Exam (elaborations)
IOP3703 EXAM 2022 SEMESTER 2
- Institution
- University Of South Africa (Unisa)
This document contains detailed answers for IOP3703 semester 2 2022 examination
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NAME:STUDENT NUMBER:
MODUDE CODE: IOP3703
EXAM ERIOD: OCT/NOV 2022
EXAM DATE: 07 NOVEMBER 2022
QUESTION 1
1.1 Based on your understanding, provide an overview of career adaptability
highlighting the four domains (career concern, career control, career
confidence and career curiosity). (16)
“Career adaptability is determined by a holistic view of how individuals are perceived in
adaptive interactions with their surroundings or environment, such as the changing
employment context.” (Savickas et al in Coetzee & Schreuder 2021:72). Career
adaptability can be referred to as the individual’s readiness to use tools in order to cope
with work demands, challenges and changes. It is about one’s ability to make choices
about one’s career, having the skills and abilities needed to shape and adjust to the
ever-changing career environment successfully; so that one can have the career and
future one loves and enjoys (caba.org.uk). Career adaptability is linked to more career
satisfaction, lower job-related stress, and increased person-environment fit and overall
career enjoyment.
Individual career adaptability grows in four domains namely:
1. Career concern (Do I have a future?)
This domain entails one’s concern about their future. This leads one to plan their future
and to be engaged and be aware of how the future may be shaped. An interest in the
future helps one to be better prepared for eventualities that may come in their career.
For a person with concern for their future, qualities of being planful and forward-thinking
are evident. (McMahon, Watson& Bimrose, 2012 in Coetzee & Schreuder 2021:72).
They would have hope and are prepared for the future and there is constant effort to
connect the present to the future.
2. Career control (Who owns my future?)
This is when an individual has a ‘my future is in my hands’ mantra. When one exhibits
control over their own future by making decisions and showing determination. Key
qualities in this domain are being independent, accountable for one’s decisions,
patience and being principled (Coetzee & Schreuder). Individuals are usually
trustworthy and persistent. Placing yourself in charge of your career helps in taking
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,responsibility for one’s career development and it enables one to influence and shape
their career.
3. Career curiosity (What do I want to do with my future?)
This domain entails being curious about one’s future and adapting to the changing
circumstances in one’s career. This involves gathering information and self-knowledge
in an attempt to fit into the world of work (Coetzee & Schreuder, 2021). Taking risks and
willingness to explore and experiment in one’s career. Not shying away from trying new
ventures and tasks. One has to be future-oriented and observant (McMahon et al, 2012
in Coetzee & Schreuder, 2021).
4. Career confidence (Can I do it?)
In this domain, the individual becomes confident in their ability to overcome problems in
their career. People who operate in this domain are usually very competent and
productive. They exhibit self-confidence (McMahon et al, 2012 in Coetzee & Schreuder,
2021). Career confidence can be evident in the way people deal with work-related
stresses.
1.2 In your answer, describe your personal level of career adaptability. Also
describe one domain of career adaptability you think you need to further
explore. (4)
Personal level of career adaptability
Change is inevitable and if one is not willing to adapt to it, one may find themselves
unable to transition with their career. I think that my level of career adaptability is not too
bad. I am a primary school teacher, and when I started teaching in the late 90s, we
used mostly chalk and chalkboards as teaching tools. Then came the technological era
in 2000, where we started using laptops, iPads, apple TVs, projectors and interactive
whiteboards. It was challenging but the inevitable change was embraced and enjoyed. I
also realized that the necessary new demands of my career made my job easier to do.
The skills I learnt in order to adapt gave me satisfaction and pride. These ITC skills
came in handy when Covid19 pandemic hit. We had to rely mainly on the use of
technology to teach online using PowerPoints, videos and live Zoom meetings and
Google classroom. The ability to adapt gave me relevance in my career, I had
something to offer and was confident in my capabilities.
Domains of career adaptability that I think I need to further explore
1. Career concern
I should do better in developing interest in the future ahead and better prepare for what
might come next. My lack of zeal towards my future in my current job is probably
caused by career dissatisfaction. I do not see any opportunities for advancement in my
current career, so I need to find avenues to grow in this domain.
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, 2. Career concern
Due to the same reasons as above, I need to explore this domain more. Currently it
looks like I am unable to shape my current career in any way. I am just frustrated by
being a regular classroom teacher until retirement. However, I have begun to take
responsibility for my future career by studying and hopefully this will enable me to shape
my future career better.
QUESTION 2
Discuss your career by applying the three steps of the Career Invention Model by
Coetzee (2007). In your answer describe each step and apply it to your own career
planning process. Motivate your answer with examples from your career life
story. [15]
The career invention model is based on the principal that the 21st century career is
circular and that individuals have the power to change the nature of their career paths.
The cycle of career invention constitutes three steps:
Step 1: Self-exploration
Identifying my possible selves or working roles.
Assessing my career interests, career orientation, career values, skills,
knowledge, talents and abilities, career personality preferences, career
assessment; and
Figuring out what one really wants, my dreams, desires and life purpose.
Step 2: Exploration of possibilities
Researching career possibilities and alternatives that match one’s career-
assessment and general self-exploration, activity outcomes;
Prioritising the identified career possibilities;
Writing a short- and long-term career plan; and
Writing a plan of action to explore and experiment with the identified career
options
Step 3: Experimentation
Take action – finding the job or form of work/employment;
Achieving small successes.
Reflecting on achievements and failures and learning from them;
Updating goals, possibilities and self-conceptions about one’s skills, abilities and
possible selves;
Allowing ‘in-between’ periods of unemployment;
Seizing new opportunities by taking action
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, Proper self-exploration will enable me to become more fully aware of her possible future
selves, my talents, needs, desires, skills and aptitudes and career interests. I am ought
to gain insight into my career values and career orientation and explore possibilities and
the options available in the marketplace (the second step). I should also start
contemplating the possibility that I could create a career for herself by exploring various
possibilities, including starting my own business. Finally, I need to recognise the
requirements of the career options and what I still needs in terms of skills, knowledge,
education and experience to meet those requirements.
QUESTION 3
Career-choice theories can be applied in numerous ways to assist the client and to
facilitate career interventions. The diagnostic framework for career services depicts
coherence between career services and theories.
3.1 Name and discuss the career services available to the career counsellor
within this diagnostic framework. Highlight the purpose of the various career
services in relation to the competencies the client may develop after being
exposed to these career services. (12)
Career choice means the decisions people need to make or remake about their careers
and work. Career counselling can be defined as: a one-on-one interaction between a
practitioner and client, usually ongoing, involving the application of psychological theory
and a recognised set of communication skills. The primary focus is on helping the client
make career-related decisions and deal with career-related issues.
The diagnostic framework for career services
Each of the career services in the framework draws upon different career theories
because each service addresses a distinct problem related to either the individual's
vocational self, career self, or various life roles. The vocational self consists of
individuals' attitudes and behavioural responses that are related to vocational tasks and
situations. The career self explains the subjective sense of the individual's career. The
career self-evaluates and corrects the vocational self. The diagnostic framework for
career services depicts the coherence among the services and the various career
theories. A career intervention would typically draw upon more than one service at a
time.
Career counselling
It facilitates self-reflection and cognitive restructuring in clients who need to develop
career competency, career maturity and career self-efficacy. It helps clients to elaborate
their self-concepts by introspection and discussion of their subjective careers.
Career guidance
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