Identity, Authority, and Learning to Write in New Workplaces

In “Identity, Authority, and Learning to Write in New Workplaces” Elizabeth Wardle tells of the three modes of belonging described by Sociologist Etienne Wenger. Wenger’s modes are referred to as engagement, imagination, and alignment.

Engagement can be described as perhaps earning your strips, so to speak. Engagement is when a newcomer to a specific work environment attempts to connect to “old-timers” of the network through common goals. The newcomer will identify goal and then do there best as to help with that goal in the hopes of becoming connected to that specific old-timer. Wardle emphasizes that engagement can be positive unless if it back-fires. If the newcomer struggles with connecting with the old-timer then this can create a poor imagine/identity. When applying this to the hardware which I work at one can see that as a new employee is hired they are eager to help with work in anyway possible, especially if it is doing projects with one of the mangers. If that new employee is successful in connecting with the old-timer at the hardware in turn they become successful and appreciated in that community. If they fail there is immediately a lack of connection with all the other employees.

Imagination is in a sense settling into the environment which you are newly accepted into. Now that you have become engaged you as the newcomer need to reach out and find new ways to make an impact. Utilizing your skills for everyone in that community to see and admire is important. This will help concrete yourself into that community if done correctly. After being hired for a few weeks new employees at the hardware typically will search for a dusty corner or unorganized shelf to attack and rearrange. Upon fixing-up that shelf it shows to others there dedication and imagination at thinking up ways to make the store better and more productive.

Alignment is the finally step. Become aligned with those in the community is difficult because it on a more personal level. Now that the newcomer has been accepted and showed there worth the old-timers open up a little more, opening up gives the avenue of creating boundaries in a relationship and finding common grounds of goals. When new employees at the hardware reach this step they begin to give there opinions to the mangers, offer ideas, and perhaps challenge decisions. If that specific employee pushes too much or tries to take on this role of alignment to quickly it can create bad blood and thereafter dislike throughout the staff.