Best Paying Careers For Women

When it comes to careers for women, it was normally stability that was given precedence over salary. Over the last decade, with better education and opportunities, women have started coming out of the preoccupation of family carer and home management and instead are choosing more high paying jobs that don't provide the previous stability yet give them the satisfaction of both career and a higher income.

What are those high paying jobs?

There has been a gradual shift from the traditional careers for women like nurse, dental assistant, etc to non-traditional and alternative posts like general practitioners, dentists, etc. This is a welcome change for women and society in general. When we talk about the best paying careers for women today, we easily notice that the field of medicine is dominating the charts.

o The latest to add in this category is the job of anaesthesiologists. They are the ones who give anaesthesia to patients pre-surgery to render them unconscious during the surgery. This involves proper understanding of the patient's body and the various risks it faces when a particular anaesthetic is given. This is one of the top paying jobs in the market today.

o The role of an internist often goes unnoticed by most of us. They are the ones who provide non-surgical treatment to the internal organs of the patients when they are inflicted with disease. This is a wonderful profession and internists are renowned for taking home healthy salaries every month.

o One field of medicine has almost always been held by women and why not! It is the post of a gynaecologist. A gynaecologist is a special stream of doctors who handle the diseases related to the reproductive organs of women and childbirth. This is a very important job and women have played a massively important role. No wonder such an important job is paid so well.

o It is time women stopped limiting themselves to dental assistants and instead become a dentist. Apart from dentists being one of the best paid people in the industry, like medical doctors they hold highly respected, responsible positions in society.

o If you try to step aside from the field of medicine and consider other alternatives, you will find there are other equally fulfilling jobs for women. A teacher is one of them. Being a teacher has been a rewarding career for many women both in terms of satisfaction and income (in most locations). In fact, the constant contact with bright minds can be very enriching just on its own.

o Human resources in larger firms is another attractive field where women dominate and earn a good pay package. The human resources department of a company handle the employee welfare, recruitment, social activities, etc. In short, it handles everything that concerns the 'people' side of the company.

o The Fashion industry has always attracted women. But apart from being just a skinny model gracing the ramp, women can also hold many other posts that are equally or much more rewarding. Fashion designers, make-up artists, event managers, etc. have amazing take home salaries that can turn a top model turn green with envy!

o The post of financial advisor may be quite a risky job as it involves giving advice on the financial matters of people, but it is a high paying job precisely for that. Women who are good in finance and are comfortable giving advice can have the experience of their lifetime in this career as it is a highly interesting job. People are known to earn enormous amounts once they become established in this field.

The list given above is only indicative. There are many fields like sales, psychiatry, analysis etc. that are also rewarding.

Wow! So how do I get one?

Well, no matter what job you want, they almost always involve some basic qualifications. Traditional jobs which women used to hold required little educational requirements in many cases. However, all the high paying jobs usually require proper, formal education as they are most often more complex. Most require degree qualifications and in the case of a career in medicine, it's usually a tough five to six years medical degree plus some internship.

Education may seem costly sometimes and you may be tempted to slip back and settle for a low paying job. However, that decision of yours can help you lose a lifetime of comfort and satisfaction. There are scores of educational loans that are being offered to students. You can always pay it back over time after you get those dream jobs.

Finally, some research is all it takes and you can even jump on line at your local library (usually for free) if you don't have a computer of your own yet!

careers, Jobs Indonesia, Indonesia Vacancy

 

 

Nontraditional Careers For Women - Female Jockeys Gaining Ground

The first thing I can remember wanting to be when I grew up was a jockey. Well, that obviously didn't happen, but I do wish there was a "fantasy jockey" camp, similar to what they have for baseball - I'd be the first to sign up!

Being a jockey was a nontraditional career for a woman when I was a kid, and it still is today. About 10% of professional thoroughbred jockeys are women; the Department of Labor defines a nontraditional field for women as one in which 25% or less of those employed are female.

