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Critical Perspectives on Management and Organisations (An ideal worker…
Critical Perspectives on Management and Organisations
An ideal worker & the professional identity
Who is an ideal worker?
Employees are expected to prioritise work ahead of family, personal needs and even health.
One who is totally committed to and always available to fulfil his or her work duties
What is a professional identity?
Role identifies comprise of goals, values, beliefs, norms, interaction styles and time horizons associated with a given role.
Two main forms:
Expected (employer expectations and beliefs
Experienced: Own expectations and beliefs
Organisational mechanisms of identity control
Structure of work
The successful performance of the professional role been contingent upon always prioritising work demands over all other life demands & therefore always being available to the employer
Performance evaluations
Reinforcing the above structure of work by rewarding (e.g. promotions, salary, increments, non-monetary rewards)
How do employees cope with conflicting professional identities
Congruence v conflict
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
How do professionals cope with conflict
By straying from the expected identity
Passing
Intentional or accidental misrepresentation of membership in the favoured group (i.e. expected professional identity)
Revealing
Intentional or accidental disclosure of non-membership in the favoured group (i.e. expected professional identity)
Tools for straying
Personally altering structure of work (i.e. passing)
Seeking assistance in restructuring work (i.e. revealing)
Hiding or sharing personal information (i.e. passing and revealing)
Integrated identity management strategies for multiple audiences
Combining passing and revealing
Factors influencing the use of passing and/or revealing when interacting with audiences
Audience status (pass to high-status, reveal to same-status)
Closeness of relationship
Perceived access to formal accommodations (reveal if having access to formal accommodations (e.g. parental leave) and pass if not
Extremity of the conflict experienced
Spill over of perceptions
Passing to high-status audiences tend to facilitate passing to equal- or low-status audiences
Consequences for professionals (gender differences)
On average women are less likely to engage to identity management strategies that allows passing to high-status audiences and more likely to reveal
Men are equally likely to use passing as well as revealing identity management strategies
External perceptions and performance evaluation
High performance ratings given to those who embrace the expected professional identity, and those who use passing
Low performance rating given to those use revealing (especially to senior status audiences)
https://youtu.be/18uDutylDa4