30 Year Old Man Suffers From Panic Disorder

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Although the above two sentences are depicting the world of human nature, they are no longer suitable for the workplace.

Experts believe that the so-called workplace panic disorder, usually refers to the age of 25~40 people in the workplace, anxiety about their performance in the workplace.

The main manifestation of this anxiety is fear of age, marriage, childbirth and positioning.

From the analysis of deep reasons, the main points are divided into three aspects:

One thirty

As the saying goes, 30 years stand.

Many people also regard thirty as the watershed of the workplace, and think that if thirty or thirty of them are still in the workplace, nothing will be achieved in the workplace.

However, not everyone is a smooth worker in the workplace. Many people over the age of 30 are frightened by their failure in their careers. They will have a negative mentality. They think they can not see the future, can not see hope, and many people are worried about their future.

Psychologists have found that the risk of being dismissed from their bosses at any time in their middle age is also rejected by many recruitment information because they are over 35 years old. This kind of psychology is also called "35 year old phenomenon".

Two, fish and bear's paw can not have both the fear of marriage and childbirth.

People who are too busy with their careers tend to neglect their families.

Some people have struggled for careers or family and children's hard choices, often waiting for success, or having the best of both worlds, but have missed the best period of marriage and childbirth.

For the anxiety of pregnancy, the expectation of "child" has replaced the original intention of "promotion".

This phenomenon is more obvious in the first tier cities in China, such as Beijing, Shanghai and Shenzhen.

Nowadays, the urban life is stressful and the standard is high. It is hoped that the next generation will have a higher quality of life, which often leads to the situation that fish and bear's paw can not have both. It is also the main reason for the fear of marriage and childbirth.

Three, lack of career planning leads to positioning panic.

In today's market economy, people can have more choices and engage in careers that they like.

The ancients said: many are not good, what does that mean? That means that if you give too many choices, you often have no choice, and you do not know how to choose.

When people freely choose careers or jobs, they will also be unemployed or unsatisfied with their careers. Besides, engaging in a job for a long time and a post will also make our lucky children tired of being so worried that their career will not be long enough.

The author believes that there are four periods most likely to generate occupational crises: the positioning crisis that may arise when choosing jobs, the promotion and employment crisis that may arise after 5~7 years, the possible direction crisis at the age of 40, and the possible rice bowl crisis at the age of 50. In these four kinds of dangerous machines, the most confusing workplace is the "positioning crisis".

The so-called "positioning crisis", with today's more professional and more scientific way of saying is career planning.

Career planning education originated in the United States and reached its peak in the 70s of last century, when the whole of the United States was promoting and implementing career education.

It focuses on the whole life of people and implements them one by one in accordance with career cognition, career preparation and career proficiency, so that students can earn their living skills and establish their personal life style.

In the United States, Britain, Japan and other countries, career planning has been included in compulsory courses throughout the whole process of university education.

Career planning does not mean choosing jobs according to their own wishes. It actually includes five major links: first, self assessment (self confidant), namely, objective analysis of one's vocational interests, abilities and values; two, career opportunity assessment (know the other), through a variety of ways, to obtain relevant information about employment cities, industries, occupations and enterprises, and to rationally evaluate career opportunities according to their own situations; three, to determine career goals and paths; four, to formulate action plans; and five to feedback and revise, that is, to adapt to all kinds of changes according to self development, social changes and other unpredictable factors, and timely adjust and revise career plans.

As for career planning, I will not repeat it here.