lOMoARcPSD|12612747

ECAP2614 Scope

Career Psychology (University of the Free State)

Scan to open on Studocu

Studocu is not sponsored or endorsed by any college or university

Downloaded by Khaya Gift (khayagift9@gmail.com)
 lOMoARcPSD|12612747

1.PRE-INDUSTRIAL ERA

 Work as drudgery
 Work as instrumental to spiritual and religious ends
 Work as intrinsically meaningful for its own sake

INDUSTRIAL ERA

 Mechanistic, mass productions lead to decline in will to work

 Meaning sought outside sphere of work

CHARACTERISTICS OF WORK IN THIS ERA INVOLVED:

– Division of labour became more extensive,
– Fragmented work tasks
– Tasks reduced mechanistic repetitive functions
– That had an adverse effect of workers personal commitment to jobs (Taylors scientific
management)
– High production=long working hours,
– Decrease in the will to work,
– Sought meaning outside work

POST-INDUSTRIAL ERA

 Meaning sought outside sphere of work

CHARACTERISTICS

– SELF ACTUALISATION- behaving according to ones values, focusing on emotional, intellectual and
personal development;
– HEDONISM- right to enjoy life and the benefits of one’s work;
– ENTITLEMENTS- being entitled to certain things like choosing your own dress code, access to
sensitive organisational information and participation in strategic decisions;
– ANTIPRODUCTIVISM- increasing concern over the growth in economic growth vs. the continued
depletion of natural resources
– ANTI-AUTHORITARIANISM- having the right to question figures of authority, questioning legitimate
power, complying with a measure of reserve and suspicion.

21ST CENTURY

 Boundaryless, service driven, technology intensive work environments

 Work meaning is a socially constructed product that is dynamic and fluid and that expresses itself
through the perspectives of job meaning, role meaning and self-meaning in a particular
sociocultural context.
 Heightened change and uncertain markets lead to a search of

Downloaded by Khaya Gift (khayagift9@gmail.com)

 lOMoARcPSD|12612747

2.DISTINGUISH BETWEEN CAREER VALUE AND WORK VALUE

WORK VALUES: relate to career values, which are based on individual’s evaluation of the desirability
of different kinds of job attributes.

CREER VALUES: which are based on their evaluation of the desirability of different kinds of job
attributes. Intrinsic career values relate to the rewards individuals derive from participating in the
work tasks themselves, such as interest and autonomy, whilst extrinsic career values relate to the
rewards that are external to the work experience, such as income and prestige.

3.DESCRIBE SEVEN TRENDS OR CHARACTERISTICS RELATED TO THE 4TH INDUSTRIAL REVOLUTION

(4IR) THAT HAS AN IMPACT ON ONE’S CAREER.

• Organisations becoming self-driven, agile and data-driven

• Workforce prefers a flexible, collaborative, meaningful and unconstrained workspace

• Jobs for life is a thing of the past, rise of composite careers

• Global skill shortages have led to the use of alternative workforce personnel

• Job crafting likely to become an important feature of the workplace

• Autonomy and control over work life balance

• Human resources will increasingly rely on AI

• AI driven recruitment strategies

• Job redesign with technological augmentation

• Increased internal talent mobility

4.IMPORTANT COMPETENCY OF FOR INDUSTRY 4.0

• INTRAPERSONAL COMPETENCIES– Cognitive and other emotional abilities

• INTERPERSONAL COMPETENCIES – Ability to build and sustain constructive interpersonal

relationships

• INTERDIGITAL COMPETENCIES– Ability to engage with and manage digital solutions

• INTRADIGITAL COMPETENCIES – Tendency to comply with rules of engagement, policies,

procedures and ethical frameworks

Downloaded by Khaya Gift (khayagift9@gmail.com)

 lOMoARcPSD|12612747

5.4 ELEMENTS OF NEW TYPES OF CAREER

TIME FRAME OF CAREERS

• More frequent transitions and uncertainty in terms of career paths

• Shorter-term career sequences will develop, individuals will often have multiple jobs
simultaneously which requires greater flexibility, adaption and self-management form the individual.

THE SOCIAL SPACE OF CAREERS

Individuals pursue meaningful and decent work within a specific social context that provide certain
career experiences

MEANING OF A CAREER (SUCCESS AND PROTEAN)

TRADITIONAL CAREERS: generally consisted of a succession of related jobs arranged in a hierarchy

through which individual’s moved in an ordered, predictable and upward progression

MODERN CAREER: the evolving sequence of a person’s work experience over time, including the
process of development and growth along a path of diverse experiences and multiple projects and
roles in one or more organisations and work contexts within a specific sociocultural-economic
political-technological labour market.

