The BMZ Academy @ 061 262
THE BMZ ACADEMY
@061 262 1185/068 053 8213
BMZ ACADEMY 061 262 1185/068 053 8213
, BMZ ACADEMY
Question 1
According to Coetzee and Schreuder (2021) adaptive career behaviours comprise four
basic forms namely adaptive readiness, adaptability resources, adapting responses,
and adaptation outcomes. Arthur, Inkson and Pringle (1995) seal that the concept of
adaptive career behaviours provides a framework for understanding how individuals
navigate career challenges. According to Coetzee and Schreuder (2021) in the
modern career landscape, individuals must continually adjust to changes,
uncertainties, and transitions, and according to the Career Adaptability Model,
adaptive career behaviours consist of these four key components namely adaptive
readiness, adaptability resources, adapting responses, and adaptation outcomes
(Savickas, 2013). It is againmst this background that the discusion in this essay
differentiates these components and explains their role in shaping career
development.
Adaptive readiness
According to Coetzee and Schreuder (2021) Adpative readiness refers to an
individual's willingness and flexibility to embrace change, particularly in uncertain work
contexts. It is a psychological state that activates the use of adaptability resources.
Adaptive readiness is characterised by career agility, career motivation, and flexibility.
Thus, according to Coetzee and Schreuder (2021) this relates to an individual's
psychological and personality-based predisposition to engage in career adaptation. It
includes traits such as openness to change, resilience, and proactive career attitudes
(Hirschi, 2018). Individuals with high adaptive readiness are more likely to anticipate
and embrace career transitions, whereas those with lower adaptive readiness may
struggle with career uncertainty. Career agility involves technological adaptivity,
capability for agile learning, and career navigation orientation. Career motivation is a
multi-dimensional construct that includes career identity, career insight, and resilience.
Adaptability resources
Hirschi (2018) identifies adaptive resources as the psychosocial strengths and career-
related skills that individuals use to deal with vocational problems and improve their
BMZ ACADEMY 061 262 1185/068 053 8213Page 2 of 16
, BMZ ACADEMY
career prospects. These resources are pliable and can be developed. Furthermore,
Coetzee and Schreuder (2021) notes that these reources entail social competencies
that enable individuals to effectively manage career transitions. Savickas (2013)
identifies four primary adaptability resources, and these are career concern (future
orientation), career control (sense of agency), career curiosity (exploring possibilities),
and career confidence (self-efficacy in handling career challenges). According to
Coetzee and Schreuder (2021) these resources foister career adaptability as they
serve as tools that individuals draw upon to respond to career-related changes. For
instance, a person with strong adaptability resources may actively seek skill
development opportunities to remain competitive in the job market.
Adapting responses
According to Hirschi (2018) as a third component, adpting responses are the proactive,
self-regulatory, specific behaviours and behavioural actions individuals take to
manage their careers in changing work environments. They are taken in response to
career challenges or transitions, and as noted by Coetzee and Schreuder (2021) they
comprise attempts to align career values, motives, interests with the changing
requirements of work. According to Rudolph, Lavigne and Zacher (2017) these
responses may include exploring new career options, seeking mentorship, engaging
in continuous learning, or modifying career goals. Hirschi (2018) further acquisces that
the effectiveness of adapting responses depends on both an individual's adaptability
resources and the external career environment. According to Coetzee and Schreuder
(2021) these responses include behaviours directed at the individual self, the work
environment, and the regulation of career self-management processes, and examples
in this regard include self-exploration, job search strategies, networking, and goal
setting.
