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Critical Perspectives on Management and Organizations (Conflicting…
Critical Perspectives on Management and Organizations
Ideal Worker
Due to the transition into a 24/7/365 work cycle, "ideal workers are expected to prioritize work ahead of family, personal needs, and health
"ideal Workers are expected to be always available and fully committed.
Employees who embrace this expectation are richly rewarded, especially those performing professional or managerial jobs
Professional Identity
Goals, values, beliefs, norms, interaction styles and time horizon associated with the given role.
Two main forms:
Expected
: employer expectations and beliefs
Consistent with the ideal worker image, especially with professional employees
Experienced
: personal expectations, notions and beliefs
Conflict arises when the individuals experienced personal identity doesn't match the ideal worker image
Control Mechanisms
Structure of work
Ability to prioritise life commitments over personal life
Creating an organizational structure where extreme availability is the norm
Performance Evaluations
Reinforcing the above structure of work by rewarding individuals who fulfills the ideal worker image
Taken together the structure of work and performance evaluation systems create a self fulfilling prophecy of professionals continuously adopting the expected professional identity
Conflicting professional identities
Congruence
Expected and experience professional identities are in line. therefore unlikely to experience conflict
Conflict
Historically researchers have focused on women, especially the ones with young children, as being the ones that experience conflict the most often. However it is not only restricted to them
2/3 of non paid work is performed by women
Rising dual income households and the challenging of traditional gender norms have shown that not only women experience conflict
Conflict arises when the expected and experienced professional identities don't match.
Large percentage of worker experience conflict
Coping with conflict
Strain
Individual cope by straying from the professional identity. They do so by passing or revealing
Passing
Intentional or accidental misrepresentation of memberships in the favored group
They alter the structure of work to better match their experienced identity, using
tools
such as:
Cultivating a local client base
Working on internal projects to reduce travel time
Working from home
Revealing
Professional highlights the non-membership in the favored group, wether accidental or intentional
In order for the individual to strain by revealing he seeks assistance in restructuring work with
tools
such as
Applying for reduced workloads
Seeking parental or carers leave
Integrated identity management
Factors influencing the use of
passing
or
revealing
when interacting with audiences
Audience Status
Pass to higher status, reveal to same status
Closeness of relationship
Pass with distant relationship, real with close relationships
Perceived acces to formal accommodations
Reveal if having access to formal accommodations (parental leave) and pass if not
Extremity of conflict experienced
When faced with extreme circumstances in work or personal life reveal, while passing on all other circumstances
Spillover Effect
Efforts to pass or reveal to one audience can spill over and influence the perceptions of another audience
Consequences
Gender Differences
On average women are more likely to reveal to high status audiences
Men are equally likely to use both
Women are more likely to use formal accommodations
External perceptions and performance evaluation
High performance ratings
Usually get by those who use passing
Low performance rating
Usually gotten by those who reveal