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CAREERS FIFTH EDITION An organisational perspective AMG Schreuder • M Coetzee Juta Support Material To access supplementary student and lecturer resources for this title visit the support material web page at http://jutaacademic.co.za/support-material/detail/careers Student Support This book comes with the following online resources accessible from the resource page on the Juta Academic website: • Exam and study skills • PowerPoint slides Lecturer Support Lecturer resources are available to lecturers who teach courses where the book is prescribed To access the support material, lecturers register on the Juta Academic website and create a profile Once registered, log in and click on My Resources All registrations are verified to confirm that the request comes from a prescribing lecturer This textbook comes with the following lecturer resources: • Additional questions and answers for each chapter Help and Support For help with accessing support material, email supportmaterial@juta.co.za For print or electronic desk and inspection copies, email academic@juta.co.za CAREERS An organisational perspective FIFTH EDITION A M G Schreuder • M Coetzee Careers: An organisational perspective First published in 1997 Reprinted 1997 Second edition 2001 Third edition 2006 Fourth edition 2011 Reprinted July 2012 Reprinted 2013 (thrice) Reprinted 2015 Fifth edition 2016 Juta and Company (Pty) Ltd PO Box 14373, Lansdowne, 7779, Cape Town, South Africa © 2016 Juta & Co Ltd ISBN: 978 48511 198 (Parent) ISBN: 978 48511 541 (Web PDF) All rights reserved No part of this electronic publication may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying, recording, or any information storage or retrieval system, without prior permission in writing from the publisher Subject to any applicable licensing terms and conditions in the case of electronically supplied publications, a person may engage in fair dealing with a copy of this publication for his or her personal or private use, or his or her research or private study See Section 12(1)(a) of the Copyright Act 98 of 1978 Project Manager: Debbie Henry Editor: Simone Chiara van der Merwe Proofreader: Michelle Savage Cover designer: Monique Oberholzer Typesetter: ANdtp Services Indexer: Jennifer Stern Typeset in 10/13.5pt New Century Schoolbook Printed in South Africa by The authors and the publisher believe on the strength of due diligence exercised that this work does not contain any material that is the subject of copyright held by another person In the alternative, they believe that any protected pre-existing material that may be comprised in it has been used with appropriate authority or has been used in circumstances that make such use permissible under the law Contents About the authors Preface Acknowledgements Tables and Figures acknowledgements ix xi xiv xv Chapter 1: The meaning of work Introduction The meaning of work in different societies and eras The psychology of working Work as a central life interest Work values Advancement Power Status Autonomy Self-actualisation Economic/material rewards Social values Workplace spirituality Conclusion Review and discussion questions Reflection activity 1 11 13 16 17 18 19 19 23 24 27 29 30 31 Chapter 2: Changes in organisations: Implications for careers 36 Introduction The 21st-century workplace The 21st-century workforce Generational diversity Workforce distribution/composition Implications of the changing organisation for careers New forms of careers Career progress and success redefined Lifelong learning Career resilience and career adaptability New knowledge and skills required for more technical and complex work 36 37 47 47 51 54 57 64 65 66 69 Careers: An organisational perspective New employment relationships and work arrangements Employability Individualism is valued above organisational loyalty Diverse needs of employees Traditional male and female roles are being challenged The new psychological contract Conclusion Review and discussion questions Reflection activity 72 76 79 80 83 84 86 87 88 Chapter 3: Career concepts and career models 91 Introduction Career concepts Career planning Career management Career development Career paths Career self-management Career competency Career success Career motivation and career commitment Career maturity, career adaptability and career self-efficacy Career models A plan-and-implement career model Career exploration Career goals Importance of setting career goals Career strategy Career appraisal Test-and-learn career models The 21st-century career planning model The career invention model The contextual action model Conclusion Review and discussion questions Reflection activities 91 94 96 97 99 103 104 105 106 108 111 117 119 120 121 123 123 126 127 127 131 136 140 140 141 Chapter 4: Career choice and counselling 146 Introduction Trait-and-factor or person–environment-fit theories Parson’s trait-and-factor theory Holland’s theory of personality and occupational types Dawis and Lofquist’s theory of person–environment correspondence Jung’s theory of personality types Lifespan