Tag Archives: gender differences

My most read business posts in 2014

dscf1285.jpgOnce again the techies at WordPress provide me with an annual report with lots if statistics. They remind me I posted a measly 47 posts last year, and some of them I re-blogged – so thank you bloggers who allowed me to do that.

My blog is now read in 111 countries but primarily in the USA, the UK, and Spain. But thank you those readers from Papua New Guinea,  Uzbekistan, Iceland, Moldova, Qatar, Guernsey, Luxemburg, Afghanistan, Macao, Tanzania and Krygystan among others. Truly an international readership.

The top ten posts were:

1st : Stress back on the agenda? This was 4th last year and in the top spot in 2012

2nd: Teams and Diversity not so simple which was in 5th spot last year

3rd: Women are the winners at work which was in top spot last year

4th: Saying thank you makes good business sense a jump from 16th place last year

5th: Leadership & Influencing and even bigger jump from 21st spot last year

6th: No-one wants to be rated as average This was 3rd last year and in 2nd spot in both 2011 & 2012 – obviously I struck a chord with it.

7th: Erotic Capital – boobs, botox and making the most of yourself a slight drop from 6th spot last year

8th: Rude, arrogant and powerful up from 11th spot last year

9th: Leaders without any shame jointly with Leadership capabilities necessary for a successful merger

10th: Women in Leadership – too nice? Too bossy?

For the second year my most-read posts have been from earlier years with only those in bottom three places from 2014. This probably reflects the paucity of my output in 2014. So must try harder!

My most read posts in 2013

Triple Strength Leadership

open_head_phrases_11588Sounds a bit like an advert for kitchen rolls doesn’t it?

Well according to Nick Lovegrove, a director at McKinsey, and Matthew Thomas,  executive director of the Intersector Project, it’s what we need i.e. executives who can move easily between business, government and social enterprises.

They argue that the biggest problems facing us in coping with constraints on resources, or controlling spiralling health-care costs, require business, government and the third sector to cooperate.

So “Tri-sector” leaders (that sounds better) who can bridge the culture, values, incentives and purpose that separates the three sectors are invaluable in solving those problems.

But how do you develop such leaders? I remember many years ago being interviewed by a consultant for an HR  job in the Auto industry (in which I had worked previously). I was then head of HR for a local authority and his first question was : why have you been wasting your time in the public sector?”

Lovegrove and Thomas believe we need to incorporate tri-sector issues in academic and executive training and use exchange programmes so that mid-career managers can build up networks.

Tri-sector experience has also got to be seen as a development priority for business leaders.

Perhaps the more difficult aspect of this idea is that individuals will have competing motives and possibly conflicting professional goals.

They are concerned with wealth creation for themselves and their families which is more attainable in the private sector; they may also want leadership on a large scale and a position of influence – which working in government can offer.

They may also have a strong sense of purpose or mission which is the main focus of the non-profit third sector. But the cultures and career prospects and different earning potential can create barriers.

Tri-sector  leaders are likely to be more idealistic than purely self-interested and more pragmatic than entirely selfless – an interesting mix of pragmatism and idealism.

It also seems that, among the younger generation at least, these leaders want to move on without necessarily completing their careers in any one sector.

The authors say developing  such leaders is very difficult in the USA where there is so much friction between the three sectors.

Business executives consider government as bureaucratic and inept and NGOs as ineffective; public servants think private enterprise executives just want to make as much money as they can as quickly as they can while those in the third sector think nobody cares.

Is it any different in the UK?

Main Source: “Triple Strength Leaders” in HBR September 2013

My most read business posts in 2013

global_touch_connection_1600_wht_9905The techies at WordPress provide me with an annual report with lots if statistics. They remind me I posted a measly 45 posts last year, and many of them I re-blogged – so thank you bloggers who allowed me to do that.

They also told me that January 10th 2013 was my busiest day with a post about women at work.

My blog is read in 93 countries but primarily in the UK, the USA, and Spain.

The top five posts, in reverse order were:

5th: Teams and Diversity not so simple

4th: Stress back on the agenda? This was in top spot in 2012

3rd : No-one wants to be rated as average This was in 2nd spot in both 2011 & 2012

2nd: National Stress Awareness Day 2012 I didn’t write a post on NSAD last year but stress obviously still high on the agenda.

