How Does Paid Employment Affect The Identity Essay - 4

How Does Paid Employment Affect The Identity - Essay Example This research will begin with the statement that in order to have paid employment exert friendly influences on one’s identity, it consequently becomes highly important to learn all the critical ways to thrive in a career in a very positive and professional manner. This remains a reality that employment heavily interferes with one’s identity, self-esteem, and psychological satisfaction either in a positive or negative way. Also, there definitely exists a direct relationship between a worker’s identity and the amount of salary on which he or she is employed in any organization. Workers getting high salaries tend to be more satisfied with their identities and enjoy high self-esteem in comparison to low-profile workers who get paid poorly and who also consequently, tend to face the pressures of low self-esteem and poor social identities. Maintaining the nature of work identity also holds huge importance once a worker enters the workplace and the type of management pr acticed in that workplace also shares a relationship with whether a worker would be able to maintain his or her identity or not. Much research has been done on workers’ identities, which has effectively changed the way relationship with organizations is perceived presently by the workers. More and more managers these days are seen increasingly focus on the concept of organizational culture and trying developing familiarity with the organizational culture and the nature of culture-oriented issues helps in proper maintenance of identity. It is mentioned by Grey that a highly professional and concerned approach is required in every organizational setup for addressing various critically important factors like workers’ skills and identity issues. The concept of organizational culture is heavily related to the potential to reformulate the concept of workforce identity, as mentioned in the work compiled by Grey. It is discussed by the author in the book that cultural concept got introduced in the American management system earlier in the 1980s. Actually, the cultural idea proposes that the organizational practices should be designed in such a way that they would promote the shared values because the establishment of shared values ultimately leads to solidifying the workers’ identities, as already discussed. For stable cultural management, it is critically important that the staff should have a firm belief in values instead of going along with the orders of the managers like feeling fewer automatons. There should remain no distance between individuals’ purposes and those of the organization in which they are employed. According to the theoretical approach introduced by Willmott, culture management has the serious potential to reformulate identity in harmony with the managerial doctrine. This theoretical approach professes that culture management should actually be perceived as a powerful tool through which internal world of an organization can be reshaped in terms of the identity of people at work. With the help of a historical approach, Grey discusses how Japanese managers laid greater emphasis on motivating the employees in order to commit them to working on united goals during the 1970s and 1980s, so that company output could be enhanced along with customer service.