development theories Super’s career development theory iv 147 154 155 158 168 171 175 176 Contents Cognitive–behavioural theories and approaches Krumboltz’s career decision-making theory Mitchell, Levin and Krumboltz’s happenstance approach theory Hackett and Betz’s theory of self-efficacy Psychodynamic approaches Bordin’s theory of personality development Tiedeman, O’Hara and Miller-Tiedeman’s life-career decision-making theory Relational approaches to career development Roe’s theory of parent–child relations Person-in-environment perspectives Cook, Heppner and O’Brien’s race/gender ecological theory Brown’s theory of values Postmodern perspectives Savickas’s career construction theory for life designing Frankl’s theory of existential guidance (logotherapy) Career theories in practice The Diagnostic Framework for Career Services Ethical considerations Case example: Application of the Diagnostic Framework for Career Services Determining the client’s profile: Applying Super’s Segmental Model of career development as a framework Social policy and employment practices Diagnosing the interventions required Career coaching: Purpose Evaluating the effectiveness of the career intervention Conclusion Review and discussion questions Reflection activities 183 183 186 187 190 190 193 195 195 198 198 199 200 201 212 213 213 219 223 223 224 225 228 229 230 231 231 Chapter 5: Life and career stages 236 Introduction Career stages Life stage development Career development in childhood (up to 15 years) Adolescent career development (15 to 18 years) Emerging adulthood Adult career development Career development of men and women The early adulthood life stage Middle adulthood life stage (45 to 60 years) The late adulthood life stage (age 60 years to retirement) Conclusion Review and discussion questions Reflection activities 237 238 249 249 255 258 260 262 264 273 279 287 287 288 v Careers: An organisational perspective Chapter 6: Career issues 294 Introduction Career anchors Definition of career anchor Origin of the concept career anchor Types of career anchors Career anchors and career development Career patterns Types of career patterns Patterns of career mobility Career patterns and career development Working couples Family factors Family patterns Work–family conflict Work–family enrichment Organisational actions Career plateauing Types of career plateauing Outcomes of career plateauing Organisational actions Obsolescence Models of obsolescence Organisational actions Job loss and unemployment Ways in which individuals are affected by losing a job Stages of job loss Organisational actions Career assistance to retrenched employees Conclusion Review and discussion questions Reflection activity 295 295 295 297 297 306 308 308 312 312 313 315 319 321 324 325 329 330 331 332 335 336 338 339 340 342 343 343 347 347 348 Chapter 7: Career well-being 351 Introduction Approaches to well-being Hedonia versus eudaimonia Subjective well-being The broaden-and-build theory of positive emotions Psychological well-being The PERMA model The mental health continuum Flourishing at work Emotional well-being vi 351 355 355 355 357 357 358 358 360 361 Contents Psychological well-being Social well-being Antecedents of flourishing and languishing Person–environment fit Strengths use Role clarity Overload and personal resources The nature of the job Job security Supervisor relations Co-worker relations Work beliefs Advancement Remuneration Work–home and home–work interaction Individual traits and well-being Personality traits Sense of coherence Generalised self-efficacy Optimism Coping Outcomes of flourishing and languishing The effect of stress Burnout Interventions to promote well-being Organisational interventions Individual interventions Conclusion Review and discussion questions Reflection activities 361 364 364 365 365 368 368 369 371 371 372 374 375 376 376 377 377 378 379 379 380 382 385 385 387 387 390 394 396 397 Chapter 8: Organisational choice and career development support 400 Introduction Theories of organisational choice Expectancy theory Unprogrammed decision-making process Theories of position selection in organisations Social comparison theory Super’s theory Other factors influencing organisational choice Organisational career development support practices The organisational career development system Contemporary organisational career development support practices Ethical dilemmas Conclusion 400 401 403 403 404 405 405 406 407 409 416 463 465 vii Careers: An organisational perspective Review and discussion questions 465 Reflection activities 466 Glossary of terms 469 References 486 Index 536 viii Index autonomy 16, 19, 363 career anchor 301 and well-being 357 avoidance 381 awareness 121 B Baby Boomers 48, 50, 280 retaining 416 retirement and plateauing 329-330 Barbeite, F 409 Barrick, MR 377-378 Basic Conditions of Employment Act 75 Basuil, DA 314 Batt, R 327 behavioural competencies 79 behaviour-based work-family conflict 324 being stuck 128-129 beliefs 7, 374-375 belonging 25-26 and well-being 375 Betz, NE 187-190, 214 big five personality traits 377-378 blogging 45 Bloom’s