1st: Women are the winners at work

For the second year my most-read posts have been from earlier years which reflects the paucity of my output in 2013. So must try harder!

My most read posts in 2012

Time Passes But Little Changes…………..Equality!

Kindadukish's Blog - I am not a number, I am a free man (The Prisoner)

Gender pay gap GROWS for the first time in five years: Men now earn £97-a-week more than women

The gap between what men and women earn in work has widened for the first time in five years, new figures show. Full-time men now earn 10 per cent more than their female colleagues, but including all employees the gap has risen 19.6 per cent to 19.7 per cent.

Unions seized on the figures as proof that years of ‘slow, steady progress’ on pay equality was being eroded.

How men earn more than women
Working women receive £97-a-week less than men in full-time jobs, the Office for National Statistics said

Working women receive £97-a-week less than men in full-time jobs, the Office for National Statistics, it was the first time the gender pay gap has increased since 2008.

The figures showed that median annual earnings for full-time employees were £27,000 in the year to April, an increase of 2.1 per cent from the previous year.One in 10 full-time workers earned less than £7.28 an hour…

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Work Life Balance………women more satisfied

Kindadukish's Blog - I am not a number, I am a free man (The Prisoner)

Sixty per cent of women are happy with their work-life balance: Men are more likely to feel the strain of juggling job and family

Part-time: Women tend to be happier with their work/life balance than their male counterparts

It is the modern juggling act – but managing motherhood alongside a career might not be as difficult as it sounds.Most women, it seems, are perfectly happy with the way their professional and personal lives are balanced. Far from desperately battling their way each day between office and kitchen, more than six out of ten believe their work-life balance is just right.

Men, however, are less content with the way the conflicting demands of their home life and jobs play out. But more than half still believe that the balance is broadly good.

The findings were released by the Office for National Statistics in its latest assessment of national well-being. They come as both the Government and Labour strive to impress women voters with their attempts to help them…

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Discrimination continues…………………

Kindadukish's Blog - I am not a number, I am a free man (The Prisoner)

Male bonuses double those of women, says study

Male and female executives

On average women receive less than half the amount of bonus that men do

The pay gap between men and women is exacerbated by bonus payments given to male managers which are on average double those for women, says the Chartered Management Institute (CMI).

Male managers’ average extra payments were £6,442 last year compared with £3,029 for women.The CMI said their salaries were already almost 25% higher than women’s. Its study, of 43,000 managers, showed that men would earn £141,000 more in bonuses over a lifetime.

At more senior levels, the pay gap for both basic pay and bonuses, increased. Women directors’ average bonus is £36,270, while men receive £63,700.

The chief executive of the CMI, Ann Francke, said: “Despite genuine efforts to get more women onto boards, it’s disappointing to find that not only has progress stalled, but women are also losing ground at…

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What is it about women working with men?

business_icon_group_1600_wht_7729New research shows that women undervalue themselves when part of a male team but are happy to take credit when their colleagues are female.

The researcher, Dr Michelle Haynes at the University of Massachusetts, who wanted to see how women viewed themselves in teams, feels that this damages their earning potential and stops them getting to the top.

She set up experiments where participants worked remotely with people from typical male roles such as a managing supervisor at an investment company.

There was no other person involved however but the participants didn’t know that and they were then asked to both give and receive feedback about their team’s performance.

When they did this the women gave more credit to the supposed male team-mate and took less credit themselves. When their supposed team mates were female however they were happy to take credit for the team’s performance showing that they didn’t undervalue themselves in that setting.

Dr Haynes said “This finding is critical because it debunks the notion that what we found is simply a function of women being modest in groups”  and “if women view their own contribution less favourably than they regard the contribution of their male co-workers, it is likely to impact how women view their efficacy at work and the degree to which they are likely to to vie for competitive projects and promotions”.

This study was published in Personality and Social Psychology Bulletin.

Other research about women working in teams has found that:

Women perform worse after receiving feedback in a mixed team

Adding women to a team can increase the group IQ level

And do women actually like working in teams?

The issue of men and women working together is a rich area for research.

Throw children into the mix and you can get some surprising results