Please enable JavaScript.
Coggle requires JavaScript to display documents.
Critical Perspectives on Management and Organizations (coping strategies,…
Critical Perspectives on Management and Organizations
Ideal Worker & Professional Identity
Who is an Ideal worker?
One who puts their work ahead of their family, health and leisure
One who is totally committed and always available
If one embraces their ideal worker expectations, they will be rewarded
What is a professional identity
Role identities comprise of goals, value, beliefs, norms, interaction and time horizons associated with a given role
2 Main identities
Expected: Emplyer expectations and beliefs
Experienced: own expectations and belief
organizations expect employees to conform to the ideal worker expectations
When expected and experienced identities dont match, conflict arises
Conflict has resulted in gender inequality in the workplace
coping strategies
congruence vs conflict
if your expected and experienced professional identities are in sync you are less likely to experience conflict int he work place.
a large percentage of professionals experience conflict between Experiences and expected personal identities.
women, expecially those with young children are often the ones who experience the most conflict
people can cope by straying from The expected identity
passing
intentional or accidental misrepresentation of membership in the favoured group
revealing
intentional or accidental disclosure in the favoured group
tools for straying
personally altering the structure of the work
cultivating a local client base
working from home
requesting for a reduced work load
working on internal projects to Reduce travel time
Consequences on Evaluation
High ratings given to:
those who embrace the expected professional identity
those who use passing identity management strategies to cope with conflict
Low ratings given to
those who use revealing identity management strategies to cope with conflict
Results
High rating
stable and straightforward career path
Low rating
Loss of promotion, or unstable career trajectories
control mechanisms
Structure of Work
always being available
prioritising work remands over all other demands
Performance Evaluations
rewards those who fulfil workplace identity requirements
Both the structure of work and performance evaluations create a 'self-fulfilling prophecy' where workers adapt to the professional identity by adhering to the structure of work and thus get rewarded via performance evaluations for fulfilling the workplace expectations