taxonomy of cognitive tasks 252 Bonett, DG 372 Bordin’s personality development theory 154, 190-192 Botha, L 84 boundaryless careers 18, 55, 59-60 and working couples 318 bridge employment 282, 285 broaden-and-build theory of positive emotions 357, 364 Brofenbrenner, U 198-199 Brousseau model 313 Brown, D 157-158, 199-200 Brown’s theory of values 199-200 Buddhism 4 Budjanovcanin, A 297 building blocks analogy 182 burnout 354, 378, 385-387, 386, 395 burst of ambition 230 business contact occupational group 196 C cafeteria benefits 298 calling orientation 374-375 Calvin, John capital employability 415 human 7, 105, 413-415 inner-value 120 social 41, 77-78 capitalism 3, 13-14 carbon resources 43 career/s achievement 271-273 adaptation preoccupations 248 adjustment 177, 217 advising 419, 428 age 239 appraisal 126-127 assessments 151-152 awareness in childhood 254 boundaryless 18, 55, 59-60 capital 78 choice 99, 147, 183-185, 400-401, 405 coaching 215, 228-229 commitment 96, 110-111 concepts 94-96, 95 contemporary 55 continuous construction 139 conversations 388 culture and pattern fit 313 customisation 74-75, 439-442, 440 decision making 113, 253 decision-making theory 183-186 definition 91-94 discussion 419, 428-429, 430-431 drivers 135 education 215, 226 enablers 135 enhancing strategies 425 establishment preoccupations 248 expectations 105-106 experiences positive and negative 107 exploration 119, 120-121 goals 119, 121-123 growth 21 guidance 214 harmonisers 135-136 identity 108-110 identity vs work identity 109-110 indecision vs goals 123 information use 150 intelligent 78, 105 interventions 213, 229-230 invention model 131-136, 134, 135 537 Careers: An organisational perspective ladders 419-420, 431 linear vs multi-directional 92 mobility 18, 312, 412 motivation 96, 110-111 orientation 374 patterns 308-313, 311 plateauing 329-335, 444 postponement of 259 progress 55, 64-65 resilience 56, 66-69, 110-111 satisfaction 107 self 213, 216-218 self-efficacy 95, 112-113, 187-190, 375, 379, 382 self-management 95, 104-105, 116, 242, 421, 444-445 self-ownership 18 stories 200-212 strategies 123-125 theories 153-154 therapy 214-215 transitions 343-347 values intrinsic vs extrinsic 13 well-being 351-352 career adaptability 56, 66-69, 95, and childhood 255 and life design 202-203 and self-management 116 syndromes 111-112 career anchors 27, 224 and career development 307 definition 295-297 and job involvement 307 vs occupational type 296, 306 profile and plateauing 334 trends 304-306 types of 297-306, 299 career competency/ies 20-21 analysis 130 elements of 70 facilitating 216-217 planning 130 types of 79 career construction 92, 136-137,137, 154 interview 164, 204, 234 for life designing 201-205, 206-210 career counselling 147, 152, 214, 419, 425-428 joint conclusions 429, 431 538 career development 95, 99-103 adult 260-261 Association 102-103 booklets 421, 442-444 centres 421, 442-444 in childhood 249-255 culture 409 and education 153 first wave 154 gendered 262-264 organisational perspective 99-100 patterns 312-313 preoccupations 248 principles 410 relational approaches 154, 195-198 segmented model of 181-183 service 150 system 411-415 third wave 200 understanding 151 career development practitioners (CDP) 147 competency levels for 101-102 core competencies 148-152 specialised competencies 152-153 career development support 407 organisational 409-416, 417-422 human capital 413-415, strategic 411-413 career management 95, 97-99 interventions 425 responsibility for 407-408 career maturity 95, 111, 177 and adolescents 257 and childhood 255 career models 117 plan-and-implement vs test-andlearn 118-119 career paths/pathways 95, 103-104 contemporary approaches 104 various 441 career planning 95, 96-97, 253 deductive vs inductive 118 workshops 421, 445-450, 447 career stages 92, 94, 99, 238-248, 240241, 244-247 non age-normal 237 peculiar to women 263 progression through 242 career success 55, 64-65, 96, 106-108 criteria 93 Index careerists 73 Carver, CS 380 Casper, WJ 314 Catalino, LI 369, 372 celerity 169 centrality of work 11-13 CEO cult of 41 challenges at different life stages 259, 264-266, 274, 280-281286-287 gendered 262 change 36 Chen, CP child-bearing 83 career and gender 262-263 childhood and career adaptability 255 and career awareness 254 career development in 249-255 and career planning 253 and exploration stage 253 and gender 254 psychosexual stages 191-192 vocational development 251-252, 254-255 choice 99, 147 factors that influence 183-185 organisational 401-407, 402-403 churning jobs 70 Cicero 2 circumscription 251-252 and compromise theory 249 Clark, M 275 classism 10-11, 251-252 cloud technology 42 coaching programmes 387 see also mentoring co-employment 75 Coetzee, M 131 cognitariat 19 cognitive-behavioural theories 154, 183-190, 215, 217-218 cognitive maps 250-251 cognitive tasks taxonomy 252 coherence 378, 382 dimensions of 379 Collard, BA 271 common reality 194 communication 148 competency 79 and well-being 389 community 224-225 company politics 124 competence 363 competency/ies 20-21 analysis 130 -based career ladders 419, 431 elements of 70 