As in other male-dominated fields, the women who pioneered in racing faced many challenges. The first woman jockey to ride in a pari-mutuel race was Diane Crump, in February 1969 at Hialeah, but she wasn't the first to try. When Penny Ann Early attempted to enter three races at Churchill Downs in 1968, she was prevented from riding because the other jockeys boycotted the races. Barbara Jo Rubin faced not only boycotts, but a bricks thrown through her trailer window, when she entered a race at Tropical Park in January of 1969. However, Rubin did become the first female jockey to win a race on February 22 of that year when she won at Charles Town. Rubin was forced to retire about a year later due to injuries; however in her brief career of 89 races she won 22 times and was in the money 20 more times. Diane Crump made history again in 1970 when she became the first woman to ride in the Kentucky Derby. She won over 230 races before she retired in 1985.

Although the number of women jockeys is still quite low, they race in a very different environment than the pioneering women jockeys did. The first women jockeys faced the prejudice and hostility of their male colleagues, who did not want women racing against them. The men would sometimes cut them off or commit other violations, which were ignored by the race officials. They would even slash them with their whips! (The irony of this is that one of the concerns of the male riders was that they felt racing was too dangerous and the women would get hurt!)

Diane Crump was invited to compete in a match race in Puerto Rico. The male jockey riding against her did everything he possibly could to unseat her from her mount, including grabbing her saddle cloth, knocking her foot from the stirrup, and grabbing her reins. Crump fought back by cracking him on the head with her whip, but he wound up winning the race by a length. However, the women in the crowd cheered Diane and cursed and threw rotten tomatoes at the male jockey!

The early women jockeys also faced opposition from the jockeys' wives, who were uncomfortable that the women would see their men in various states of undress, even though dressing quarters were separate. As a matter of fact, there were no women's dressing quarters - the women often had to change in horse trailers and couldn't even shower until they got back to their hotel rooms at the end of the day.

Getting good mounts was also a challenge, as many owners and trainers did not want their horses ridden by a woman. Sometimes the female jockeys were pressured to exchange sexual favors in return for a mount. When they did get mounts, they were often harassed by the fans at the track, or "goosed" as they were given a boost into the saddle by the trainers.

The tide started to turn in the 1970s at the small Eastern race tracks, the "minor leagues" of racing, when the dedication and work ethic of the women riders stood out against that of the men. The women began to gain acceptance, and gain more and better mounts around the country.

The most successful woman jockey is Julie Krone. She began her racing career in 1981, and won 3,454 races before she retired in 1999. At the time of her retirement, she had won more than $81 million in purses and ranked 16th in earnings on the all-time list for all riders. She un-retired in 2002 and continued to win, finishing her career with 3,704 wins and more than $90 million in purse earnings. In 1993, Krone became the first female to win a Triple Crown Race, when she rode 13-1 long shot Colonial Affair to victory in the Belmont Stakes. She is the only female to win a Breeder's Cup race. She accomplished the rare feat of riding six winners in a day. She is the only woman rider in the Racing Hall of Fame, inducted in 2000.

Krone "put the lie" to the idea that women weren't tough enough or strong enough to handle massive animals in a dangerous sport. At 4'10" and 105 pounds, she was tiny even by jockey standards. However, her size didn't prevent her from winning races, from coming back from injuries that would have ended the careers of other riders, or from picking fights and wrestling matches with male jockeys who had wronged her.

Following the path of Krone and the other trailblazing female jockeys, more and more women are racing successfully, and face much less prejudice and resistance than did the women in the early days. (Although it still occurs.) On March 26, 2009 top young jockey Maylan Studart won her 40th race with a win at Aqueduct, moving her from apprentice to journeyman status. Three of the seven jockeys she beat that day were women! Aqueduct currently has five women jockeys competing at the track. John Lee of the NY Racing Association stated that "I don't think we've ever seen so many talented women riding here at the same time. And when they're riding in New York, they're riding in the major leagues."

I look forward to seeing many more women compete as successfully as jockeys. (And I continue to hope for that fantasy jockey camp!)

© Koval Associates LLC

careers, Jobs Indonesia, Indonesia Vacancy

 

Understanding how women communicate at work

If you have female co-workers, you may sometimes wonder what some of their comments mean. Females can be intuitive, indirect, emotional, or uncertain at times. Others, however, may come across as assertive or dictatorial. The guidelines that follow may help to explain the ways that women communicate while on the job. Keep in mind that these insights are not meant to be stereotypical and do not apply to all women.

