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英国论文网:改革纲领:Change agenda:The under-re

Change agenda :Women in the boardroomThe risks of being at the top Foreword
Foreword
The under-representation of women in senior-level jobs continues to be a conundrum for public and private sector employers – even for those trying to make a difference by setting targets for change. 英国论文网Yet the growth in the number of successful small businesses owned by women suggests that their business capabilities are in the top tier.
So, what magic do we need to improve the performance of business in creating more inclusive top teams so that organisations can reap the benefits of the best available talent and the diverse views, ideas and perspectives that are imperative to sustained economic success? We’ve taken a look at this issue in a previous CIPD Change Agenda, Women in the Boardroom: A bird’s eye view, which is available as a free pdf downloadable from our website (www.cipd.co.uk).
This earlier report evidenced some of the reasons why women often deselect themselves from the corporate world. It showed that there’s a complex mix of reasons, ranging from boardroom politics and culture to work–life balance challenges and freedom to act and make a difference without playing what women perceive to be ‘time-wasting’ games.
When women exercise career choices at this level, it seems they often do so out of frustration, not incompetence, while those who stay the course often thrive. Yet little is known about what the latter face http://ukthesiss.com/dissertation_sample/Netherlands/in delivering added value at this level.
In the process of producing our earlier report, new research evidence came to light about women on top teams being coincidental with poor economic performance in FTSE 100 companies. This ‘gauntlet’ was picked up and the challenge pursued by Dr Michelle Ryan and Professor Alexander Haslam at Exeter University, who questioned the connection and exposed a new phenomenon they called the ‘glass cliff’. This term describes a set of contextual conditions that tend to exist when women are offered high-level appointments.
This new Change Agenda, Women in the Boardroom: The risks of being at the top, is the result of further work, carried out for us by the Exeter team, on the glass cliff and its implications for people management and development policies and practices.
We present the first findings to stimulate thinking and debate and prepare the ground for a new CIPD ‘research into practice’ report, which we’ll publish later this year. It will explore the implications for employers, appropriate responses and interventions and recommendations for progress.
Dianah Worman, OBE, Chartered FCIPD
Diversity Adviser, CIPD
Women in the boardroom
The
glass cliff: the risks of
being at the top
The glass ceiling



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