Newspaper article THE JOURNAL RECORD

Corporate Men Still Wondering What It Is Women Want

Newspaper article THE JOURNAL RECORD

Corporate Men Still Wondering What It Is Women Want

Article excerpt

Ever since Adam and Eve, men have been trying, somewhat unsuccessfully, to understand women. This has never been more true than it is today in the world of business. Corporate men, faced with an unprecedented flood of determined women in the workplace are asking, "What do women want?" It's easy to understand why women work, but it's much more difficult to discern what women really want or expect from work. By and large, women want what they've always wanted in other aspects of life - a full partnership. Twentieth century women have decided that "being is not the same as doing." They believe that for all who work there must be not only fair and equal treatment, but fair and equal opportunity - enhanced by law, if necessary.

Traditional attitudes toward women at professional and managerial levels continue to block change; but more and more, corporations are beginning to realize that a work setting which is conducive togrowth for both men and women, increases productivity and enables all employees to move forward in forming their own future and the future of the company.

In an excellent book, "New Life Options," Rosalind K. Loring states that the proper climate for working women, and hence, what women want from work, are the elements we recognize as essential to the growth of any new venture, be it a flower, or a child, a business, or a nation. These elements are: A support system, nutrients, time for development, avoidance of undue stress, and commitment.

%EThe support system consists of a corporate philosophy and resulting policies which has to initially be established by management and the government.

%E The second element, nutrients, consists of a combination of training, re-training, and more training, with careful and unbiased evaluations as well as equal prerequisites of rank (expense accounts, title, pay, office space, staff, etc.).

%E The third element, time for development, requires management to look for and reward small achievements.

- Avoidance of undue stress, is more frequently violated when staff or families are emotionally unsupportive.

%E Element five is commitment. It means commitment by all to the first four steps while searching for innovative, unique and even risky methods to ensure the most fertile soil for growth and the best balance of human and technological resources. …

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