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Week 9 - Coggle Diagram
Week 9
How employees cope with conflicting professional identities
Coping with conflict
Passing
- Accidental misrepresentation of membership in group (lying)
Revealing
- Accidental disclosure of nonmembership in favored group (tell truth)
Cope by straying from expected identity
Tools for straying
Seek assistance in resructuring work (revealing)
Applying reduced workloads
seek parental/carer's leave
Personally altering work structure (Passing)
Work on internal projects to reduce travel time
Work from home
Focus on cultivating local client base
Hide/share personal information (passing & revealing)
Congruence vs conflict
Researchers & practioners focus on women (with younger children) as being main cohort of professionals experiencing conflict
Recent research, not only attributed to them due to changing demographics of professionals
If comployee expected, experienced professional identities in sync and congruent, less likely to experience conflict
Ideal Worker & professional identity
What is professional identity
2 main forms of profesisoal identities (Expected, Experienced)
Expect workers to conform to ideal worker image
Identity comprise of goals, values, beliefs, norms, interaction styles, time horizons
Conflict arise when a worker's experienced professional identity does not meet ideal worker mage (can be destructive)
Who is Ideal Worker
Due to 24/7/365 work cycle. employees expected to prortise work ahead of family, personal needs, and health
Totally commited & always available to fulfill work duties (employees eembracing expected more rewarded & given more promotional prospects)
Consequences of using intergrated identity strategies
External Perceptions & Performance Evaluation
High performance rating given to:
Those embracing expected professional identity
Those who use passing (especially to senior status audience)
High performance rating=improved career path
Lower Performanc
e rating given to those
using revealing
(to senior status audiences) identity management strategies
Low performance rating=unstable career path
Gender Difference
Women more likely to utilise formal accomodations provided by employes than men
Senior audience perception
s of professionals
dictate
the
performance evaluation system
Women less likely to pass to high status audiene,
more likely to reveal
Men likely to use passing and revealing identity management strategies (
both
)
Integrated identity management strategies
Combination of passing & revealing
Factors influencing use of either or both when interacting with audience
Perceived access to formal accomodations
IIf known have, then Revealing. Ifknown don't have, then pass
Closeness of relationship
Pass to distant, reveal to closer relationship
Audience Status (superior or inferior, impacts on day to day tasks)
Pass on high status level, reveal on same status audience
Extremity of conflict experienced
Extreme circumstances (ex. demanding project/personal life), reveal. All else, pass.
Spillover of perceptions across audiences
Passing high status audience facilitate passing to equal/low status audience
Revealing to close colleagues results in informal work restructuring
Effort to pass/reveal to one audience can
spillover
& influence perceptions held of professional by other audience
Revealing to high status audience results in revealing to broader audiences across organisation
How organisations control employees' professional identity
Mechanisms of Identity control
Structure Work
Actively seek to reward
Reward systems (increased wage, promotion, holiday, etc.)
(prioritise work demand over other life demands)
Performance evaluations
Adopt professional identity (want to receive positive reinforcements & rewards)