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Professional Identity (Role Identities (Role identities comprise of goals,…
Professional Identity
Role Identities
Role identities comprise of goals, values, beliefs, norms, interaction styles, and time horizons associated with a given role
Two main forms of professional identities: – Expected: employer expectations and beliefs – Experienced: own expectations and beliefs
Organisations employing professionals (e.g. surgeons, consultants, lawyers, academics) expect their workers to conform to the ideal worker image
When a worker’s experienced professional identity does not meet the ideal worker image (i.e. expected professional identity) conflict arises
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Role identities comprise of goals, values, beliefs, norms, interaction styles, and time horizons associated with a given role
Two main forms of professional identities: – Expected: employer expectations and beliefs – Experienced: own expectations and beliefs
Organisations employing professionals (e.g. surgeons, consultants, lawyers, academics) expect their workers to conform to the ideal worker image
When a worker’s experienced professional identity does not meet the ideal worker image (i.e. expected professional identity) conflict arises
-
Role identities comprise of goals, values, beliefs, norms, interaction styles, and time horizons associated with a given role
Two main forms of professional identities: – Expected: employer expectations and beliefs – Experienced: own expectations and beliefs
Organisations employing professionals (e.g. surgeons, consultants, lawyers, academics) expect their workers to conform to the ideal worker image
When a worker’s experienced professional identity does not meet the ideal worker image (i.e. expected professional identity) conflict arises
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- Two main forms of professional identities: – Expected: employer expectations and beliefs – Experienced: own expectations and beliefs
- Organisations employing professionals (e.g. surgeons, consultants, lawyers, academics) expect their workers to conform to the ideal worker image
- When a worker’s experienced professional identity does not meet the ideal worker image (i.e. expected professional identity) conflict arises
- This expectation has lead to persisting gender inequality in the workplace
If an employee’s expected and experienced
professional identities are in sync and congruent
they are unlikely to experience conflict
However, a large percentage of professionals
experience conflict between the two identities
Historically, researchers and practitioners focused
on women (based on popular gender norms),
especially those with young children as being the
main cohort of professionals who would experience
conflict, recent research indicates that conflict is not
only restricted to them
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