Critical Perspectives on Management and Organisations (Ideal Worker …
Critical Perspectives on Management and Organisations
Prioritise work above personal needs, family and health
Totally commited to the organisation
Employer expectations and beliefs
Own expectations and belief
Structure of work
Prioritising work demand over life demands and always being available to employer
Rewarding employees based on professional identity requirements
Conflicting Professional Identities
Expected and Experienced professional identities are not the same then there will be conflict. This is a large majority of employees.
Intentional or accidental misrepresentation of membership in a favoured group
Do not agree with organisations ideal
Personally alter structure of work
Intentional or accidental disclosure of non-membership in the favoured group.
They do not agree with organisations ideal
Seek assistance in restructuring work
Intergrated identity management strategies for multiple audiences
Pass to high status, reveal to same-status
Closeness of relationship
Pass to distant people, while reveal to close friends and mentors
Perceived access to formal accommodations
Reveal to access to formal accommodations and pass if no access.
Extremity of the conflict
Extreme circumstances in work (large project) or personal life (family death) reveal and on all other circumstances passing.
Expected and experienced professional identities are the same there will be no conflict
• Passing to high-status audiences tends to facilitate passing to equal or low-status audiences
• Revealing to close colleagues results in informal re-structuring of work which enables on to pass to wider high-status audiences
• Revealing to high-status often results in revealing to broader audiences across the organisations
• 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 strategy as well as revealing