concern the labour market and career trajectories of young professionals. Work, profession, career - these are the concepts, without which a modern human can not imagine their lives. In an industrial society, they become so essential, and in post-industrial - they are transformed without losing its significance. In this paper we consider the following questions - which features a modern labour market acquires in post-industrial society? How does the concept of "career" change? What are the possibilities and limitations of young professionals based on today's agenda? The modern labour market can be characterized as a flexible, uncertain and full of risk - it is the market of part-time and short-term contracts. Young professionals do not expect to find employment (company) and even the profession for life. They are ready to move from one job to another without losing long-term contracts and commitments. Uncertainty and risk are becoming a norm, they are woven into the fabric of the social reality. There are no long-term rules of interaction between employees and employers. One possible solution to the problem of unemployment is secondary employment. The transformation of labour market institutions also concerns the emergence of new organizational structures. The transition from a bureaucratic organization to a network occurs resulting in a completely different type of work behaviour. The old bureaucratic structure limited the individual's behaviour, it required repetition, routine and typical actions. The network structure suggests openness to change, willingness to take risks, mobility, and establishing rules of engagement "on demand". A consequence of changes in the labour market is changing career trajectories. With the advent of network organizations, the linear orientation is changing careers and turns into a curve, zigzag, dotted line and in the end does not fit any of the coordinate axes. Despite the lack of predetermined paths of career development and the availability of opportunities to create their own unique career path in accordance with their wishes one cannot deny the pressure of the social structure. A conclusion is given that the ability to be open to new opportunities and move from organization to organization in search of more favourable terms works for high-resource specialists only, that is, those who already have high levels of education, wages and other resources that are considered to be significant. Low-resource specialists are forced to reconcile with a stable workplace frustration - this is the situation that Merton called the "Matthew effect".