1. Women tend to be more verbal than men and think in terms of words and emotions. Research shows that women typically have a need to express about 25,000 words per day, while men express about half of that--12,000. Women often use affirming conversational markers like "oh?" or "Hmm." Men are generally good listeners but may not offer as much supplementary verbal support. They do, however, tell more off color jokes and use more profanity than most women.

2. Women rely on their emotions to assess a situation or person. Their brains are wired to accept stimuli from multiple sensory impressions, which can cause sensory overload, resulting in temporary confusion. This may lead to what some call "women's intuition," when a woman has "a feeling" about something or someone but can't put her finger on it because her mind is overloaded by stimuli. After she has had a chance to sort impressions, she may come to the realization of why something seems amiss--a guest's unmatched socks, for example, which can lead to a full-fledged observation or opinion.

3. Women enjoy being part of a team. At work, this means that they willingly share tasks and insight to get a job done. While some women pursue leadership roles, many others are content to serve from the sidelines as long as there is someone to chat with occasionally. Women enjoy communication for its own sake, while many men typically use talk as a tool to get things done.

4. Women may feel insecure about their job roles. This may be due to the fact that women have rather recently entered the work force, mainly in the past 30 to 40 years. They may have fewer female mentors and role models, and perhaps be a little nervous of a male supervisor, especially if they are surrounded by longstanding male co-workers. An illustration of verbal uncertainty is the use of tag questions. Instead of making a statement that can stand alone, female employees may add a short question at the end:

"The meeting starts at nine, doesn't it?"

"I think the project is coming along, don't you?"

5. Some women resent a female supervisor more than a male supervisor, which can lead to cattiness or communication problems. While researchers are still not sure of all possible reasons for this, some include the idea that female supervisors sometimes adopt masculine characteristics to compete with males, and thus alienate female employees. Another option is that women who enjoy team work may resent the female who stands head and shoulders above them.

6. Women typically have fewer health-related problems on the job than their male counterparts. Stress symptoms like job-related depression, substance abuse, and heart problems remain more male than female issues, but women are beginning to catch up. Women are better at controlling their emotions than many male supervisors, which may be one reason why they are less likely to fall prey to stress symptoms than men.

7. Many women resent the fact that fewer females have been able to get high ranking leadership roles. They are becoming more vocal in their demand for equal pay for equal work. The good news is that there are more mentors and job opportunities these days for women in traditional male occupations, like engineering and law. As women become more outspoken about their career expectations, changes are beginning to occur in their favor.

Women at work do not fit neatly into any one category. But understanding how many women communication while on the job can enhance understanding and promote more effective collaboration among employees.

careers, Jobs Indonesia, Indonesia Vacancy

 

 

No woman is an island

Many businesswomen attribute their success to a mentor or a group of people who’ve advised them in some way. These women realise and acknowledge to themselves that they didn’t necessarily have all the answers, or all the skills and knowledge and contacts to take their business to the next level. They weren’t afraid, or too proud, to approach people who were experts in their field and ask for their help and input.

Jane Hunter, of Hunter’s Wines wanted an effective team but not a top-heavy staff so she relied on the use of consultants in the areas of winemaking, management, accounting, advertising and PR. Jane, whose expertise was as a manager and viticulturist, said “I believe no one person has a monopoly on good ideas, the more people involved managing a business the more innovative you get. All these people work really well together and it gives me confidence to know I can call on them but they’re not actually sitting at the winery.”
When her company experienced a difficult vintage back in 1995 she said her various consultants who were away from the problem could look at the situation quite logically and in a different light than those caught in the middle, getting stressed out. The consultants put together a plan for the company for the next year to work their way through the difficult time.
Julie Dalzell, past publisher and editor of successful Cuisine magazine, called her advisory group a ‘maverick team’ – a handful of advisors with backgrounds in advertising, direct marketing and finance. Julie said her team were lateral thinkers, who helped to generate ideas and make them happen.
“We sat around with our advertising manager and said we’re either going to stay still and battle for the advertising dollar all the time or we’re going to try and beat the pack.”
The team developed a business plan, a marketing plan and an advertising brief containing some fairly challenging goals for the Cuisine team. Part of the plan was an eye catching and controversial advertising campaign that resulted in a 79 percent increase in circulation.

