Please enable JavaScript.
Coggle requires JavaScript to display documents.
(Congruence V Conflict, Ideal Worker & Professional Identity, Identity…
Congruence V Conflict
Tools for straying
Seeking assistance in restructuring work
Reduced workloads
Parental/Carer's Leave
Altering the structure of work
Internal projects to reduce travel time
Working from home
Cultivating a local client base
Hiding or sharing personal info.
Employees expected and experienced identities sync
Conflict
How do they cope?
Straying
Passing
Revealing
Women with young children experience conflict
Ideal Worker & Professional Identity
Ideal Workers
Expected to prioritize work ahead of personal matters
Therefore, these employees are often richly awarded
Committed and always ready to fulfil their work duties
Professional identity
Comprise of goals, values, beliefs, interaction styles
Two main forms
Expected
Experienced
expect to conform to the ideal worker image
Conflict arises when a worker's experienced professional identity does not meet the ideal worker image
Identity Management Strategies
Factors influencing Passing and Revealing
Closeness of Relationship
Pass to distant individuals
Reveal to close friends
Perceived Access to Formal Accomodations
Pass if there is no access
Reveal if there is access
Audience Status
Reveal to lower status
Pass to higher status
Extremity of the Conflict Experienced
Pass in mild circumstances
Reveal in extreme circumstance
Spillover of Perceptions
Revealing to high status --> Revealing to broader audience
Reveal to colleagues --> informal re-structuring of work
Passing to high status --> Pass to equal/lower status
Consequences of integrated identity management strategies
Gender Difference
Performance evaluation system is often dictated by senior audience perception
Women are more likely to utilize formal accommodations
External perceptions & performance evaluation
High performance ratings are given to..
Those who use passing identitiy management strategies
those with the expected professional identity
Low performance ratings are given to
Those who use revealing identity management strategies
High Performance rating = improved career path
Low Performance rating = unstable career path
Mechanisms of Identity Control
Structure of Work
Successful Performance
Work demands > Life demands
Performance Evaluation
Reward this fulfilling requirements