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Critical Perspectives on Management and Organisations (Consequences of…
Critical Perspectives on Management and Organisations
Ideal Worker
An ideal worker is one who is totally committed to and always available to fulfil his or her duties
Employees who embrace this expectation are richly rewarded, especially those performing professional or managerial jobs
Professional identity
Two main forms of professional identities
Expected: employer expectations and beliefs
experienced: own expectations and beliefs
organisations employing professionals expect their workers to conform to the ideal worker image
Conflict arises when a worker's professional identity does not meet the ideal worker image
this has lead to persisting gender inequality
Control Mechanisms
Structure of Work - The successdul 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
Performance Evaluations - Reinforcing the above structure of work be rewarding those who fullfill such expected professional identity requirements
Taken together, the structure of work and the performance evaluation system creates a full-filling prophecy of professionals continuously adopting the expected professional identity
Congruence Vs Conflict
If an employees expected and experienced professional identities are in sync and congruent they are unlikely to experience conflict
A large percentage of professionals experience conflict between the two identities
researches and practitioners focused on women, especially those with young children as being the main cohort of professeionals who would experience conflict, recent research indicates that conflict is not only restricted to them.
Coping strategies :check:
They do so by either passing or revealing:
Passing - intentionalmisrepresentation of membership in the favoured group
Professionals cope with conflicting identities by ‘straying’ from the expected identity
Straying is to move away aimlessly
Revealing - intentional disclosure of non-membership in the favoured group
identity management strategies
Factors influencing passing and revealing
audience status - pass to high status while revealing to close friends and mentors
closeness of relationships - pass to those distant while revealing to close friends and mentors
perceived access to formal accommodations - reveal if having access to formal accommodations and pass if not
extremity of the conflict experienced - when faced with extreme circumstances in work or personal life reveal while passing on all other circumstances
Consequences of using management strategies
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
Pattern is often attributed to women being more likely to utilise formal accomodations provided by employer than men
Senior audience perceptions of professionals dictate performance evaluation system
External perceptions and performance evaluation
High performance ratings given to those who embrace the expected professional identity
Those who use passing identity management strategies to cope with conflict
Low performanc rating given to thosewho use revealing identity management strategies to cope with conflict
High performance ratings 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
Gender differences
Women are less likely to engage to identity management strategies that allows passing to high status audiences and more likely to reveal
Men are likely to use passing and revealing management strategies equally as much