04 Aug 2012
by Asif J. Mir
in Glass Ceiling
Tags: advance, background, ceiling, classic, discrimination, diverse, ethnic, glass, indicative, institution, limit, men, minority, mobility, Organization, practice, psychological, racial, reflect, represent, synonymous, term, today, top, wide, women
Glass ceiling is a term used to reflect why women and minorities aren’t more widely represented at the top of today’s organizations. The glass ceiling is not, however, synonymous with “classic” discrimination. Rather, the glass ceiling is indicative of “institutional and psychological practices, and the limited advancement and mobility of men and women of diverse racial and ethnic backgrounds.”
My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.
30 Jul 2012
by Asif J. Mir
in At Work or at Home
Tags: admit, apart, boss, call, choose, co-worker, compliment, contract, control, countless, Customer, disparity, effort, Ego, else, feel, financial, force, frank, frequent, general, good, granted, gratification, handle, hard, help, home, important, incorrect, late, men, need, notice, outfit, reason, receive, reward, seldom, service, simply, siren, spend, stay, stroke, thank, thing, time, turn, way, women, wonder, work, workaholic, workplace
At work we feel in control. More importantly, our efforts are generally noticed and rewarded. Apart from financial rewards, we get ego gratification at work in countless other ways. Co-workers compliment us on our new outfits. Customers thank us for good service. The boss turns to us for help on an important contract because no one else can handle it as well.
At home, on the other hand, our good work may be taken for granted; we may be noticed only when we do things incorrectly.
With the frequent disparity between the ego-strokes received at home and at work, it’s hardly a wonder that more men and women than ever before are giving in to the siren call of their work, choosing to stay late at the workplace. It is for this reason that many workaholics frankly admit that they seldom need to be forced to work; they simply like to work, more than they like to spend time at home.
My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.
26 Nov 2011
by Asif J. Mir
in Women at Workplace
Tags: access, advance, Advertising, amount, ascent, attack, burnout, career, ceiling, climb, consider, considerable, corporate, corporation, disease, elder, encounter, equal, expose, face, fact, female, financial, glass, grant, health, heart, hiring, impose, ladder, least, level, major, management, masculine, men, middle, modest, opportunity, outnumber, owner, phenomenon, prevent, problem, Promotion, public relations, publishing, rate, reason, reflect, relate, responsibility, retail, seem, select, service, stomach, stress, stroke, telecommunication, top, traditional, ulcer, widow, women, word, workplace
Traditionally, stress-related health problems have been considered a masculine phenomenon. Heart attacks, stomach ulcers, burnout, and strokes were all considered diseases of men in the workplace, and indeed are the reasons why elderly widows outnumber wid-owners by almost five to one. However, with the equal responsibilities women are taking at work now, they are also being exposed to at least equal amounts of stress. If anything, in fact, stress levels faced by career women can be considerably greater than those levels imposed on men.
While women are being given equal hiring opportunities and equal rates of promotion to the middle management levels, they seem to encounter a “glass ceiling” preventing their climb up the corporate ladder. In other words, they have been granted equal access, but not equal ascent. In fact, only 2% of top management in major corporations is female. This reflects a modest advance of women in selected fields such as financial services, telecommunications, retailing, advertising, public relations, and publishing.
My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.
23 Nov 2011
by Asif J. Mir
in Women in the Workforce
Tags: above, account, amount, apparel, array, autos, average, bedroom, birth, business, child, children, cloth, create, delay, entertainment, furniture, goods, include, industry, insurance, job, join, later, old, opportunity, People, retailing, service, shoes, spend, substantial, surge, toy, travel, trend, visible, wide, women, workforce, working, world
One of the most visible trends in the business world is the surge of women joining the workforce. To join the workforce, women are delaying having children under later than they once did. Women in their 30s now account for one birth in four. More of their children under 6 years old spend substantially above-average amounts for a wide array of goods and services, including insurance, entertainment, autos, apparel, and everything for the child (bedroom furniture, toys, clothes, shoes, etc.). working women thus create job opportunities for people in retailing, services, travel, and other industries.
My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.
20 Oct 2011
by Asif J. Mir
in Reverse Discrimination
Tags: abuse, action, affirmative, assure, career, charge, continue, correct, discrimination, employment, feel, foster, group, grown, lead, male, minority, necessary, need, plan, point, possibility, program, reverse, voluntary, women, workforce
Affirmative action programs are necessary to assure continued employment possibilities for minorities and women. Programs to foster the careers of these two groups have grown but while this voluntary action may have been needed to correct past abuses who at some point is becoming a minority in the workforce? Some males feel that affirmative action plans work against them leading to charges of reverse discrimination.
My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.
23 Sep 2011
by Asif J. Mir
in Context for Reinventing the Corporation
Tags: best, Competition, context, continue, corporate, corporation, Demographic, education, emergence, employee, entrepreneur, force, grow, health, importance, individual, information, intuition, issue, management, market, middle, mismatch, need, reinvent, Resource, revolution, rising, seller, shift, society, strategic, system, variegate, vision, whittle, women, work
- The shift in strategic resource from an individual to an information society;
- The coming seller’s market and the new competition for the best employees;
- The whittling away of middle management;
- The continuing entrepreneurial revolution;
- The emergence of the new variegated work force;
- The demographic revolution of working women;
- The growing use of intuition and vision;
- The mismatch between our education system and the needs of the new information society;
- The rising importance of corporate health issues.
My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.
17 May 2011
by Asif J. Mir
in Inventory of Talent
Tags: address, among, candidate, company, current, effort, elsewhere, essential, exclusive, identification, immediate, in-line, include, incumbent, inventory, long-term, management, manager, minority, move, nominate, Organization, outset, Planning, possible, potential, process, rather, replacement, require, side, specific, successor, supply, sweep, talent, typical, unit, usually, viable, wait, wide, women
The process addresses the supply side of planning. It requires identification of the current incumbents and the possible candidates. Candidates are usually nominated by the immediate or unit manager, and the inventory typically sweeps widely, including all viable management candidates rather than being exclusive at the outset.
Included among the candidates are in-line successors (essentially replacements waiting to move up), candidates elsewhere in the organization, and longer-term or high-potential candidates. Many companies make a specific effort to include all women and minorities who may have management potential, near-term and long-term.
My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.
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