facilitating 216-217 Framework for CDPs in SA 101-102 planning 130 types of 79 compulsion 190-192 computer literacy 353 concern 67, 112 with right and wrong 192 confidence 67, 112 confidentiality 219, 222, 464 Confucian work ethic congruence 163 conscientiousness 377 consistency 163 constraints of work volition 10 constructivism 200-201 consumerism 22-23 contacts 77-78 contemporary career theories 154, 179, 200-212, 238 contemporary workplace 7, 8-9, 37, 353 contextual action model 136-140, 137 contingent work arrangements 74-75 contingent workers 21 continuation theory 283 continuous learning 18, 21, 46, 56, 65-66, 277 contracting 221 contract work arrangements 75-76 contracts 47, 55, 60-61, 75 contractual relationships 414-415 control 67, 112 Cook, EP 198-199 Coombs, C 307 coping strategies 380-382, 393 core employees 73 core problem as narrative 210 corporate lattice 440 corporate social responsibility 46 corporations vs confederations 40 539 Careers: An organisational perspective corresponce between individual and environment 169 counselling 147, 152, 214, 419, 425-428 joint conclusions 429, 431 courage 366 creativity and professions 12 and well-being 354 Crites, JO 20 critical client skills 187 critical contact theory 402, 404 Cropanzano, R 372 cross-functional experience 419, 431-432 crystallisation of the career self-concept 108-109 Csikszentmihaly, Mihaly 352 culture 200 curiosity 67, 112 as critical skill 187 as motive 192 cybercounselling 426 cycles of career invention 131 cycles of learning 92 maxi 239, 242 mini 239, 240, 242, 244, 248 cyclical careers 64 D Dawis, RV 168-170, 229 Deci, EL 376 decision making outcomes 185-186 unprogrammed 402, 403-404 see also choice decline stage 178, 279 DeFillippi, RJ 20 Deloitte survey on talent management 415-416 Demerouti, E 317 demographics 43 depression case study 31-32 designated groups 422, 458-459 destruction/creation polarity 275 development mode 21 de Vries, Kets 276, 277 Diagnostic Framework for Career Services 213-215, 216-218, 230-231 case study 223-230 Dictionary of Occupational Titles 156 differential disengagement 283 540 differentiation 163 dignity 219 direct contracting 76 directionality 18 disabilities 461 and job loss 347 discrimination, age 278 disease model 352-355, 394 disengagement phase 203, 241, 243, 246 disengagement theory 283 diversity 29, 43, 46 generational 47- 51 management 149 workforce 51-54 workplace 38 doing good and flourishing 371 downsizing 339 downward classism 11 dream, gendered 262 dual career couples 313 families roles 319, 320-321 ladders 420, 432 dual earner couples 313-314 Dubin, R 11-12 E early adulthood 178, 260, 264-273 career establishment 268 ego identity 266 job challenge 271 mentoring 270 tasks 264-268 economic work arrangements 75 economy and employment practices 225 education 417, 423 levels 53-54 effort 190-192 ego development 191-192 identity 191, 193 integrity 281 transcendence 28 embeddedness 80 emerging adulthood 258-260 challenges 259, 264-266 and commitment 259 emotions/emotional 189, 356 positive 357, 361 white-collar vs blue-collar 277 well-being 359, 361 Index employability 56, 76-79 capital 415 enhancing 151 and flexibility 59 employee/s dependencies 39 different needs of 56, 80-83 participation 388 profile 441 employee turnover 384 employment equity 29-30 Act 54, 410-411, 423 Report 51 employment practices 224-225 employment relationship modes 413-415 empowerment 389, 390 endurance 169 engagement 362, 384 enrichment, role theory 324-325 entitlement 5, 14, 15 entrepreneurial careers 55, 61-63 career anchors 302 characteristics 62 entrepreneurship 8 environment/al 213 assessment 449 change and obsolescence 337 exploration 120-121 factors and choice 184 four systems of 198-199 mastery and well-being 357, 359 Erikson, EH 267, 275 establishment stage 178, 203, 240, 243, 246 Ethical Codes for Psychologists 219 ethics 28, 148, 219-221, 264, 463-465 eudaimonia 355 exchanges 422, 457-458 existential guidance theory 212 expatriates 459 expectancy theory 402, 403 expert career pattern 309, 311 exploration stage 177, 203, 240, 243, 245, 247 expressiveness as motive 192 extraversion 171-172, 377-378, 381 extrinsic success 107 F fairness 389 family 26-27, 304 case study 33-34 days 326 factors 315-319 -friendly organisations 325 see also work-life balance feedback and assessment 272-273 and career establishment 269-271 constructive 66 multi-source 425 orientation 451 and well-being 389 Feldman, DC 284, 285 field dependence 456 fit 80, 168, 390 flexibility 26, 42 as critical skill 187 and employability 59 forms of 58, 82 of goals 122 mid-life 278 and self-management 105 and work adjustment 169 work hours 270 flourishing 354-355, 357 antecedents 364-365 dimensions of 360 impermanence of 360 outcomes 382-389 at work 360-364 Folkman, S 381 forgiveness 393 foundational competence 70 Framework for Co-operation in the Provision of Career Development in SA 98-99, 411, 461-462 Frankl, VE 212 Frederickson, BL 357, 369, 372 Freudian theory 191-192 Fromm, Erich 20 functional career anchors 298-300 future clarifying the ideal 129 G Galinsky, E 47, 82, 83 gender 17, 