AGENCY IN CAREER MANAGEMENT

Given the complexity of the current work environment and the increase in boundaryless and protean
career paths, Individual agency has become central to career success and sustainability.

CAREER SUCCESS IS LINKED TO AN INDIVIDUAL'S GOAL ORIENTATION

– AFROCENTRIC VALUE SYSTEM: Quality of life, common vision for communal effort. ‘Feminine’
values characterised by nurturance and concern for relationships and the environment

– EUROCENTRIC VALUE SYSTEM: Material success, position and individual merit. ‘Masculine’ values
characterised by assertiveness, ambition and competitiveness

6.DESCRIBE EACH OF THE FOUR C’S; AND PROVIDE A TYPICAL QUESTION ONE NEED TO IN EACH OF
THE FOUR C’S.

• CAREER CONCERN – Individual shows concern for their future and is engaged in planning for it

– Do I have a future?

Downloaded by Khaya Gift (khayagift9@gmail.com)

 lOMoARcPSD|12612747

• CAREER CONTROL – The individual engages and exerts control over his/her future through decision
making, determination and agency.

– Who owns my future?

• CAREER CURIOSITY – The individual gathers occupational information and self-knowledge in an

attempt to fit into the world of work.

– What do I want to do with my future?

• CAREER CONFIDENCE– The individual develops a sense of self-efficacy in overcoming obstacles to

implement career goals.

– Can I do it?

7.EMPLOYABILITY CAPITAL DOMAINS

HUMAN CAPITAL- Cumulated education, personal and professional experiences. Psychological capital
(ability to perform optimally in a role)

SOCIAL CAPITAL- Personal contacts and social network (knowing who)

CAREER CAPITAL-Becoming a proactive career agent in managing own career Knowing why; knowing
how; knowing whom

CULTURAL CAPITAL- Fit between employers and employees with regards to goals, values and social
behaviours

8.TRADITIONAL PLAN-AND-IMPLEMENT CAREER

-These models use a linear process in setting career goals, from which flows an implementation plan.

-The end goal is usually fixed, with the ideal of identifying the end goal as clearly as possible at the
outset.

-The career planning and management process is deductive, with progress in stages, each building on
the preceding step

MODERN TEST-AND-LEARN CAREER MODELS

-These models use a circular process in which iterative rounds of action and reflection lead to
updating goals and possibilities.

-Career goals are continuously changing, with the ideal of improving one’s ability to formulate and
test hypotheses about future possibilities along the way

.-The career planning and management process is inductive, with progress by iteration with leaps of
insight.

Downloaded by Khaya Gift (khayagift9@gmail.com)

 lOMoARcPSD|12612747

9.CAREER STRATEGY DEVELOPMENT

1. One’s current proficiency

2. Working long hours

3. Acquiring new skills

4. Taking advantage of opportunities

5. Developing an association with a colleague

6. Strengthening one’s image

7. Taking part in company policy

10.21ST CENTURY CAREER PLANNING MODEL (Otte & Kahnweiler, 1995)

Quest for personal development

1.Honour resistance

2.Clarify ideal future

3.Study self

4. Analyse past competencies

5.Analyse competencies needed in ideal future

6.Draft tentative plan

7.Explore plan with others

8.Execute plan incrementally and reflect on learning

9.Evaluate and reformulate plans

• Background-related hurdles– Starter advantage or disadvantage (socio-economic position).

• Trait-like hurdles– Personality predisposition (low emotional stability; low agreeableness; low
openness to new experiences; low core self-evaluations).

• Motivation hurdles– Poor motivation, unwillingness to invest resources and inability to bounce
back when experiencing setbacks.

• Skill-related hurdles– Lacking knowledge or skills required for progression.

Downloaded by Khaya Gift (khayagift9@gmail.com)

 lOMoARcPSD|12612747

• Social network hurdles– Poor social capital (lack of meaningful relationships within and outside the
company/industry), leading to a lack of opportunities.

• Organisational and job hurdles– Elements that are lacking in the work environment (lack of
organisational support or promotion opportunities; low job challenge).

Downloaded by Khaya Gift (khayagift9@gmail.com)