I’ll bet that if you have a job and also have a family, you probably have experienced work-family conflict. Work and family are both demanding and time-consuming, and there simply aren’t always enough hours in the day to satisfy the needs of both. New research shows that this pervasive type of conflict can affect the choices we make while at work, which can lead to career-altering outcomes.
How does she do it all? It can be challenging for women to manage identities as both employees and mothers-to-be. Sometimes stereotypes associated with pregnancy can threaten careers and lead to negative consequences. So how can women maintain their professional image once they have disclosed their pregnancy to their employers and colleagues? New research shows which strategies work best.
Stereotypes can be harmful, especially in a workplace. So how can organizations train employees to reduce the influence of stereotypes on their behavior? New research shows that discussing the prevalence of negative stereotypes can actually make things worse. Instead, it may be better to highlight examples of employees who do not believe in or act on stereotypes.
With more and more women around the world entering the work force, the need for understanding the pressures of balancing work and family life has never been greater. “International Perspectives on Work and Family” reviews four papers on the subject, providing a greater understanding of how this balance varies from culture to culture.
Should you treat all your new clients the same way? A new study indicates that women have different expectations than men when it comes to deciding on vendors or contractors for business to business transactions. Properly anticipating the needs and preferences of each gender allows for better client engagement, and thus better business relationships.
When it comes to charitable giving at work, the authors find that gender matters with women donating more than men. Alternatively, ethnicity has differing effects; finding ethnic minorities donate less money to workplace charity than do Whites, but the percentage of minorities in a work unit is positively related to workplace charity.