澳洲论文代写哪家好:女性专业职业
女性专用的职业是一个新奇的想法只有女性代表的增长前景。事实上,它很可能为组织发展这样的职业,因为有职位可由女性最好的处理。是可能的和容易开发这样的职业生涯计划,是很难执行的时候果断当局是男性主导,甚至一个小的影响“玻璃天花板”的思想可以破坏整个努力朝着这样一个计划。因此,随着发展的项目,同样或更重要的是执行实施如果某种成功需要通过这些项目。考虑这个问题,重要的是要实现这些策略在其他行业,有必要给女性比雇佣男性首先更多的选择,提供一些减压的玻璃天花板效应。
澳洲论文代写哪家好:女性专业职业
提供女性专用的事业组织中女性认为做这项工作很喜欢酒店行业,航空业,保姆公司,人力资源管理等不得称为一项女性专用的职业,因为他们是自然选择在这些行业特定的位置。这是明显的,一些研究报告称,女性非常弱势的劳动力在发达国家如美国,澳大利亚,爱尔兰(Trauth,2000;Trauth出版社,2003)。有情况下,女人是故意被给予更多的工作和要求改善投资组合通过额外的活动最高职位,这是超过女性的责任照顾他们的孩子和家庭(伊巴拉出版社2010)。相反,假设人可以考虑这样的机会,并将履行他们,他们比女性得到更多的提升。女性专用的职业生涯是一个一步朝着一个方向更有针对性和可持续工作到这个计划可以给一些水果从长远来看。主要需要是执行各级计划和完全控制,由女性为女性。由IBM这样的倡议,澳航和其他人是一个有趣的方法旨在支持妇女在他们的职业生涯中,但必须看到成功的仍然是男性主导的劳动力。说,这些行动总是在一开始工作但是如果不一致的努力,如果一个“玻璃天花板”的思维过程下沉,它可能很难维持这样的项目在更广泛的层面,虽然女性可能授予商业领导职位,他们授予的部门不得直接为组织的成功做出了贡献。
澳洲论文代写哪家好:女性专业职业
Women-only careers are a novel idea which represents growth prospects only for women. In fact it is very much possible for an organization to develop such careers because there are positions which can be best handled by women. As much as it is possible and easy to develop such career programs, it is as difficult to enforce it when the decisive authorities are male dominated and even a minor influence of ‘glass ceiling’ thoughts can derail the entire effort towards such an initiative. Thus, along with the development of such programs, it is equally or more important to enforce its implementation if some kind of success is desired to be achieved through these programs. Considering this, it is important to implement such strategies in other industries where it becomes necessary to give more options to women first than hiring men, providing some relief to the removal of glass ceiling effect.
澳洲论文代写哪家好:女性专业职业
The offering of women-only career in organizations where women are assumed to do the job very well like the hospitality industry, airline industry, baby-sitting companies, human resource management, etc. may not be called as an initiative of women-only career because they are the natural choice in specific positions in these industries. This is evident by some research which reports that women are quite underrepresented in the IT workforce in developed nations like US, Australia, and Ireland (Trauth, 2000; Trauth et.al, 2003). There are cases where women are purposely being given more work and asked to improve their portfolio by doing extra activities to get the top job, and this is over and above the women’s responsibility of taking care of their kids and the home (Ibarra et.al, 2010). In contrast, assuming that men would be able to consider such opportunities and will fulfil them, they get more promotion than women. Women-only career is a step forward towards a direction which is more focused and sustainable efforts into this initiative can give some fruits in the long term. The prime necessity is to enforce the initiative at all levels and be completely governed and run by women for women. Such initiatives by IBM, Qantas, and others is an interesting approach which is designed to support women throughout their career, but it needs to be seen how successful it remains in the male dominated workforce. That said, these initiatives will always work in the beginning but if not followed up with consistent effort and if a ‘glass ceiling’ thought process sinks in, it may be difficult to sustain such programs at a broader level and though women may be awarded business leadership positions, the division in which they are awarded may not be directly contributing to the organizations success.
