首页
外语
计算机
考研
公务员
职业资格
财经
工程
司法
医学
专升本
自考
实用职业技能
登录
外语
Why some women cross the finish line ahead of men RECRUITMENT The course is tougher but women are stayi
Why some women cross the finish line ahead of men RECRUITMENT The course is tougher but women are stayi
admin
2013-11-25
80
问题
Why some women cross the finish line ahead of men
RECRUITMENT
The course is tougher but women are staying the distance, reports Andrew Crisp.
A Women who apply for jobs in middle or senior management have a higher success rate than men, according to an employment survey. But of course far fewer of them apply for these positions. The study, by recruitment consultants NB Selection, shows that while one in six men who appear on interview shortlists get jobs, the figure rises to one in four women.
B The study concentrated on applications for management positions in the $ 45,000 to $110,000 salary range and found that women are more successful than men in both the private and public sectors. Dr Elisabeth Marx from London-based NB Selection described the findings as encouraging for women, in that they send a positive message to them to apply for interesting management positions. But she added, ’We should not lose sight of the fact that significantly fewer women apply for senior positions in comparison with men. ’
C Reasons for higher success rates among women are difficult to isolate. One explanation suggested is that if a woman candidate manages to get on a shortlist, then she has probably already proved herself to be an exceptional candidate. Dr Marx said that when women apply for positions they tend to be better qualified than their male counterparts but are more selective and conservative in their job search. Women tend to research thoroughly before applying for positions or attending interviews. Men, on the other hand, seem to rely on their ability to sell themselves and to convince employers that any shortcomings they have will not prevent them from doing a good job.
D Managerial and executive progress made by women is confirmed by the annual survey of boards of directors carried out by Korn/ Ferry/Carre/Orban International. This year the survey shows a doubling of the number of women serving as non-executive directors compared with the previous year. However, progress remains painfully slow and there were still only 18 posts filled by women out of a total of 354 non-executive positions surveyed. Hilary Sears, a partner with Korn/Ferry, said, ’Women have raised the level of grades we are employed in but we have still not broken through barriers to the top. ’
E In Europe a recent feature of corporate life in the recession has been the delayering of management structures. Sears said that this has halted progress for women in as much as delayering has taken place either where women are working or in layers they aspire to. Sears also noted a positive trend from the recession, which has been the growing number of women who have started up on their own.
F In business as a whole, there are a number of factors encouraging the prospect of greater equality in the workforce. Demographic trends suggest that the number of women going into employment is steadily increasing. In addition a far greater number of women are now passing through higher education, making them better qualified to move into management positions.
G Organisations such as the European Women’s Management Development Network provide a range of opportunities for women to enhance their skills and contacts. Through a series of both pan-European and national workshops and conferences the barriers to women in employment are being broken down. However, Ariane Berthoin Antal, director of the International Institute for Organisational Change of Archamps in France, said that there is only anecdotal evidence of changes in recruitment patterns. And she said, ’ It’s still so hard for women to even get on to shortlists—there are so many hurdles and barriers. ’ Antal a-greed that there have been some positive signs but said ’ Until there is a belief a-mong employers, until they value the difference, nothing will change. ’
Questions 14 - 19
Reading Passage 2 has 7 paragraphs(A - G). State which paragraph discusses each of the points below. Write the appropriate letter(A - G)in boxes 14 - 19 on your answer sheet.
Example Answer
The salary range studied in the NB Selection survey. B
The improvement in female numbers on company management structures.
选项
答案
D
解析
转载请注明原文地址:https://kaotiyun.com/show/R1NO777K
本试题收录于:
雅思阅读题库雅思(IELTS)分类
0
雅思阅读
雅思(IELTS)
相关试题推荐
Evaluatethefollowing.(a)15-(6-4)(-2)(b)(2-17)÷5(c)(60÷12)-(-7+4)(d)(3)4-(-2)3(e)(-5)(-3)-15(f)(-2)4(15-18)4(g)(20÷5)2
Thecirclegraphaboveshowsthedistributionof200,000physiciansbyspecialty.Whichofthefollowingsectorsofthecircleg
Solveeachofthefollowingequationsforx.(a)5x-7=28(b)12-5x=x+30(c)5(x+2)=1-3x(d)(x+6)(2x-1)=0(e)x2+5x-
BInthisproblemyouareaskedtocomparetheaveragewiththemedianofthe120numbersinlistZ.SincelistZconsistsofthe
ThecompanyatwhichMarkisemployedhas80employees,eachofwhomhasadifferentsalary.Mark’ssalaryof$43,700isthesec
Itmaybedebatedwhetherindividualneuronsare"tuned"toreacttoonlyasingletastantsuchassaltorsugar--andtheref
SUMMARY:
IfWilliamshadafault,itwasanalmostcomplete(i)______others,aproclivityborderingon(ii)______.
Afteryearsoftakingarthistorycoursesandvisitingmuseums,Edconsideredhimselfatrue______offineart.
Aleadingchemistbelievesthatmanyscientistshavedifficultywithstereochemistrybecausemuchoftherelevantnomenclaturei
随机试题
数据库系统由数据库、硬件、软件和数据库管理员组成,其核心是________。
医师在执业活动中不享有的权利是
甘氨酸参与
A.蟾酥中毒症状B.乌头类药物中毒症状C.汞中毒症状D.马钱子中毒症状E.雄黄中毒症状疏风定痛丸应用不当可引起
【背景资料】某项目施工网络计划已经批准,见图1-1(时间单位:天)。在准备施工前,经过各参建单位批准增加一个新工作J,该工作持续时间为5天。必须是工作A完成后才开始,工作F开始前完成,且工作J和工作H性质相同,共用一台机械,故需顺序施工。
注册会计师判定客户所提坏账准备是否恰当的关键是要分析、判断有多少应收账款是属于无法收回的。()
信息工作的原则包括()。
下列关于社会主义民主与法制的说法,不正确的是()。
简述盗窃罪的概念及构成特征。
Onereasonhumanbeingscanthriveinallkindsofclimatesisthattheycancontrolthequalitiesoftheairintheenclosedsp
最新回复
(
0
)