63 and career patterns 311 changing perceptions of 44, 83-84 and childhood 254 541 Careers: An organisational perspective and choice 183-184 and job loss 340 and performance accomplishments 188 and race ecological theory 198-199 role attitudes 322-323 stereotyping 251 and work-family conflict 322-324 and working couples 314 general culture occupational group 197 general managerial competence career anchors 300-301 generations 22-23, 47-51 2020 50 conflict 43-44 different needs of 81 multiple 38 and retention strategies 416 @Work Survey 50-51 generativity 275-276 genetics and choice 183 GenMe 2-23, 27, 44, definition 49-50 retaining 416 values and needs 51, 81 Germany East vs West 14 Geurts, SAE 317 globalisation 43, 353 global thinking 45 goals 15-16 characteristics of 122-123 establishing 449 and flourishing 393-394 orientation 107-108 stretch 458 goodwill 77-78 Gordon, JR 278 Gottfredson, Linda 249-255 gratitude and well-being 392 Greenhaus, JH 119, 268 group norms 374 growth stage 177, 203, 245 Guan, Y 97 Gubler, M 307 Guest, D 297 guidance 214 guilds 40 H Hackett, G 187-190, 214 Hall, DT 275 542 Hankin, H 37 happenstance theory 186-187 happiness 356, 391, 394 science of 352 hardship management 393 harmony 363 Hartung, PJ 202 Health Professionals Council of SA 92, 219, 222 hedonia vs eudaimonia 355 hedonism 5 Henley Centre 37 Heppner, MJ 198-199 hierarchy 18-19 high-potential employees 413, 459-460 see also talent history 2 HIV/Aids 52-53 Holland, JL 158-168, 203-204 Holland’s theory of personality and occupational types 158, 159-162, 203-204 case study 165-167 constructs 163-164 home-work flexibility 44, 81 influences 317-318 interaction 376-377 honesty 62, 428 honour resistance 128-129 HSRC 52-53 Test Catalogue 157 human capital 77, 105 and career development support 413415 Human Sciences Research Council see HSRC I IBM Corporation 47 identify-and-use approach 368 identity 20, 140, 163-164 levels of 249 vs self 200 image and career strategy 124 inconsistency 310 independent contractors 74 individualism 14, 41 vs organisational loyalty 56, 79-80 individual obsolescence 337 Index individual traits and well-being 377-382 individuation 10, 274 induction 421, 452, 459 industrial era industrialisation 5 information acquisition 253 technology and well-being 353 informed consent 219, 222, 464 Ingram, W 285 insecurity 23, 340 see also job security integrity 28 intelligence 224, 251 intelligent career 78, 105 interests 156, 223 interface, work-home; home-work 44, 81, 317, 318, 376, 377 internal genetic compass 250 internal job openings 417, 422-423 interns and confidentiality case study 220-223 internships 98 interrole conflict 321-322 interventions decision 225-228 individual 390-394 organisational 387-394 intimacy, avoiding 266-267 intrinsic success 64, 94, 107 Islam 4 isolation 267 K Kahnweiler, WM 127 kaleidoscope careers 263 Khapova, SN 78 kindness 392 Kleiner, BH 67) knowledge 78, 105 characteristics and well-being 370 economy 43, 54, 65 skills and abilities obsolescence 337 workers 70 Kohlberg, L 264 Krumboltz, John D 183-187, 214 Krumboltz’s career decision-making theory 183-186 J job/s attainment factors 259-260 characteristics and well-being 369-371 characteristics theory 364 crafting 388-389, 416, 418, 424, 466-467 demands resources model 365 design 354 evaluation 114 fit 168 internal 417, 422-423 meaning 8, 136 orientation 374 redesign 388 job loss 339-347 career assistance 343-344 L Labour Force Survey 53-54 labour market and employment practices 225 Labour Relations Act 75 languishing 359 antecedents 364-365 impermanence of 360 outcomes 382-389 late adulthood 178, 261, 279-287 career development support 283-287 challenges 280-281 lateral classism 11 lateral moves 419, 431-432 case study 33-34 Lazarus, RS 381 learnerships 98, 461-463 effects of 340-342 and people with disabilities 347 provoking and protective factors 341-342 stages 342-343 job satisfaction 107 and well-being 361 job security 39, 54-55 and well-being 371 joint action 137, 139-140 conclusions 429, 431 jugglers 73 Jung’s psychological types 171-172, 224 justice 366 543 Careers: An organisational perspective learning cycles 92, 239, 240, 242, 244, 248 and development 411 experiences and choice 184-185 lifelong 18, 21, 46, 56, 65-66, 277 mode 21 and well-being 363 leisure 22 and retirement 284 Lepak, DP 413 Levin, AS 186-187 life -career decision-making theory 193-194, 228 -Career Rainbow 179-180 designing career 201-205, 206-210 dimensions of 89 expectancy 279-280 phases 237, 245-249, 247 roles 29, 200, 213, 216-218 satisfaction 107, 270 story 208 structure 201, 202 themes 204-205, 211 lifelong learning 18, 21, 46, 56 mid-life 277 and the protean career 65-66 lifespan development theories 154, 175, 237 life stages 237, 245-247 psychobiological development 249 Super’s 177-178 lifestyle career anchors 27, 303-304 linear career pattern 92, 300, 309, 311 links 80 listening 427, 428-429 locations of work 40 Lofquist, LH 168-170, 229 logotherapy 212 London, M 18 longevity 37, 43 and generational diversity 47 long-term insiders 73 outsiders 73-74 love 366 loyalty 302 Luther, Martin