IOP3703 EXAM REVISION
OCT/NOV 2022/2023
IOP3703
Semester One-Assignment One
Question 1
1. Distinguish between the traditional and contemporary definitions of a career. Also explain
the difference between subjective and objective careers. Chapter 3 Page 91-94 PB
2. The 21st century workforce ...
Question 1
1. Distinguish between the traditional and contemporary definitions of a career. Also explain
the difference between subjective and objective careers. Chapter 3 Page 91-94 PB
2. The 21st century workforce presents a multigenerational workforce that is actively
involved in organisations. Critically discuss the generational diversity faced by
organisations in the contemporary world of work. Chapter 2 Page 47-50 PB
21’st century workforce - 5 workforce generations
• Silent generation – born 1922 – 1945
Most traditional, working fathers, traditional work ethics
Highly disciplined, hardworking, loyal, play by the rules, wisdom keepers,
natural leaders & mentors
• Baby boomers – born 1946 – 1964
Education top priority
Raised in homes enjoying economic prosperity & strong nuclear family
Mothers homemakers & fathers breadwinners
Surrounded by issues from elder parents on one end and adult children on
another and are being put more in a position of needing to parent the
parents
• Generation X – born 1965 – 1976
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, Raised with a silver spoon & sense of entitlement
Often viewed as slackers with less involvement and pessimistic views of
politics & other issues
Some very traditional, optimistic, hardworking, narrow minded belief in
gender roles and stereotypes
High divorce rate & increased number of working mothers
Characterised by traits of independence, resilience and adaptability
Work well in multicultural settings
• Generation Y – born 1977 – 2000
Will be in force through first quarter of 21 century
Self-confident – set goals and go for them
Desire structures & direction in workplace
High tech second nature
Mentor relationship between a senior and Y will be good match
• Millennium generation – born since 2000
Influenced by historical & political events
Expect equal pay as an everyday occurrence & will be flexible
Comfortable with diversity
3. Career concepts explain the objective and subjective careers of individuals. Briefly discuss
how career planning, career management, career self-management, career competency
and career motivation have influenced your objective or subjective career. Chapter 3 Page
94-108 PB
Career planning: an initiative where an individual exerts personal control and agency
(initiative) over their career and engages in informed choices as to his or her
occupation organisation, job assignment and self-development by conducting self-
assessment, formulating goals and developing plans for reaching those goals.
Though the responsibility for career planning lies with the individual, organisations
can assist by providing career planning tools or workshops through career
counselling, workbooks, career resource centres, etc. to guide employees to conduct
self-assessment, analyse and evaluate their career options and preferences, write
down development objectives and prepare a career management plan or strategy.
Self-knowledge is a prerequisite for career planning. It involves knowledge of one's
skills, values, strengths and weaknesses.
Career management: the ongoing process whereby the employee takes action to
obtain: self-knowledge, knowledge of employment opportunities, develop career
goals, develop a strategy, implement and experiment, obtain feedback on the
effectiveness of the strategy and the relevance of the goals. It is a continuous
process of work life that involves making realistic choices, which implies moving
away from the exclusive focus on interests to examine realistic choices within a zone
of preferred and possible choices. Skills acquisition plays a critical role in
occupational goal attainment. Individuals have the primary responsibility for career
management, with organisations taking a supportive role.
Career self-management: the ability to keep pace with the speed at which change
occurs within the organisation and the industry and the ability to sustain one's
employability through continuous learning and career planning and management
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, efforts. Career agency is an individual's capacity to act for them and speak on their
own behalf. It is characterised by the personal initiative to take control of one's
career with a sense of self efficacy and self-confidence and proactively seeking and
exploring new information about a career that will enhance the fit between self, the
environment, one's work values and life interests. Career self-management
behaviours include:
o networking behaviour: getting to know influential people
o visibility behaviour: drawing attention to achievements, getting credit due
o positioning behaviour: pursuing valuable job opportunities
o behaviour related to building human capital: training and education
o validating behaviour: proving competence and capability
o behaviour related to the management of the work/non-work boundary:
preventing work activities from permeating the home environment
The payoff is more highly skilled and flexible employees, and the retention of these
employees. It requires commitment to the idea of employee self-development.
Career competency: competencies and qualities which enable individuals to pursue
meaningful careers
◦ knowing why: values, attitudes, internal needs, identity and lifestyle
◦ knowing how: expertise, capabilities, tacit and explicit knowledge
◦ knowing whom: networking relationships, how to find the right people
◦ knowing what: opportunities, threats and job requirements
◦ knowing where: entering a workplace, training and advancing
◦ knowing when: timing of choices and activities
Inner-value capital attributes relate to people's knowing why competencies which
provide people with a sense of overall purpose and meaning as they navigate
through their careers.
People are regarded as competency traders and their employability depends on their
career competency and their continuous ability to fulfil, acquire or create work
through the optimal use of both occupation-related and career meta-competencies.
Career motivation: the persistence and enthusiasm with which individuals pursue
their careers, even in the face of adversity. It is a multi-dimensional construct
internal to the individual, influenced by the situation and reflected in the individual's
decisions and behaviours. It consists of:
◦ Career identity: a structure or network of meanings in which the individual
consciously links his own motivation, interests and competencies with acceptable
career roles
◦ Career insight: the extent to which the person has realistic perceptions of him or
herself and the organisation and relates those perceptions to career goals
◦ Career resilience: the ability to adapt to changing circumstances, including
welcoming organisational change, looking forward to working with new people,
having self-confidence and being willing to take risks.
Semester Two-Assignment One
1. Question 1
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