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Critical Perspectives on Management and Organisations - Coggle Diagram
Critical Perspectives on Management and Organisations
AN IDEAL WORKER & THE
PROFESSIONAL IDENTITY
Ideal Worker
employees are expected to prioritise work ahead of family, health and personal needs
totally committed and always available to fulfil his/her duties
Rewarded for this behaviour especially those in professional and managerial roles
Professional Identity
Expected
Organisations expect the employees they hire to conform to their ideal worker image
Experienced
Conflict arises when a persons experienced professional identity doesn't align with the ideal worker image
Role identities comprise of goals, values, beliefs,
norms, interaction styles, and time horizons
HOW DO ORGANISATIONS CONTROL
EMPLOYEES’ PROFESSIONAL IDENTITY?
Organisational mechanisms of identitiy control
Structure of work
always prioritising work
demands over all other life demands
Performance evaluations
rewarding
those who fulfil requirements
INTEGRATED IDENTITY MANAGEMENT
STRATEGIES FOR MULTIPLE AUDIENCES?
Combination of passing and revealing
Factors that influence of passing or revealing when interacting with audiences
Closeness of relationship
Perceived access to formal accommodations
Audience status
Extremity of the conflict experienced
Spillover of Perceptions Across Audience
What occurs to one audience can flow over to wider audience .
Passing to high-status audiences tends to facilitate
passing to equal- or low-status audiences
Revealing to close colleagues often results in
informal re-structuring of work
Revealing high status audiences can result in revealing to broader audience
HOW DO EMPLOYEES COPE WITH
CONFLICTING PROFESSIONAL IDENTITIES?
Congruence vs conflict
if the employees expected and experienced professional identities are in sync they are less likely to have conflict
Large amount of professionals experience conflict
women, especially those with young children as being the main cohort of professionals who would experience conflict
How do professionals cope with confict
by drifiting away from their expected identity
passing
Altering the structure of work
cultivating a local client base
work on internal projects to reduce travel time
working from home
revealing
seeking assistance
Reduced workloads
seeking parental or carers leave
CONSEQUENCES OF USING INTEGRATED
IDENTITY MANAGEMENT STRATEGIES
Gender differences
Women more likely to use reveal startergies
Men are equally likely to use passing as well as
revealing identity management strategies
Women are more likely to utilise formal
accommodations provided by employer than men
External perceptions and performance
High performance rating = improved career path
Low performance rating = unstable career path