The article clarifies the concepts of “mage of a specialist” and “professional identity”. It is emphasized that these concepts are far from generally recognized comprehension. This gives rise to errors not only in external assessments of the image by colleagues and management of organizations, but also distortions in the development of the professional identity of employees. A generalized model of identity statuses is proposed, reflecting the fairness of external image assessments, which also affect the identity of the employee. At the heart of this model is the principle of justice, when business merits (essential components of labor) become the basis for the development of the image; аnd vice versa, non-essential elements, i.e. not directly related to specific work (family ties of the ordinary with influential people, the ability to manipulate public consciousness in teams, etc.), which often lead to distortions of the professional and personal identity of the employee. The following main paradoxes of professional identity are associated with the problems of the image: 1) the discrepancy between the employee's own ideas about his image and the vision of his image by the people around him; 2) a possible contradiction between the image based on business (essential for this work) achievements and the image based on accompanying (external, “decorative” in relation to this work) achievements; 3) ambiguous (non-linear) dynamics of the image of a specialist. The paradox of the image is also manifested in the very fact of recognition / or non-recognition of the image, when, on the one hand, someone does not have an image, but on the other hand, we can talk about the presence of an image that is at a certain stage of development (or expressed in a certain type of image). Also, paradoxes manifest themselves differently in professions with clear criteria for labor efficiency, and in professions where these criteria are delayed in time or cannot be quantified. Special paradoxes arise when a high image may not coincide with the developed identity of the employee.
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