Napoleon Hill in his classic book ‘Think and Grow Rich’ devotes an entire chapter to the power of the Master Mind. He attributes Andrew Carnegie’s and Henry Ford’s success to their master mind alliances.
There are many variations to the Master Mind and they can be easily set up to assist you in your own business. Some of these include:

Advisory Council
Your advisory council could be made up of consultants, key stakeholders or staff, or experts in their respective fields. Their role is to advise and guide you – so you can learn from their mistakes - not to work for you.
An advisory council may also have networks and connections that can be invaluable to you as you grow your business.
Approach and appoint people into key advisory positions; operations, management, marketing, financial. Aim to meet monthly and from the beginning clearly set out each person’s role, responsibility and your expectations as well as their remuneration.

Mastermind/Brainstorming Groups
While publishing Her Business I set up an informal brainstorming group with a group of four or five business owners from a diverse range of businesses. We met every three weeks at my offices over a bottle of wine and nibbles. We each had 20 minutes to raise an issue or problem in our business and the rest of the group would brainstorm or offer suggestions, and then we’d move on to the next person and so on.
The group offered a popular forum where we could explore staff issues, practise presenting proposals, ask for contacts or referrals and get feedback and a different perspective on issues.

Buddy Partners
I’ve also had a ‘goal setting buddy’ – and again we met every three weeks or so. We’d begin with a ‘check in’ of personal happenings. Then we’d take turns updating each other on our progress towards our goals, we’d discuss any obstacles or issues, as well as share successes and we then set actions to complete over the next three weeks. The meetings were informal, but the discipline of meeting, reviewing our progress verbally and planning ahead pushed our goals forward.
We set parameters around our expectation of accountability to each other (how tough were we going to be?) and in the early stages spent the first few meetings defining our goals and getting an understanding of the other person’s vision for themselves and their business.

Running your own business, whether self employed or leading a team, can be lonely but having some type of advisory or sounding board prevents isolation, and injects fresh ideas as well as making you accountable to your vision, so you don’t get side tracked with the trivialities of day to day issues.

careers, Jobs Indonesia, Indonesia Vacancy

 

Men and Women at Work: Can We All Get Along?

It may be true that men are from Mars and women from Venus. That doesn’t mean the two sexes can’t effectively work together here on Earth.

John Gray’s New York Times bestseller “Men Are from Mars, Women Are from Venus” was a lighthearted look at differences between the sexes. It seems silly that it took a book to figure this out. As if it wasn’t obvious enough. But Gray’s work helped men and women develop better communication skills by pointing out that they have varying emotional needs. And there’s no more important place to understand this reality than at the office.

Once the political correctness is pushed aside, it’s plain to see that women and men simply approach work differently. And it has nothing to do with qualifications. After more than 30 years of the women’s movement, the workplace has been filled with highly skilled and accomplished women, whose educations and backgrounds have been on par with their male counterparts. However, the overwhelming majority of senior and CEO jobs in corporate America still remain in the hands of men. While gender bias, mostly in a covert fashion, continues to play a role, some researchers feel that the difference can be attributed to how women and men approach work.

That key difference? Competitiveness. There are, of course, women who can be just as, if not more, competitive than men. But as a whole, workplace studies have found that men put in longer hours, endure more hardships, are apt to relocate, and are willing to sacrifice family obligations more than women. If those are indeed the conclusions, it seems that women have a much smarter and healthier approach to work, even if they don’t occupy as many corner offices.

The workplace hasn’t become an all-out, battle royal of the sexes. In most professions men and women have gotten used to working together. But it stands to reason that the contrasting styles can lead to a breakdown in communication, a vital component in any successful business. But not to fear, men and women are more alike than different. Some may find that hard to believe, but it’s actually possible to improve cross-gender communication and smooth out the rough edges.