Adaptation outcomes
Adaptation outcomes are identified by Arthur et al (1995) as the results of effective
career adaptation, and include employability, career success, career well-being, and
career satisfaction. According to Hirschi (2018) these outcomes reflect how well an
individual has managed career conditions. Furthermore, submistions of Coetzee and
Schreuder (2021) seal that adaptation outcomes are the results of an individual's
BMZ ACADEMY 061 262 1185/068 053 8213Page 3 of 16
THE BMZ ACADEMY
@061 262 1185/068 053 8213
BMZ ACADEMY 061 262 1185/068 053 8213
, BMZ ACADEMY
Question 1
According to Coetzee and Schreuder (2021) adaptive career behaviours comprise four
basic forms namely adaptive readiness, adaptability resources, adapting responses,
and adaptation outcomes. Arthur, Inkson and Pringle (1995) seal that the concept of
adaptive career behaviours provides a framework for understanding how individuals
navigate career challenges. According to Coetzee and Schreuder (2021) in the
modern career landscape, individuals must continually adjust to changes,
uncertainties, and transitions, and according to the Career Adaptability Model,
adaptive career behaviours consist of these four key components namely adaptive
readiness, adaptability resources, adapting responses, and adaptation outcomes
(Savickas, 2013). It is againmst this background that the discusion in this essay
differentiates these components and explains their role in shaping career
development.
Adaptive readiness
According to Coetzee and Schreuder (2021) Adpative readiness refers to an
individual's willingness and flexibility to embrace change, particularly in uncertain work
contexts. It is a psychological state that activates the use of adaptability resources.
Adaptive readiness is characterised by career agility, career motivation, and flexibility.
Thus, according to Coetzee and Schreuder (2021) this relates to an individual's
psychological and personality-based predisposition to engage in career adaptation. It
includes traits such as openness to change, resilience, and proactive career attitudes
(Hirschi, 2018). Individuals with high adaptive readiness are more likely to anticipate
and embrace career transitions, whereas those with lower adaptive readiness may
struggle with career uncertainty. Career agility involves technological adaptivity,
capability for agile learning, and career navigation orientation. Career motivation is a
multi-dimensional construct that includes career identity, career insight, and resilience.
Adaptability resources
Hirschi (2018) identifies adaptive resources as the psychosocial strengths and career-
related skills that individuals use to deal with vocational problems and improve their
BMZ ACADEMY 061 262 1185/068 053 8213Page 2 of 16
, BMZ ACADEMY
career prospects. These resources are pliable and can be developed. Furthermore,
Coetzee and Schreuder (2021) notes that these reources entail social competencies
that enable individuals to effectively manage career transitions. Savickas (2013)
identifies four primary adaptability resources, and these are career concern (future
orientation), career control (sense of agency), career curiosity (exploring possibilities),
and career confidence (self-efficacy in handling career challenges). According to
Coetzee and Schreuder (2021) these resources foister career adaptability as they
serve as tools that individuals draw upon to respond to career-related changes. For
instance, a person with strong adaptability resources may actively seek skill
development opportunities to remain competitive in the job market.
Adapting responses
According to Hirschi (2018) as a third component, adpting responses are the proactive,
self-regulatory, specific behaviours and behavioural actions individuals take to
manage their careers in changing work environments. They are taken in response to
career challenges or transitions, and as noted by Coetzee and Schreuder (2021) they
comprise attempts to align career values, motives, interests with the changing
requirements of work. According to Rudolph, Lavigne and Zacher (2017) these
responses may include exploring new career options, seeking mentorship, engaging
in continuous learning, or modifying career goals. Hirschi (2018) further acquisces that
the effectiveness of adapting responses depends on both an individual's adaptability
resources and the external career environment. According to Coetzee and Schreuder
(2021) these responses include behaviours directed at the individual self, the work
environment, and the regulation of career self-management processes, and examples
in this regard include self-exploration, job search strategies, networking, and goal
setting.
Adaptation outcomes
Adaptation outcomes are identified by Arthur et al (1995) as the results of effective
career adaptation, and include employability, career success, career well-being, and
career satisfaction. According to Hirschi (2018) these outcomes reflect how well an
individual has managed career conditions. Furthermore, submistions of Coetzee and
Schreuder (2021) seal that adaptation outcomes are the results of an individual's
BMZ ACADEMY 061 262 1185/068 053 8213Page 3 of 16
