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WEEK 9: Critical Perspectives on Management and Organisations (the…
WEEK 9: Critical Perspectives on Management and Organisations
employee cope with conflicting professional identities
congruence vs conflict
a large percentage of professionals experience conflict between the two identities
Historically, researchers and practitioners focused on women (based on popular gender norms), especially those with young children as being the main cohort of professionals who would experience conflict, recent research indicates that conflict is not only restricted to them
If an employee’s expected and experienced professional identities are in sync and congruent they are unlikely to experience conflict
professionals cope with conflict
identities by ‘straying’ from the expected identity (i.e. ideal worker image)
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)
tool for straying
Seeking assistance in restructuring work (i.e. revealing)
Hiding or sharing personal information (i.e. passing and revealing)
Personally altering the structure of work (i.e. passing)
ideal worker
employees today are expected to priorities work ahead of family, personal needs and even health
employees who embrace this expectation is richly rewarded , especially those performing professional or managerial jobs
one who is totally committed to ad always available to fulfil his or her work duties
the professional identity
role identities comprise of goals, values, beliefs, norms interaction styles, and time horizons associated with a given role
when a worker's experienced professional identity does not meet the ideal worker image (i.e. expected professional identity) conflict arises
organisations employing professionals (surgeons, consultants, lawyers, academics) expect their workers to conform to the ideal worker image
Lead to persisting gender inequality in the workplace
main forms: - expected: employer expectations and belief / Experienced: own expectations and beliefs
organisations control employee's professional identity
performance evaluations
Reinforcing the above structure of work by rewarding (e.g. promotions, salary increments, non-monetary rewards - stars) those who fulfil such ‘expected’ professional identity requirements
he structure of work and the performance evaluation system creates a self- fulfilling prophecy of professionals continuously adopting the ‘expected’ professional identity
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
intergrated identity management strategeies for multiple audiences
Factors influencing the use of passing and/or revealing when interacting with audiences
Closeness of relationship
Perceived access to formal accommodations
Audience status
Extremity of the conflict experienced
Consequences of using integrated identity
management strategies for professionals
gender differences
External perceptions and performance evaluation
include the article prepare for the final exam