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BEING MANAGED (HOW DO EMPLOYEE COPE WITH CONFLICTING PROFESSIONA…
BEING MANAGED
HOW DO EMPLOYEE COPE WITH CONFLICTING PROFESSIONA IDENTITIES
if you subscribe to going above and beyond and being available 24/7 you do not experience conflict, What the organisation wants is what you want then there will be no conflict
Those who are likely to face this conflict is women, women with children will not be always available,2/3 of unpaid work is completed by women
Straying is used to cope with professional conflict
HOW
PASSING
They don't agree that they should be available all the time they do this by faking about their role in the organisation
They do this by altering the structure of their work. they work from home, done by those who take charge of their identity, they alter their work themselves
Seeking assistance from the organisation, telling employers cannot be available through out the week only can work 2 days a week
This can come as not being committed to the organisation
REVEALING
the professional highlights instead of being stars they say they don't want to be there with the 24/7 group.
research now shows this conflict does not only affect women but also others
WHAT IS THE IDEAL WORKER
?
This is influenced by rewarding this behaviour of being available 24/7 work cycle
Ideal worker is one who is totally committed and always available, which puts pressure of on and meeting obligations outside of work
PROFESSIONAL IDENTY
TWO MAIN FORMS
EXPECTED
how much time a professional puts in their work, they should be available on weekends and public holliday
EXPERIENCE
these are own expectations and beliefs of what it means to be an accountant, surgeon,
HOW DO ORGANISATIONS CONTROL EMPLOYEES PROFESSIONAL IDENTITY
STRUCTURE OF WORK
This involves prioritising work demands over all life demands and therefore being available to the employer
Start loosing control of your life you miss important occasions, they do this by creating peer pressure in the work place where peer workers are available to work weekends and your not this way organisations control the identify of workers through peer pressure
Human relations theory ie contemporary organisations such as google and leading Tec companies tend to ascribe to these systems it comes at a social cost and individual cost, people celebrate these successes but do not realise the price people have paid
Organisations reward this behaviour and make those who are not available are made redundant
INTERATED IDENTITY MANAGMENT STARTEGIES FOR MULTIPLE AUDIENCES
FACTORS USED /STRATEGIES USED THERE ARE FOUR
Mirepresent the work they do by chaning the numbers of clients they have seen, they do this by alteringtheir work structure
AUDIENCE:Depending on the audience the person will choose whether to reveal or pass
CLOSENESS OF THE RELATIONSHIP: use pass when dealing with distance relations and more candid or honest with those in close relationship
Mentors are beneficial for this as they can lend a sympathetic ear
If you take formal accommodation ie parental leave it may come across as your not committed as other workers having the same access did not take them
CONCEQUENCES OF USING INTEGRATED INDENTY MANGEMENTENT STRATEGIESFOR PROFESSIONALS
GENDER DIFFERENCES
Men are more likely to use both passing and revealing
Women are more likely to engage to reveal this is because women are normally take formal accommodations