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Critical perspectives on managements and organisations (IDEAL WORKER (=…
Critical perspectives on managements and organisations
IDEAL WORKER
= Fully available and committed to fulfilling their work duties
Expected to prioritse work over family, personal needs and even health
Embracing these qualities result in an increased likelihood of rewards, eg. bonuses, promotions
PROFESSIONAL IDENTITY
Two
main forms of identity:
Expected identity
: employer expectations and beliefs
Experienced identity
: own expectations and beliefs
= include the goals, values, beliefs,
norms, interaction styles, and time horizons associated with a role
Conflict arises when these 2 identities don't match
HOW DO EMPLOYEES COPE WITH CONFLICTING PROFESSIONAL IDENTITIES
Congruence & conflict
= if an employees expected and experienced professional identities are in sync and congruent, they are unlikely to experience conflict
HOWEVER, a large % of professionals experience conflict
More likely to be women with young children
Professionals cope with conflicting identities by
"**
straying"** from the expected identity.
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)
Tools for straying
Personally altering the structure of work (i.e. passing)
Seeking assistance in restructuring work (i.e. revealing)
Hiding or sharing personal information (i.e. passing and revealing)
ORGANISATIONAL MECHANISMS OF IDENTITY CONTROL
Structure of work
= Performance depended on the prioritisation of work demands over all other demands
Performance evaluations
= Reinforcing the structure by motivating individuals with incentives
CONSEQUENCES OF USING INTERGRATED IDENTITY MANAGEMENT STRATEGIES FOR PROFESSIONAL
Gender differences
-
Women more likely to "reveal"
AS women more likely to utilise formal accommodations e.g. parental leave, provided by performer than men
Men equally likely to use "reveal" and "pass"
External perceptions and performance evaluation
Low performance ratings given to:
- those who use revealing (especially to senior-status audiences) identify management strategies to cope with conflict
High performance ratings given to:
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
High rating results = stable and straight forward career & at times accelerated advancement while low performance ratings results in missing out on promotions and/or unstable career trajectories