If you’re a woman who has frequent interactions with a men at work, you will be overwhelming successful if you recognize one simple rule: men think differently. And with that knowledge comes power.

One of the first places to start is recognizing that men typically talk to get information. While women do the same, there’s the added component of personal interaction in their conversations. An easily recognizable example of this in everyday life is the phone conversation. Guys call other guys get relay information or set up meetings. It’s rare that a man will call another “just to chat.”

Another striking difference is that women tend to ask more questions than men. Women typically want more details and a deeper understanding of an issue. Men sometimes see excessive questioning as a weakness and want to give the impression that they already have the information they need and can carry out the task.

An obvious distinction is that men tend to have a looser tongue than women. Offhand comments that can be offensive filter out of men’s mouths more than women. Most of the time it’s not an effort to harass a female employee, but a lack of judgment in telling a sexual or offensive joke. If a woman faces this situation, it’s wise to evaluate it on its merits and intention before reacting.

Everyone knows that men hate asking for directions, and that can go way beyond the map. It’s on commercials, television shows and movies constantly. You have a lost couple, a woman imploring the man to ask for directions, and the man outright refusing. What’s that guy’s problem? It’s a sign of weakness and men just hate that. Women can’t understand this phenomenon because they’re more intuitive than men and have no problem asking for help. To deal with this touchy subject at work, women can approach this in an easy-going manner and offer a man help “if he feels he needs it.”

When men and woman want to convey trust either at work or in a relationship, they, not surprisingly, do it differently. A woman who shares her feelings with a male co-worker is displaying trust, while men look more toward consistency and reliability as a marker. Because it’s so important to create bonds at work, a woman can win points with a male co-worker just by simple things like showing up on time, following through on a project or troubleshooting a problem.

While getting along with a man at work may feel like tip-toeing through a minefield sometimes, the bottom line is to maintain a professional relationship. Understanding why the opposite sex acts and reacts the way it does will go a long way in bridging the cultural gap in the workplace.

www.resume-resource.com

careers, Jobs Indonesia, Indonesia Vacancy

 

