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Critical perspectives on management (Performance evaluations (Used to…
Critical perspectives on management
ideal worker
the ideal worker is an expectation of an employee to always be 'committed' and 'available" to work when they are needed, making work their priority.
24/7/365 work cycle
Conflicting professional identities
REVEALING:
Disclosing personal difficulties and lack of expected professional identity to coworkers, either intentionally or accidentally
Can be done by restructuring work, for example taking on reduced workloads or seeking a form of leave
While revealing gives people the opportunity to feel validated by their colleagues, it can be detrimental to career (made to appear lazy, unprofessional). In turn, the revealer feels resentment for not being able to conform, and they may leave the organisation
PASSING:
Continuing to present as an ideal worker without publicly acknowledging personal difficulties
Can be done by focusing on growing a local client base and internal projects to reduce travel time, as well as working from home
While passing gives people the opportunity to survive without giving their life to their work, they pay a psychological price for hiding parts of themselves (insecure, inauthentic, disengaged) - good in the short-term but not in the long-term
By outwardly conforming to the ideal worker image, passers continue to perpetuate this stereotype and make it more difficult for future workers with the same issues
Professional identity
The professional identity related to the values and commitment, as well as how the worker views and place/define themselves in their professional life.
relates to the goals, values, beliefs, norms, interaction styles,
Performance evaluations
Ideal worker will receive higher performance ratings
Employees using passing will also receive higher ratings as they will appear to be the "ideal worker"
Used to promote the ideal worker image
Higher ratings generally lead to more stability in careers + greater opportunities for promotions
Revealing tends to result in lower ratings
Causes them to miss out on promotions and more uncertainty in career
Consequences of using integrated management strategies for professionals
women are more likely to use a revealing strategy when dealing with higher status audiences
Women tend to leave more, due to children/elderly parents/etc
Harder for women to re-enter work even though most leave with the intent to return eventually
Only 74% return, 40% being full time, 24% part-time
men are equally loved to use both passing as well as revealing as a strategy to deal with conflicting professional identities
controlling professional identity- structuring work, performance evaluation - give incentive and rewards for the prioritisation of such commitment to work- to those who prioritise work.