Siinviidatud vabalevis olev tekst võiks kuuluda paljude juhtimiskursuste kohustusliku kirjanduse hulka ning olla organisatsioonides aruteluobjektiks vähemalt juhtimise ja inimestejuhtimisega seotud töötajate seas. Aga saan hästi aru, et viimane on pigem ebatõenäoline, sest kuidas küll võtaks ette professiooni puudutava teksti juhid-ametnikud, kel endal puudub professiooniga (nt juhtimine) seotud ettevalmistus?
See aga ei vähenda teksti väärtust.
New professionals often experience reality shock when their abstract professional identity expectations clash with modern work demands in their first jobs (Schein, 1971; Sorensen and Sorensen, 1974; Louis, 1980).
how and when can a professional identity persist when it is mismatched with the goals of one’s organization and modern profession?
Professiooniga kaasnev identiteet:
Professional identities—self-defining beliefs, values, and assumptions about what it means to be a member of an occupational group—are central drivers of behavior at work (Van Maanen and Barley, 1984).
Forces of de-professionalization and the employment of professionals by bureaucratic organizations (Barley and Tolbert, 1991; Briscoe, 2006, 2007; Waring and Currie, 2009; Muzio, Aulakh, and Kirkpatrick, 2019) have reduced many professions’ control over their new members’ on-the-job socialization. […] an pprentices to senior professional partners in small firms and instead are often employed by a few large organizations (Covaleski et al., 1998; Anthony, 2021). […] And teachers in popular programs like Teach for America are thrown into first jobs after only a brief crash course (Darling-Hammond et al., 2005).
Theories of professional socialization suggest that when new professionals start their first jobs, they will shed unrealistic identity-related expectations under the watchful eye of senior members of the profession who oversee their ongoing education.
Kliendisuhteid oleks kasulik ära kasutada ka professiooni arengu ja sellest kujutluste tähenduses:
This study advances knowledge about professional socialization by demonstrating the central role clients can play in the persistence of idealized professional identities not desired by one’s profession or employing organization.
Because idealized professional identities exist in the cultural and historical image of an occupation, which is outside the direct control of organizations or professions, they may endure even when their enactment has negative consequences for the organization and its clients.
Organisatsioonidel oleks arukas …
Organizations may be wise to attend to idealized professional identity expectations to help channel them toward supporting rather than undermining organizational goals.
DiBenigno, J. (2022). How Idealized Professional Identities Can Persist through Client Interactions. Administrative Science Quarterly. https://doi.org/10.1177/00018392221098954