Business Women Can Play in the Boys' Club

Written by Suzanne Doyle-Morris
The professional women I work with are always looking for that extra edge to take their careers to the next level and frequently turn to professional development courses and advanced degrees to give them an advantage. Certainly, additional years of education are shown to have a more positive effect on women’s earnings than on men’s (1). As an accredited executive coach with a Ph.D. from the University of Cambridge, I clearly believe in the added knowledge, confidence and credibility that additional qualifications can impart to an ambitious woman. However, they are only parts of a much larger and more complex set of issues that hinder women’s career progression, which include the underutilization of well-trained women, the long-hours culture endemic in many industries, and pernicious self-doubt in women. While these factors may seem beyond our control as working women, there are strategies, as successfully utilized by the senior women I interviewed for my book Beyond the Boys’ Club: Strategies for Achieving Career Success as a Woman Working in a Male Dominated Field to help address these real challenges that demonstrate there are indeed ways a business woman can play in the boys’ club...and win. Over-Qualified But Under-Utilized I have long suspected that the continual pursuit of more qualifications is a red herring for women in the struggle for workplace equality. It can be a distraction from looking at the actual qualifications of their male colleagues and what those male peers are actually doing to get ahead. More women are leaving the university with a wider range of undergraduate and postgraduate degrees than ever before, and are making real inroads into fields that were previously male dominated, such as law, medicine and business administration. For example, London where I am based, is a metropolitan city like many others that attracts the best and brightest professional men and women from around the world. However, research from Women in London’s Economy (2) suggests, “By the time they enter the workforce, a larger proportion of women in London have higher level qualifications than their male colleagues...but are less likely than men to attain supervisory or managerial posts.” Clearly, the fact that women are not “trickling up” to senior positions cannot legitimately be blamed on a lack of the right qualifications for much longer. Top Tip: If you feel that confidence and a promotion always seem to be one more degree, qualification or training course away, the chances are you need to draw attention to what you are already achieving rather than concentrating on what you perceive yourself as lacking. Look realistically at the qualifications of the men around you. Another set of initials behind your name will not automatically lead to promotion. Presentee-ism and the Long-Hours Culture Presenteeism is experienced as a pressure—imposed by others or even by oneself—to be seen as putting in long hours. It’s based on the usually unspoken understanding that this is one of the traits upon which your commitment to your career will be judged in the future. Presenteeism is a game most women cannot and, in fact, do not want to play. Certainly technology can be a woman’s friend in the battle against presenteeism, as a business woman can indeed be contactable away from the office. While most of my clients at times lament the ubiquity of the “crackberry,” for example, they would not be without them for the flexibility they offer. Hours alone are never a game business women can “win.” Use the time you do have wisely. Top Tip: Make sure your key performance indicators are tied to realistic deliverables—it is easy for a manager to look to hours alone to judge who will get promoted if goals are fuzzy and not tied down to tangible measures. Schedule your lunches and coffee breaks with the rigor you would give your child’s dental appointments, to make the most of building strategic relationships with clients, colleagues and potential mentors. An hour spent building a relationship will get you further in the long run than an hour spent at your desk. The Specter of Self Doubt Rebecca George, a partner at Deloitte and one senior woman I interviewed for Beyond the Boys’ Club, recounted some of the main differences she saw between male and female candidates at interviews. “Often, I have found that I have two candidates with exactly the same qualifications, and the woman will never say she can do all of the job, whereas the man will not only say he can do it all, but that he’s the best possible choice,” she laughed. Rebecca found it interesting to see how the dynamic of confidence affects men and women before they even start their jobs. What she notices in job interviews was borne out in research from University College London in 2008 (3), where researchers found men, especially those of lower actual IQ scores, routinely overstated their intelligence—while women underplayed their own. They reported: “Men are not cleverer but they appear to be more confident, which can have beneficial effects in the interview room.” Unfortunately, the same research also found that very bright women often believed their IQ to be much lower than their actual score. Top Tip: As a smart woman you must tell others what you are achieving. Copy your boss in to any congratulatory e-mails you receive from clients or send to your team. Volunteer to deputize for your boss and speak at industry events as frequently as you can. As you begin, pursue and finish projects, send short reports highlighting the collaborations and successes to the internal company newsletter. Most editors are happy to receive content. Hard work will not be rewarded unless paired with visibility. careers, Jobs Indonesia, Indonesia Vacancy

How to Buy a Woman's Business Suit

Step 1

1. Select a suit color and pattern. Black, navy and gray are all classic tones. If you opt for a patterned suit, check that the patterns line up at the seams of the shoulders and lapels.

2. Step 2

   Choose a suit fabric. High-quality worsted wool is seasonally versatile; avoid blends with too much polyester.

3. Step 3

   Crumple the fabric to see if it bounces back instead of remaining wrinkled.

4. Step 4

   Pick a jacket style. The single-breasted suit is classic, but there are also double-breasted suits, as well as those that button to the collar (Coco Chanel epitomizes this style).

5. Step 5

   Determine your preferred jacket length. Pockets can be besom (slit), flap or patch; besom pockets are formal, while patch pockets provide a casual look.

6. Step 6

   Decide between a skirt and pants, or buy both. The traditional skirt suit is appropriate in highly formal business settings, but the relaxed pantsuit is sometimes acceptable. It might be practical to buy a three-piece set: jacket, skirt and pants.

7. Step 7

   Select your pants style. Pleats make pants dressy and provide room to move around, while flat-front pants are slimming. Cuffed legs are formal and add weight to the suit; uncuffed pants elongate the leg.

8. Step 8

   Test for jacket fit. Make sure the collar lies flat against the back of your neck. Shoulders should be lightly padded and neither too boxy nor sloped. Sleeves should reveal 1/4 to 1/2 inch of dress cuff or fall 5 inches above the tip of your thumb.

9. Step 9

   Make sure the skirt or pants fit. You should be able to slide two fingers under the waistline and pull about 1 inch of excess fabric at the hip. Skirts should fall straight. Back, not side zippers help a skirt to fall more smoothly. Pay attention to the crotch area for pants, making sure it lies perfectly flat against your body.

careers, Jobs Indonesia, Indonesia Vacancy