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
48
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
Associatons that provide support for professional women.
选项
答案
G
解析
转载请注明原文地址:https://kaotiyun.com/show/k1NO777K
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
VALUEOFIMPORTSTOANDEXPORTSFROMCOUNTRYT,2000-2009MediumQuestionWhichofthefollowingisclosesttotheaverage(ar
ListKconsistsofthenumbers-10,-5,0,5,and10.Whichofthefollowinglistsofnumbershavethesamerangeasthenumbers
Thedistributionofthenumbersofhoursthatstudentsatacertaincollegestudiedforfinalexamshasameanof12hoursanda
From2011to2012,Jack’sannualsalaryincreasedby10percentandArnie’sannualsalarydecreasedby5percent.Iftheirannua
Mr.Smithdepositedkdollarsinanewaccountatanannualrateof8percentcompoundedquarterly,whichofthefollowingrepre
Whilechemiststrytoassemblemoleculesusingacombinationoftheoreticalprinciplesandpracticalexperiencetomoldm
Researchershavenotedthatantsarrangetheirdeadusingthesameprinciplesthoughttoproducethemarkingsonanimals
Howisanewbornstarformed?Fortheanswertothisquestion,wemustlooktothefamiliarphysicalconceptofgravitat
Thepoliticalscienceofinternationalrelationsisrenownedforbeinga______subject;beyondafewgoverningprinciples,veryl
随机试题
移情法
支票上的金额可以由出票人授权补记,未补记前的支票不得使用。( )
煤矿安全监察机构对煤矿安全技术措施费用的提取和()情况进行监督。
在工业生产过程中,毒物最主要是通过()进入人体的。
在假设开发法中,开发经营期的起点是()的时间。
台风是指夏秋季节对我国东南部影响巨大的天气系统,下列叙述不正确的是()
阅读下面短文,回答问题正在热闹哄哄的时节,只见那后台里,又出来了一位姑娘,年纪约十八九岁,装束与前一个毫无分别,瓜子脸儿,白净面皮,相貌不过中人以上之姿,只觉得秀而不媚,_____________,半低着头出来,立在半桌后面,把梨花简丁当了几声,
清末修律制定的《大清民律草案》,由修订法律馆单独起草的民法编有()。
下列函数中函数值为字符型的是_______。
Childrenhavebeensaidtohavebrain-injuredchildsyndrome,hyperactive(极度活跃的)childsyndromeandattention-deficitdisorder(AD
最新回复
(
0
)