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
46
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
Evaluatethefollowing.
Twodifferentpositiveintegersxandyareselectedfromtheoddintegersthatarelessthan10.Ifz=x+yandzislesstha
AFAMILY’SEXPENDITURESANDSAVINGSASAPERCENTOFITSGROSSANNUALINCOME*(a)In2003thefamilyusedatotalof49percento
If$10,000isinvestedatasimpleannualinterestrateof6percent,whatisthevalueoftheinvestmentafterhalfayear?
BeforeGibson,populardiscoursesurroundingtheInformationAgeoftendepictedthecurrenteraasoneinwhichadvancedtec
A、summarizethemainpointoftherefutationtotheargumentdiscussedinthepassageB、explainwhythehypothesisundercritici
BeforeGibson,populardiscoursesurroundingtheInformationAgeoftendepictedthecurrenteraasoneinwhichadvanced
Congressishavinggreatdifficultydevelopingaconsensusonenergypolicy,primarilybecausethepolicyobjectivesofvarious
Unlikethewildturkey,whichcansuccessfullyflyforshortdistances,thedomesticatedturkeyiscompletely______flight.
随机试题
如图所示,等截面烟囱受自重和风荷载作用。已知烟囱高h=40m,砌体材料重度γ=15kN/m3,侧向风压q=1.5kN/m,底面外径D=3m,内径d=1.6m,则该烟囱的最大正应力为()。
A.肠梗阻B.胃十二指肠溃疡穿孔C.急性阑尾炎D.急性胆囊炎E.急性胰腺炎
最适合分离亲脂性强的生物碱的薄层色谱是
小柴胡颗粒的功能是()。
关于正当防卫的论述,下列哪一选项是正确的?(2012年卷二7题)
《会计法》法律责任主要规定了两种形式:一是行政责任;二是刑事责任。( )
甲单位是实行国库集中支付的事业单位,经财政部门批准,甲单位的工资支出和设备购置实行财政直接支付方式,日常办公零星支出实行财政授权支付方式。要求:根据上述资料,分析回答下列问题。国库单一账户体系包含的账户有()。
国有企业甲、上市公司乙、自然人丙协商,拟共同投资设立一个合伙企业从事贸易业务。根据合伙企业法律制度的规定,下列选项中,错误的有()。
20世纪30年代,我国幼教界有“南陈北张”之称,即南京有陈鹤琴,北京有()。
Whatarethetwolettersabout?The_______________________________.Whatcausesthebuyers’inconvenience?The_____________
最新回复
(
0
)