This document contains Industrial Psychology 252 (Occupational Psychology 252) case study example questions and answers that will assist you on how to answer the questions in your semester test (A1) and exam (A2). Take a look at the shop to gain access to the Industrial Psychology 252 student summa...
CASE STUDY WILL FOCUS ON CAREER ANCHORS AND CAREER PATTERNS
AND ANOTHER CASE STUDY WILL FOCUS ON VALUES ETC.
Case Study – an engineer who left his career to become a DJ [THABO CASE
STUDY]
From the case study its clear that he does not like stability, he likes making changes
and engaging with people.
1. QUESTION 1: Identify two (2) of Thabo’s career anchors and explain two (2)
characteristics of each that are applicable to his career anchors. [6]
[CHAPTER 6]
Answer:
Talent-based career anchors
• Technical/functional competence – You want to be an expert in your field, so
for you it is very important to have the skills and become super specialised in this
field. It is talent based because it is a competence that you have all this expertise.
• General managerial competence – you like to make the decisions, call the
shots, being in charge of other people, delegate tasks, you don’t want to work
under supervision because you are in the managerial position.
• Entrepreneurial creativity – Creating your own business, coming up with new
ideas, new innovations, and new things to implement within a company. You
want power and freedom to implement your ideas and people to listen to and
acknowledge your ideas.
Value-based career anchors
• Service/ dedication to a cause – This is important for someone who wants
to make an impact in their society, they usually go into more charitable
, careers. And they want to know that what they are doing is making a more
positive impact into someone else’s life. Or something that they feel very
passionate about.
• Pure challenge – You want to solve the unsolvable. Something that
constantly challenges you and gets you out of your comfort zone. You always
want a new challenge and constantly want to grow. E.g. An adrenaline junkie.
Need-based career anchors
[what motivates people to work or stay in a job]
• Autonomy/ Independence – You want freedom and to do things your own
way.
• Security and stability – You want stability in your income, job security, stay
in a company because you know every month, you’re getting a pay check.
This can increase productivity and create loyalty within employee.
• Lifestyle – Want harmony with personal life. Wants a family life and want to
balance it with their career. Good family life and a stable job.
So what are Thabo career anchors?
Pure challenge – He hates being in the same situation all the time. He has made a
bold career move by moving from an engineer to a DJ and he already has plans for 5
years’ time. He is an extrovert, works crazy hours, is out all the time. He wants to
work the crazy hours. He wants to be on his toes.
Autonomy and independence – He do not want anyone to tell him what to do. He
has already planned everything for himself. He is not going to stay in a job to listen to
and follow someone else’s instructions. He wants to do things his way and he will
never allow himself to get stuck in a situation that is not his way.
He does not want security and stability. He threw away being a chemical engineer
where he could have earned a lot of money.
List, Define and link to case study.
2. QUESTION 2: How would you describe Thabo’s career pattern and why?
Answer:
Career pattern is the model [Linear, experts, spiral, transitory]
Linear – stay in one company and move yourself up until you are in the highest
position there is. You can link this to someone who has general managerial
competence as an anchor. (you could be hear for 20 years)
Expert – the functional expertise as their anchor. These are people in software
development and coding.
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