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Summary Industrial Psychology 2nd semester $3.04
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Summary Industrial Psychology 2nd semester

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Stellenbosch University Industrial Psychology notes for tests and exams. This document provides all the information you need for the test/exam.

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  • August 26, 2020
  • 49
  • 2019/2020
  • Summary
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Chapter 2: changes in organizations: Implications for careers

Organizations changing rapidly in terms of structure, workforce, diversity, rewards system,
service contracts, technology and information
 Notable changes from traditional too modern-organization structures
 Not only features changing but also nature of work
 Modern organizations:
 Without boundaries
 Knowledge based
 Virtual
 Flexible
 Shrinking workforce
 Active in lean
 Less command and control
 Individuals adapt to changing nature and structure of organization
 The Structure has changed from a hierarchical, bureaucratic to a flatter structure
 High unemployment  individuals become entrepreneurs. Therefore, job creators
minstead of job seekers
 Employees in 21st century become more career agent-taking control of own career



Predicted changing nature of work
Henley centre predicted some changes
1. Shorter working days, therefore, rest of time = leisure and community work
2. Technology advancements enable people to communicate audio-visually
3. More people work from home and top organizations be virtual organizations
4. People make provision for temporariness / periods of unemployment as careers
offer little job tenure: jobs not guaranteed anymore

5 Future trends in workforce (Hankin studies: 2005)
1. Increasing aging yet active population: lifestyle changes, medical advancement,
financial pressure and personal involvement keeps people working
2. More varied household types: female – head of house, same sex partners, stay @
home dads
3. Multi-generations working side-by-side: silent generation, baby boomers, generation
X, baby boom, echo, millennium generation – each has competing needs, values,
expectations and working styles
4. Increased diversity in workplace: race, ethicality, nationality, gender. Therefore,
corporate culture embrace and embodies a diverse workplace = successful
companies

, 5. Spirituality at work: personal growth, balance and meaningful purpose, focus on
higher purpose and organizations encourage trust, individual respect ethical conduct
= build committed workforce and creative thinkers



21st century workforce
Experience diverse workforce with age groups across 5 generations working together

Silent generation (1922 – 1945)
 have traditional work ethics
 highly disciplined
 loyal employees
 hardworking
 wisdom keepers
 natural workplace leaders and mentors

Baby boomers(1946 – 1964)
 strong nuclear family background leading to some stressors faced in life
 education = priority
 require support and understanding from organization
 tend have responsibilities of looking after adult children and elder parents
 face various stressors: *time demands & *money constraints

Generation X (1965 – 1976)
 slackers and sense of entitlement
 less involved of issues and less pessimistic BUT more optimistic, hardworking and
have stereotypical views (gender roles)
 characterized by traits of independence, resilience and adapitability
 work well in multi-cultural settings
 less political interest

Generation Y (1997 – 2000)
 self-confident
 set goals and go for them
 good at multi-tasking
 team-players
 desire structure and direction in workplace
 work well with silent generation
 comfortable with technology
 mentoring relationship between silent and echo = good match
Millennium generation (2000+)

,  historical, political and entertainment events have role influencing this generation
 comfortable with diversity in workplace
 expect be equitable pay
 flexible and interested in creating own area of interest (work. home)
 in touch with whats happening globally, influence expectations
 “mindset” – lead to conflict
 Successful companies productivity seek generational diversity in employees based
on:
 Valuing of fresh ideas
 Independence
 Fearlessness
 Individual wisdom

Generation 2020
 Grown up in hyper-networking world
 Want freedom get education
 Cell phones apart of lives




Implications of changing organizations (careers)
 Contemporary organizations do not offer the same job security and stability as
traditional organizations
 Emphasis has moved to individual responsibility and diverse work skills of the
individual
 Characteristics of working relationships in contemporary organizations include:
 Less security
 Individuals managing their own careers
 Performance related-pay
 Flexible employment
 Little trust between employer and employee
 Performance being substantially rewarded

Protean careers: career shaped and managed by the individual
Consists of all persons varied experience in: education, training, work in several
organizations, changes in occupational field and characterized by high degree of mobility,
self-reliance, internal career thinking

Emphasised self-directed approach to career and career driven by own values
Mindset about career characterized:
- Psychological success

, - Self direction
- Freedom and autonomy
- Personal responsibility
- High level of self awareness
- Continuous learning

3 forms of flexibility
1. New ways of career thinking
2. Flexibility in terms of career space
3. Allows workers to work from home

Career resilience: ability to adapt to changing circumstances
Career adaptability: individuals readiness to cope with changing work and working
conditions
Employability: persons value in terms of future opportunities
Protean careers: shaped and managed by individuals valued experience high degree of
mobility, self-reliance, internal career thinking
Boundaryless careers: a career characterized by flexibility, mobility and movement between
different global organizational contexts
Composite careers: having more than one working role / holding more than one form of
employment
Entrepreneurial careers: choosing self employment as a career option establishing and
managing one’s own business
Career progress: the individuals experiences of career growth which may include moving
upward, increasing competence and expertise and gaining broader experience across
multidirectional career movements
Career success: the objective and subjective (psychological( sense of achievement
individuals experience regarding their careers
New knowledge and skills required: a more complex and differentiated organization results
in the employment of more specialists and knowledge workers
Changing work and family values: the multigenerational workforce and shift to non-
traditional family structures give rise to diverse employee needs

National skills development strategy = PIVOTAL
Professional Vocational Technical Academic Occupational Learning Programmes




Traditional roles of males and females
 Gender stereotypes in work and family are disappearing

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