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
90
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
Reasons why more women are being employed in the business sector.
选项
答案
F
解析
转载请注明原文地址:https://www.kaotiyun.com/show/C1NO777K
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.(a)15-(6-4)(-2)(b)(2-17)÷5(c)(60÷12)-(-7+4)(d)(3)4-(-2)3(e)(-5)(-3)-15(f)(-2)4(15-18)4(g)(20÷5)2
Solveeachofthefollowinginequalitiesforx.(a)-3x>7+x(b)25x+1610-x(c)16+x>8x-12
Solveeachofthefollowinginequalitiesforx.(a)-3x>7+x(b)25x+1610-x(c)16+x>8x-12
ForeachofQuestions1to9,compareQuantityAandQuantityB,usingadditionalinformationcenteredabovethetwoquantities
ForeachofQuestions1to9,compareQuantityAandQuantityB,usingadditionalinformationcenteredabovethetwoquantities
DISTANCETRAVELEDBYACARACCORDINGTOTHECAR’SSPEEDWHENTHEDRIVERISSIGNALEDTOSTOP*Reactiontimeis
Twodifferentpositiveintegersxandyareselectedfromtheoddintegersthatarelessthan10.Ifz=x+yandzislesstha
Question(1)and(2)arebasedonthefollowingdata.(1)In2003thefamilyusedatotalof49percentofitsgrossannualinc
Itmaybedebatedwhetherindividualneuronsare"tuned"toreacttoonlyasingletastantsuchassaltorsugar--andtheref
Itisdifficulttoconceivehow,evenforthosepeoplewelldisposedtorulethemselves,theattempttoachievehappinessshould
随机试题
当输出功率大于额定功率120%并持续2s后,消防应急广播系统过载指示灯点亮为()。
在连续编制合并会计报表的情况下,上期已抵消的内部购进存货包含的未实现内部销售利润,在本期应当进行的抵消处理为
医院药事管理委员会各成员有一定任期,其任期是
提取生物碱、苷类等成分,宜选用乙醇的浓度一般是
心脏性猝死最早出现的是
某水利枢纽加固改造工程包括以下工程项目:(1)浅孔节制闸加固;(2)新建深孔节制闸;(3)新建一座船闸,主要内容包括:闸室、公路桥、新挖上、下游航道等;(4)上、下游围堰填筑;(5)上、下游围堰拆除,按工程施工需要,枢纽加固改造工程布置有混凝土拌和
固定资产投资中的积极部分包括()。【2008年真题】
企业在一个纳税年度中间开业或者终止营业活动,使该纳税年度的实际经营期不足12个月的,应当以实际经营期为1个纳税年度。()
以下属于空想社会主义贡献的是()
【B1】【B3】
最新回复
(
0
)