Lyubomirsky, S 390 M Mainiero, LA 263 544 maintenance stage 178, 203, 241, 243, 246 managerial occupations 197-198 marriage 83 masculine/feminine polarity 275 Maslow’s hierarchy of needs 195, 223 mass career customisation 439-442, 440 mass production Masuda AD 26 Matos K 47, 82, 83 Maurier, T 409 maxi-cycles of learning 239, 242 McNall LA 26 meaning contract 212 evolution making 8, 201 types of 136 of Work study 12, 20 meaningfulness 375, 379 and well-being 370 of work 362 Meister, JC 44, 81 mental abilities 156 age 252 health continuum 358-360, 359, 394 mentors/mentoring 124, 140, 420, 435-436 appointing 451 roles 437-439 young adults 270 mergers and acquisitions and job loss 339 merit pay for performance 301 middle adulthood 178, 272-279 benefits 272 career development support 278-279 challenges 274 insecurity 278 and mid-life crisis 128, 276-279 and mid-life transition 260-261 and obsolescence 278 Millennials 2-23, 27, 44, definition 49-50 retaining 416 values and needs 51, 81 Miller-Tiedeman, Anna 193-194, 228 mini cycles of learning 239, 240, 242, 244, 248 Index Minnesota questionnaire and classification system 170 Mitchell, LK 186-187 mobile technology 44-45 mobility 18, 312, 412 Mone, EM 18 moral development stage 264 morality 256, 264 mortality 272, 281 Mount, MK 377-378 multicultural world 8-9 multi-directional career pathways 92-93 multiple career paths 239 roles reality 265 roles working couples 319, 320-321 Myers-Briggs Type Indicator 171, 173, 174-175, 224, 227-228 N narrative 200-202 career 201, 243 thematic 201-202 therapy 212 National Qualifications Framework 72, 423 National Skills Development Act 423 Levies 423 Strategy 54, 72, 410-411 needs 56, 80-83, 223, 195-196 -based anchors 298 of client 225-226 for competence and satisfaction 270 of employees 80-83 Maslow’s hierarchy of 195, 223 negative affect and well-being 361 networking 41, 77-78 behaviour 104 and job security 39 neuroticism 377 new men 314 Nicholson, N 271 Nicklin, JM 26 nurturance as motive 192 O objective factor theory 402, 404 responsibilities 267-268 success 107 O’Brien, KM 198-199 obsolescence 335-339, 336, 338 models 336-338 risk of in mid-life 278 occupational activities continuum 196-198 Occupational Information Network (O*NET) 156-157 occupational titles 156 offsite working and well-being 353 O’Hara, Robert P 193-194, 228 online career development centres 442-443 on-the-job learning 305, 416, 418, 424 openness 20 to experience 377 opportunities 124 structure 10 optimal fit and well-being 387 optimism 379-380, 382, 392 as critical skill 187 organisations/organisational actions to prevent obsolescence 338 -based relationships 413-414 career management 99-100, 228-229 choosing 406-407 climate and obsolescence 337 commitment 84, 110, 229, 307, 317, 354, 371, 413 entry 401, 444 interventions to promote wellbeing 387-394 occupational group 196 response to job loss 343 support for plateauing 332-335 support for work-family conflict 325-328 organisational choice 400-401 assessing organisations 406-407 compensatory vs non-compensatory models 403 factors influencing 406-407 vs occupational choice 405 theories 401-407, 402-403 orientation 421, 451-452 Otte, FL 127 outdoors occupational group 197 outplacement 422, 458 545 Careers: An organisational perspective overload 368-369 job 348 role 322 P Pahl, RE 22 paramedic case study 31-33 parent-child relationship 191 parenting 314 Parker, P 78 Parson’s trait-and-factor theory 155-158 partnerships 86 path, career 95, 103-104, 441 patterns, career 308-313, 311 performance accomplishments 188 appraisal 418, 425 experience 98 management 411 managing 66 mode 21 PERMA Model 358, 394, 395 Persia 4 persistence as critical skill 187 personal development quest 128 growth and well-being 359, 357 reality 194 resources 357, 361, 368-369, 395 personality 156, 169 development theory 190-192 style 203-204 types 171, 173, 174-175, 224, 227-228 person-centred counselling 426-427 person-environment fit 154,168-170, 198-200, 354, 364, 365 phased retirement 434 philosophy 2-3 Pitt, B 276 PIVOTAL 72, 423 placement 214 see also recruitment plan-and-implement career models 117-118, 119-127 planfulness 253 plateauing 329-335, 444 outcomes 331-332 types of 330-331 play 190-192 pooled workers 73-74 546 portfolio careers 47, 55, 60-61, 75 positioning behaviour 104 position selection theories 402, 404 positive affect and well-being 359, 383 emotions and well-being 357, 361 psychology model 352-355, 394 relations and well-being 357, 359 thinking 392 post-industrial era postmodernism 5 career theories 154, 179, 200-212, 238 and Holland’s theory 164 poverty 6 power 17 as motive 192 orientation to 251-252 structures 17-18 practical competence 70 precision as motive 192 pre-industrial era pre-redundancy programmes 434 present, living in the 393-394 pride 31 privacy 219, 222, 464 privatisation 339 pro-action 455, 456-457 proactivity 278 problems as narrative 208 professional/professionalism 66, 149 occupations 197-198 standards 219-220 VOcational, Technical and Academic Occupational Learning see PIVOTAL proficiency 120 promotion 266 protean career 8, 12, 28, 55, 