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Critical Perspectives on Management and Organisations (What is an '…
Critical Perspectives on Management and Organisations
What is an 'ideal' worker? :!!:
A move to a 24/7/365 work cycle :recycle:
Employees are expected to prioritise work ahead of family, personal needs and even health :warning:
A worker who is totally committed to and always available to fulfil his/her work duties
Employees who embrace this expectation are richly rewarded
How do Organisations control employees professional identity :question:
Structure of work: promotes the sense of working 24 hours a day (24/7) as the structure of work would influence workers to prioritise work over the other of demands of life. :pencil2:
Performance evaluations: those that conform to the expected identity would most likely receive rewards including: promotions, salary increments, non-monetary rewards
"The structure of work and the performance evaluation system [together] creates a self-fulfilling prophecy of professionals continuously adopting the 'expected' professional identity"
How do employees cope with conflicting professional identity :!?:
No conflict :tada:
If the professional's expected and experienced professional identities are in sync and congruent
Conflict :explode:
If professional's experienced identity go against that of the expected identity
Strategies professional use to cope with professional identity conflict :explode:
Straying by Passing :silhouette:
Intentional or accidental misrepresentation of membership in the expected identity group
E.g. Personally altering the structure of work:
focusing on cultivating a local client base working on internal projects to reduce travel time
working on internal projects to reduce travel time
working from home
Straying of Revealing :red_flag:
Intentional or accidental disclosure of non-membership in the expected identity group
E.g. Seeking assistance in restricting work
Applying for reduced workloads
Seeking parental and/or carer's leave
Both straying by passing + revealing: hiding and sharing information
Integrated Identity Management Strategies for Multiple Audiences :unlock:
Factors influencing the use of passing and/or revealing when interacting with audiences
closeness of relationship :smiley:
perceived access to formal accomodations :pen:
audience status :silhouettes:
extremity of the conflict experience
Spillover of perceptions across expectations :recycle:
efforts to past or reveal to one audience (e.g. high status) can spillover and influence the perceptions held of the professional by other audiences (e.g. same or low level)
revealing to high-status audiences often results in revealing to broader audiences across the organisation
revealing to close colleagues often results in informal re-structuring of work which enables one to pass to wider high-status audiences
passing to high status audiences tends to facilitate passing to equal or low status audiences
Consequences of Using Integrated Identity Management Strategies for Professionals :star:
Gender Differences :<3:
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 evaluations :check:
High performance ratings :red_flag:
Those who embrace the expected professional identity
Those who use passing identity management strategies to cope with conflict
Results in stable and straightforward career paths and accelerated advancement
Low performance ratings :black_flag:
Those who use revealing identity management strategies to cope with conflict
Results in missing out on promotions and/or unstable career trajectories
COMPANY EXAMPLE: JOHNSON & JOHNSON
Our Credo
We believe our first responsibility is to the doctors, nurses and patients, to mothers and fathers and all others who use our products and services. In meeting their needs everything we do must be of high quality. We must constantly strive to reduce our costs in order to maintain reasonable prices. Customers' orders must be serviced promptly and accurately. Our suppliers and distributors must have an opportunity to make a fair profit.
We are responsible to our employees, the men and women who work with us throughout the world. Everyone must be considered as an individual. We must respect their dignity and recognize their merit. They must have a sense of security in their jobs. Compensation must be fair and adequate, and working conditions clean, orderly and safe. We must be mindful of ways to help our employees fulfill their family responsibilities. Employees must feel free to make suggestions and complaints. There must be equal opportunity for employment, development and advancement for those qualified. We must provide competent management, and their actions must be just and ethical
.
From the readings: Creation of reduced-hour jobs + Nurturing ambition
https://youtu.be/18uDutylDa4
The messages if you want to stay in the workforce:
Sit at the table
: Women systematically underestimate their own abilities. Go in confidently. Women also attribute their success to external factors and not themselves, unlike men.
Make you partner a real partner
: equal partner with equal responsibilities at home and at work: decrease in divorce rates
Don't leave before you leave
: thinking about a baby, great, but don't stop putting your hand up and looking for promotions the moment you decide to grow your family as there is till 9 months from the time you are first pregnant until your family starts growing. Don't stop looking for opportunities. Don't make decisions earlier than you need to. Only leave when you are
ready
to leave