Over half of all mothers with children under six years of age are in the work force. Between 1990 and 2008, there will be an estimated net increase of 18 million female workers, compared with 9 million male workers.
This trend presents opportunities and challenges to organizations. If women's potential is to be fully utilized, companies must take steps to foster their career development. Some of these routes take the form of such traditional means as visible posting of job opportunities, career counseling, and training programs. Others are more innovative, such as opportunities for part-time jobs at advanced hierarchical levels and a variety of family-sensitive work practices.
Unfortunately, many women and minority workers complain that it is difficult to find mentors, especially at upper-management levels. At such levels, many executives have had little experience working closely with women and minorities. Also, many mentoring relationships are based on friendship and nurturing developed outside a 9-to-5 schedule.
If whites and blacks do not interact socially, the relationships upon which much mentoring is based are never forged. It is partly for these reasons that, as noted previously, some firms are formally assigning mentors to females and minorities."
One recent, and very controversial, suggestion to accommodate women in the work force is the so-called Mommy Track. The idea of the Mommy Track is that firms should permit women who are more committed to family than career to have greater flexibility but that they should be eased off the fast track.
Although presented as a way for some women to have careers while raising a family, it was met with anger and frustration by many women and women's groups.They protested that the Mommy Track reinforces the view of some executives that women can be active parents only at the expense of their careers.
Brings you International Academic recognition for your previous academic, and life experience in the form of a degree.
Tidak ada komentar:
Posting Komentar