57-58 and autonomy 94 careers and working couples 318 and mid-life 277 Protestant work ethic 3, 13-14 and economic reward 23-24 psychobiological life tasks 237 psychodynamic approaches to career development 154, 190-194 psychology/psychological 352-353 career resources 106 career success 64 contract 56, 84-86, 85, 463-464 Index polarities 274-275 power 9 reward 12 safety 373-374 Society of SA 219 success 266 well-being 357-358, 359, 361, 395 of working 9-11 of Working Framework 10 psychometric assessment 152 psychosocial career meta-capacities 106 career preoccupations 248 contract 269 employability attributes 79 pure challenge career anchor 303 purpose 9, 362-363 and well-being 358, 375 see also meaning nurturing 392-393 parent-child 191 supervisor 371-372, 373 traditional 54-55 and well-being 357 religion 3-4, 13, 25 and flourishing 394 and work-family balance 326 vs spirituality 28 see also spirituality remuneration 376 and organisational choice 406-407 see also reward Rennaissance 4 reputation capital 76-77 research competency 152-153 resilience 215, 357 reskilling 64 respect 28, 464 responding 429 Q responsibility and well-being 370 qualifications, National Framework 72, results-based work environment 82 423 retirement quality of life 41, 355-356 age 279-280 quality of the career process 283 keeping busy 282 quarter-life quandary 265 phased 434 questionnaires 229 preparation 281-284, 420, 420, 433-435 R resource domains 284-285 race/gender ecological theory 198-199 working in 286 Randall, R 296 retraining 66 realities types of 194 retrenchment 343-347 reality testing 448 reward 389 recognition 298, 411 economic 16, 23-23, 376, 406-407 recruitment 153, 214 intrinsic 28 on social media 45 non-financial 12 recycling life stages 178, 203, 242 and recognition 411 redeployment 422, 458 rhythm 169 reflective competence 79 RIASEC model 158, 159-162, 203-204 reflective listening 427 case study 165-167 reflexive competence 70 constructs 163-164 reformation 3 right to know 464 relatedness 363 risk taking as critical skill 187 relational approach to career development Rodrigues, R 297 154, 195-198 Roe, A 196 relations/relationships 148 role/s with co-workers 372-374, 390 ambiguity 323 informal 270-271 clarity 368 and job security 39 conflict and exhaustion 323 new 56, 72-76 confusion 256-257, 264 547 Careers: An organisational perspective enhancement 377 enrichment theory 324 meaning 8, 136 models 206 overload 322 playing 176-177, 429 profiling 114 scarcity 376-377 theory enrichment 324-325 multiple 319, 320-321 Rousseau, DM 18 Ryan, RM 376 Ryff, CD 357 S SABPP 411 sacrifice 80 same-sex couples 83 SAQA 423 satisfactoriness vs satisfaction 169 Savickas, ML 179, 201-205, 239 Scheier, MF 380 Schein, EH 224, 296, 300 school-to-work transition 240, 259 science occupational group 197 secondments 422, 457-458 security career anchor 301-302 see also job security segmental model of career development 181-183, 223 selection 153, 354 self -acceptance and well-being 358, 359 -actualisation 5, 19-29 -assessment 272, 446, 448 -awareness 425 -confrontation 140 -connection 10 -creation 250 -determination 9, 10 -determination theory 363 -direction vs external authority 19 -employment 61-63 -empowerment 18 -exploration 120 -expression 28, 209 -meaning 8, 136 -observation generalisations 185-186 -ownership 18 548 -reliance 86, 94 -study 128, 129 three levels of 109 -worth 24 self-concept 108-109, 176, 206, 251-252, 390 and cognitive map of occupations 252 and development stage 225 self-efficacy 95, 112-113, 379, 382 and well-being 375 theory 187-190 theory implications 189-190 self-knowledge 97 and career insight 110 and childhood 253 self-management 95, 104-105, 116, 242, 421 training 421, 444-445 self-reflection 214 and unemployment 131 Seligman, Martin 352 semi-professional occupations 197-198 semi-skilled occupations 197-198 sensemaking 8, 136 service career anchor 302-303 service occupational group 196 short-term insiders 73 outsiders 74 Silent Generation 47-48 retaining 416 Singer, BH 357 single parents 84 sink or swim 269 skilled occupations 197-198 skills 3, 56 acquiring new 124 and career management 98 demand for 415 Development Act 423 Development Levies 423 Development Strategy 54, 72, 410-411 inventories 433 required for complex work 69-72, 71 Sloan School of Management 297 Snell, SA 413 social capital 41, 77-78 comparisons 392 comparison theory 402, 405 Index connectedness 9 connections 392 construction 201 contract 463-464 exchange theory 364 learning theory 214 meaning 136 media 45, 49 networks 7 policy and employment practices 224-225 responsibility 28 support and career exploration 260 values 16, 24-27 well-being 359, 363 social class 10-11, 251-252 and status 19 Worldview Model 11 socialisation 269, 271, 421, 452-457, 453, 455 interaction frequency 455 pro-action 455, 456-457 society obligations vs entitlements 14 socio-cultural influences 2 norms 13 Socratic dialogue 212 South African Board for People Practices see SABPP South African Qualifications Authority see SAQA spiral career pattern 309-310, 311 spirituality 3, 16, 27-29, 38 and flourishing 394 mid-life 