IOP 3703-Final-Exam-Revision. Excellent Material. Must Read.

IOP3703 Exam Revision May/June 2018 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 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 1 | P a g e  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 selfassessment, 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 2 | P a g e 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