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Week 9: Critical Perspectives on Management and Organisations (LO3: How do…

- - - -  However, 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
  - - -  Professionals cope with conflicting identities
      - by ‘straying’ from the expected identity (i.e.
      - ideal worker image)
      -  They do so by either passing or revealing
      - – 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)
  - - -  Personally altering the structure of work (i.e.
      - passing)
      - – Focusing on cultivating a local client base
      - – Working on internal projects to reduce travel time
      - – Working from home
      -  Seeking assistance in restructuring work (i.e.
      - revealing)
      - – Applying for reduced workloads
      - – Seeking parental and/or carer’s leave
      -  Hiding or sharing personal information (i.e.
      - passing and revealing)
      - – How professionals controlled their personal
      - information dictate whether they use passing or
      - revealing to alter work structure to cope
- - - - Taken together, the structure of work and the
      - performance evaluation system creates a selffulfilling
      - prophecy of professionals continuously
      - adopting the ‘expected’ professional identity
- - - - On average:
      - • Women 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
      - The reasons for the above patterns are complex – often attributed to women being more likely to utilise formal accommodations (e.g. parental leave) provided by employer than men
      - Senior audience perceptions of professionals dictate the performance evaluation system
  - - - • High performance ratings given to:
        
        • Low performance rating given to those who use revealing (especially to senior-status audiences) identity management strategies to cope with conflict
        • High performance rating results in stable and straightforward career paths and at times accelerated advancement while low performance ratings result in missing out on promotions and/or unstable career trajectories
      - Those who embrace the expected professional identity (i.e. congruent with their experienced professional identity)
      - Those who use passing (especially to senior-status audiences) identity management strategies to cope with conflict