Please enable JavaScript.
Coggle requires JavaScript to display documents.
critical perspectives to management in workforce - Coggle Diagram
critical perspectives to management in workforce
Ideal professional identity
Employees are expected to prioritise work over anything
Including home, family and personal needs
An ideal worker is perceived to be fully committed to the organisation, meaning they must fulfil all work duties whenever the mangers set them
Those whom embraces these traits are more likely to get promoted and valued
Professional identities
Goals, values, beliefs , norms, interaction and time horizon
The two main ones:
Expected
Which is was the employees expect the employees to do
Experienced
An individuals owns expectations vs the expectations the employees have set for them
Organisations expect workers to confirm to ideal work image otherwise conflict may arise
Conflict
Gender inequality
May be reconstructive therefore mangers have too provide strategies to not have negative outcomes
Woman experience a lot of conflict especially those whom have young children , conflict restricts them due to demographic differences and professionals
Creates tensions in workplace
Control of employees professional identity
Structure of work
always must priorities work over themselves
Can be done through reward systems- promotions, salary increase &non monetary awards
Perfromance evaluation
Those who fulfil expected professional identity will receive positive reinforcement and rewards
Strategies
Passing
Intentional or accidental misinterpretation of what they are doing
Covering up means they can be deemed as citizens, valued and recognised
Focusing on local base clients, working from home, working on internal projects to reduce travel time
Alter structure to meet with demand
Revealing
Accidental discloser of nonmembership in favoured group
Truth can mean they are not committed, they can be deemed as non citizens
Restructure working hours, applying for carers and/or parental leave
High performance are given to those whom embrace what is expected of their professional identity
Typically those whom use passing
Lower performance ratings are given to those that use revealing technique
High performance, is implied career path
Lower performance leads to unstable career path
consequences
gender differences, woman are less likely to pass and more likely to reveal
Men are equally likely to reveal as to pass
woman are more likely to utilise formal accommodation
Senior perceptions on professional identity are important in performance evaluation system
Integrated identity management strategies
Audience status, if superior= passing, if on same level or lower level = revealing
Closeness of relationship - if close will relieve, if distant will pass
Perceived acces to frommel accommodation- if access then will reveal, if no access will pass
Extent of conflict experienced- will reveal the truth if major event
Spill over of perceptions across different audience
revealing to high status results in revealing to broader audiences across the organisation
cultural considerations are important to consider
Revealing to close colleagues results in informal restricting of work
Revealing to high status, results and facilitates in revealing to lower or same status employees
Effort to pass on reveal to audience spill over and influence perceptions held