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critical perspectives on management and organisations (how to control …
critical perspectives on management and organisations
ideal worker &professional identity
What is an ideal worker
Prioritise work ahead of family, personal needs and even health
totally committed to and always available to fulfil his or her work duties
Employees who embrace this expectation is richly rewarded, especially those performing professional or managerial jobs
What is a professional identity
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
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
how to control employees professional identity ?
Performance evaluations
Reinforcingtheabovestructureofworkby rewarding (e.g. promotions, salary increments, non- monetary rewards - stars) those who fulfil such ‘expected’ professional identity requirements
Structure of work
The successful performance of the professional role been contingent upon always prioritising work demands over all other life demands and therefore always being available to the employer
Taken together, the structure of work and the performance evaluation system creates a self- fulfilling prophecy of professionals continuously adopting the ‘expected’ professional identity
Integrated identity management strategies for multiple audiences
Combining passing and revealing
Factors influencing the use of passing and/or
revealing when interacting with audiences
Closeness of relationship
Pass to those distant while revealing to close friends
(colleagues) and mentors
Perceived access to formal accommodations
Reveal if having access to formal accommodations
(e.g. parental leave) and pass if not
Audience status
Pass to high-status while revealing to same-status
audiences
Extremity of the conflict experienced
When facing with extreme circumstances in work or personal life reveal while passing on all other circumstances
Spillover of perceptions across audiences
Efforts to pass or reveal to one audience
(e.g. high-status) can spillover and influence the perceptions held of the professionalby other audiences (e.g. same-or low -level
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
Revealing to high-status audiences often results in revealing to broader audiences
across the organisation
Consequences of using integrated identify management strategies for professionals
Gender difference
on average
Men are equally likely to use passing as well
as revealing identity management strategies
Women less likely to engage to identity management strategies that allows passing to high-status audiences and more likely to
reveal
The reasons for the above patterns are complex – often attributed to women being
more likely to utilise formal accommodations (e.g. parental leave) provided by employer
than men
Senior audience perceptions of professionals
dictate the performance evaluation system
External perceptions and performance evaluation
High performance rating results in stable and
straightforward career paths and at times accelerated advancement while low performance ratings results in missing out on promotions and/or unstable career
trajectories
Low performance rating given to those who use
revealing (especially to senior-status audiences) identity management strategies to cope with conflict
High performance ratings to
Those who embrace the expected professional identity (i.e. congruent with their experienced professional
identity)
Those who use passing (especially to senior-status audiences) identity management strategies to cope
with conflict
Johnston and Johnston example - increased loyalty and productivity as a result of implementing 'reduced-hour jobs'
https://youtu.be/18uDutylDa4
how do employees cope with conflicting
congruence vs conflict
employee’s expected and experienced professional identities are in sync and congruent------ unlikely to experience conflict
researchers and practitioners focused on women---recently at conflict is not only restricted to them
cope with conflict ?
passing;--intentional or accidental disclosure of non-membership in the favored group (expected professional identity)
revealing;--intentional or accidental misrepresentation of membership in the favored group (expected professional identity)
tool for straying
personally altering the structure of work
apply for reduced workload
seeking parental
seeking assistance
hiding and sharing personal information
working on internal project to reduce travel time
work from home
focus on cultivating a local client base