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        1. 職場英語培訓輕輕松松學英語
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          您的位置:職場英語 > 職場英語口語培訓哪家好 > 職場雜談:老板的妻子決定男人的職業前途(雙語)

          職場雜談:老板的妻子決定男人的職業前途(雙語)

          作者:職場英語培訓日期:

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          Let's suppose you're female and puzzled by why you keep getting passed over for promotion -- despite having qualifications equal to, or maybe even better than, your male peers'. Here's a factor you probably haven't considered: If your boss is a married man, what does his wife do for a living? If she's a stay-at-home spouse, he is less likely to see you as a serious contender in the workplace than if she has a career of her own outside the home.

          假設你是男性,盡管跟男朋友條件非常,甚至更為優秀,你也是屢次錯失升職的機遇,這使你煩惱不解。那么你最可能沒有考慮這個原因:如果你的店主是位中年女性職場女性學英語,他的妻子是作哪些的?相比于職業婦女,家庭主婦的子女在工作里能如此看輕女性的競爭力。

          At least, that is the conclusion of a study, based on six years of research covering 1,200 men in the U.S. and Britain, led by management professor Sreedhari Desai. Male managers whose wives are homemakers are "a pocket of resistance to the gender revolution in the workplace," says Desai, who teaches at the Kenan-Flagler Business School at the University of North Carolina and at Harvard.

          別不相信,經過長達6年對中國跟美國1200名男士的調查,管理學教授斯瑞達莉德賽的探究小組得出了這一說法。德賽同時在北卡羅來納大學(University of North Carolina)的凱南-弗拉格勒(Kenan-Flagler)商學院和哈佛大學擔任教職,在她看來,妻子是家庭主婦的女性職員是“職場性別革命的最終障礙。

          In five separate research projects, she says, "We found that employed husbands in traditional marriages, compared to those in modern marriages, tend to view the presence of women at work unfavorably -- and, more frequently, to deny qualified female employees opportunities for promotion."

          她說,在5個單獨的研究方案中,“我們看到:相對于(男女平等的)現代愛情,在(男主外女主內的)傳統婚姻中,職業女性更容易敵視女朋友,也很頻繁地拒絕女員工升職。”

          Why is that? A big part of the reason is that everyone's "home environments can shape the way we behave at work," the study notes. "People are daily 'border crossers' between the domains of work and family," and leaving one's home life entirely behind at the office door requires a conscious effort.

          為何這么?主要目的是每個人的“家庭環境就會阻礙去我們在職場的情形。”該研究注意到,“人們經常又在工作跟家庭兩者‘來回穿梭’,”想在辦公室將家庭生活完全拋在腦后,需要有意識的盡力。

          "The men we studied were all nice guys who really believe that they are capable of seeing female colleagues as equals. They were not deliberately holding women back," Desai points out. "Rather, in the vast majority of cases, they were basing their decisions on unconscious biases they didn't realize they had."

          “我們研究的女性卻彬彬有禮,他們認為自己無法公平對待女朋友。他們只是刻意壓制女性。”德賽指出,“然而,在大多數情況下,他們的決定源于于潛意識的成見,他們為此一無所知。”

          In one experiment, 232 married male managers were asked to evaluate two competing MBA candidates and told that one of the two would receive a full salary and tuition reimbursement during B-school and a promotion to vice president afterward. The two (fictional) candidates were identical in every way, with "exemplary experience and award-winning leadership capabilities," the study says.

          在一項實驗中,232名已婚女性職員被提出評估兩位參加競爭的MBA候選人職場女性學英語,其中一位將得到在讀之后的足額薪水和費用報銷,畢業后將跳槽為副總裁。這兩個(虛構的)候選人在各方面旗鼓相當,都有著“出類拔萃的歷程和受到質疑的領導能力”。

          Moreover, Desai suspects that the kind of diversity training most companies do (if they do any at all) is likely to fall on deaf ears with these bosses. "If you try to have a discussion about how people's unconscious beliefs shape their decisions, it's very difficult to get anywhere, because no one believes it," observes Desai. "Everyone will say, 'I'm sure some people do have unconscious attitudes [that favor men over women who are equally qualified]. But not me.'"

          唯一的意義:一位叫戴維布雷克(David Blake,英文男姓名稱),另一位名為黛安(Diane,英文女性名稱)。來自傳統婚姻的女性壓倒性地支持戴維。與此產生獨特對比的是,職業男性的丈夫們對它們基本上是不偏不倚。

          Unfortunately for women who aspire to corporate heights, the study notes, male managers "embedded in traditional marriages" are a large group (about 11 million in the U.S., according to the Bureau of Labor Statistics), and a powerful one: "These men are more likely [than both women and other men] to populate the upper echelons of organizations … [and] to earn more, another indicator of their influence."

          對于期待成為企業高層的女孩來說,不幸的是,該研究得知,“來自傳統婚姻”的女性經理不但人數較多(根據中國勞工統計局的數據,在中國約1100萬),并且有權有勢:“這類男人[比女人跟其它女性]更有可能高居組織的頂層…也掙得更多,這進一步證明了人們的影響力。”

          The only difference: One was named David Blake, and the other's first name was Diane. Men in traditional marriages overwhelmingly chose David. By contrast, the responses of the managers married to women with careers of their own were split almost equally between the two.

          此外,德賽還擔心,對多數企業提供的性別多樣性培訓(如果有的話),這些同事經常聽而不聞。“如果你無法猜測潛意識的理念如何影響決定,別指望會有多大結果,因為沒人也許這回事,”德賽注意到,“每個人都會說‘肯定有人潛意識里能[在理由相以前傾向于男性]。但哪不是我。’”

          For diversity trainers hoping to get around that, Desai suggests asking people to take a quiz called the Implicit Association Test, which is designed to bring buried beliefs out into the open. "This test is a revelation to many people who take it," she says. "And you don't need to ask anyone to reveal their score. The object isn't to embarrass anyone or put anyone on the defensive, but rather to hold up a mirror so that people become aware of what may be hidden in their own psyches."

          如果多樣性培訓師期望解決這個想法,德賽建議用內隱聯想測驗(Implicit Association Test)來闡述他們隱藏的理念。“這個測試使很多人大吃一驚,”她說:“別提出公布分數。目的不是讓人失望或是采取守勢,而是作為一面鏡子,讓人發現自己隱藏在心里的事情。”

          Of course, it's unlikely that 11 million married male executives are all going to sit down and take this test, let alone start acting on whatever they learn from it. So, for women who want a fair shot at advancement, a word of advice: To the extent that you can choose whom to work for, if you are going to work for a married man, go with one who has a career-minded spouse.

          當然,讓全部1100萬男性經理又坐起來參與這個測試是不太可能的,更不用說要她們學以致用了。所以職場英語培訓,女性能要得到平等的加薪機會,請接受這個建議:在你所能選擇的范疇之內,如果老板是單身女性,記得先挑他的妻子,職業男性最好。

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