277 and resilience 212 sensemaking 8-9 split dreams 262 spontaneity 190 spousal support 315 staff see employees stakeholder relations 148 Statistics SA Labour Force Survey 53-54, 75 status 16, 18-19 and work Sternberg, RJ 65 Stolz, E 79 strain-based work-family conflict 323-324 strengths -based counselling 427 classification 366-368, 367 development approach 368 and well-being 365 using 66 stress 380 effect of 385 management 393 subcontracting 76 subjective career success 64, 94, 107 factor theory 402, 404 priorities 267 well-being 355-357, 395 successful intelligence 65 succession planning 420, 432-433 Sullivan, SE 59, 263 Super, Donald E 176, 182-183, 202-203, 223, 252 career development theory 176-183, 179, 181 developmental model 226-228 lifespan theory 237 theory of occupational choice 403, 405-406 supply flow vs assignment flow 411-413 survival 9 symbiotic relationships 414 synthesis 176 T talent -based career anchors 298 development programme 460 management 411-413, 415-416 retention 459-460 searching for 401 shortage 44 Tams, S 59 Tappan, MB 264 task-approach skills 186 teams 45 technical competence career anchors 298-300 technology 24, 42 and obsolescence 335, 336 occupational group 196 teenagers see adolescents temperance 366 549 Careers: An organisational perspective temporaries 74 tenure 170 test-and-learn career models 117-118, 127-140 Test Catalogue (HSRC) 157 third places 45 three-letter code 165-167 see also RIASEC Tiedeman, David V 193-194, 228 time-based work-family conflict 322-323 time perspective 253 titles life story 208 traditionalists 47-48 training and well-being 389 training programmes 343 trait-and-factor theories 154-175 criticism of 157-158 person-environment fit 154,168-170, 198-200, 354, 364, 365 transcendence 366, 375 transfer-of-training 66 transition/s 343-347 age-thirty 265 centres 346-347 counsellors 344 job 343 organisational 8 points 444 school-to-work 240, 259 transitory career pattern 310, 311 trauma management 393 trust 28, 464 Twenge, JM 22 U unconscious 192 unemployment 11, 54, 131, 339-347 fear of 340 unexpected vacancies 433 unification 10 uniqueness 250, 251, 413, 415 unplanned events 186-187 unskilled occupations 197-198 urbanisation 44 usefulness 25 V Valcour, PM 327 validating behaviour 105 550 value/s 28, 120, 156, 223 Afrocentric vs Eurocentric 107-108 based anchors 298 congruence 10 outcomes 12 theory 199-200 verbal persuasion 189 vicarious learning 188-189 video games 45 virtual organisations 37 visibility behaviour 104 vocational development during childhood 251-252, 254-255 identity 214-215 self 213, 216-218 vulnerable workers support 458, 461-462 W Wang, Y 282 Schults, KS 284 Waterman, RH and JA 271 weaknesses 366 Weintraub, JK 380 Weiss, E 409 well-being 351 approaches to 355-358 career 351-352 disease vs positive psychology models 352-355 interventions individual 390-394 interventions organisational 387-394 Whelan, KS 278 Willyerd, K 44, 81 wisdom 366 women entrepreneurs 63 work/ing 1-2 adjustment theory 168-170, 229 arrangements 74-76 beliefs 7, 374-375 changing nature of 39 collaborative vs individual 40 day changing 40 Design Collaborative 39 engagement 362, 384 environment 207, 209 experience 98 from home 59 full-time vs part-time and well-being 353 harder vs smarter 26 Index orientation 374-375 personality 99 relations 148, 372-374, 390 Role Transition Model 271 significance of societal meaning of 25 sources of meaning 10 values 16 Western vs African attitudes to 5-6 work-family balance 314, 316-317 conflict 321-324 enrichment 324-325 flexibility 316-317 integration 59 workforce 21st-century 47 composition 51-54 planning 411 work-home flexibility 44, 81 influences 317-318 interaction 376-377 working couples 313-328 multiple roles 319, 320-321 work-life conflict, reducing 328 flexibility 304 work-life balance 12, 26-27 case study 6, 33-34 and leisure 22 preoccupations 248 and well-being 354 vs work-life flexibility 46 and work/non-work boundary 105 workplace 2020 44-47 2025 42-44 21st-century 7, 8-9, 37, 353 flexibility 82 spirituality 3, 16, 27-29, 38, 212, 277, 394 traditional vs contemporary 37-39, 38 turbulence of contemporary 135 virtual 43 world-view generalisations 185-186 Wright, TA 372 Wrzesniewski, A 388 X X Generation 22-23, definition 48-49 retaining 416 values and needs 50-51, 81 Y Y Generation 22-23, 27, 44, definition 49-50 retaining 416 values and needs 51, 81 young/old polarity 274 Z Zheng, Y 67 551 ... academic@juta.co.za CAREERS An organisational perspective FIFTH EDITION A M G Schreuder • M Coetzee Careers: An organisational perspective First published in 1997 Reprinted 1997 Second edition 2001 Third edition. .. papers and posters at national and international conferences Careers: An organisational perspective Chapter contributor (Chapter 7) Ian Rothmann Ian Rothmann is a professor in Industrial /Organisational. .. intrinsically rewarding and not just a means to attaining external rewards (Leong, Huang & Mak, 2013) Careers: An organisational perspective In ancient Persian society, work had an ethical connotation
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