Book Description
As U.S. organizations continue to explore overseas business opportunities, they will be challenged to adapt to the new market's local characteristics, legislation, fiscal regime, sociopolitical environment and cultural system. Riding the Waves of Culture shows international managers how to build the skills, sensitivity, and cultural awareness needed to establish and sustain management effectiveness across cultural borders. This revised edition is updated with new research and statistics.
More than an encyclopedia of cultures and customs, this essential guide:
- Describes successful and failed cross-cultural business transactions of multinational organizations such as AT&T, Heineken, Motorola and Volvo
- Offers techniques managers can use to anticipate and mediate some of the difficult dilemmas of international management
- Uses country-by-country graphs, examples, and other comparisons to illustrate how different cultures regard and respond to various management approaches
- Includes a CD-ROM of graphs, charts, and exercises to help readers evaluate their effectiveness as a global manager
Customer Reviews:
Outstanding research results in clear & useful guide.......2007-09-19
I was surprised to have my horizons expanded greatly though I had initially expressed skepticism at another book on diversity. On the contrary, this one contains real, practical, appropriate cultural nuances and advice on particulars for many national and cultural traditions. I heartily suggest it as a cornerstone of a modern cultural analysis of the factors that can contribute to enhancing diversity. Even though a bit dated, their research still is valuable. I cannot wait for the next edition!
Essential reading for executives - and politicians.......2006-02-26
This book is deservedly already an international management classic, and should be required reading for anybody who needs to interact with other nationalities and cultures. Hofstede got there first with his classifications of cultural dimensions, but Hampden-Turner & Trompenaars' are arguably more compelling, and - more importantly - the book is both highly readable and replete with case studies. It gives American and Northern European business people insights into why their assumptions about what motivates people from other parts of the world are wrong, and why so many US-centered initiatives founder on the rocks of unrecognized cultural differences. Send a copy to the White House!
For Business Poeple and Managers.......2005-06-30
This is a shorter, and more condensed version of the authors' earlier book 'Building Cross Cultural Competence'. In this book, the authors' target managers and business people who are looking to understand cultural differences and how to deal with them in a variety of circumstances and situations. Each chapter begins with am introduction to one of the dimensions, a discussion of how the differences manifest themselves and concludes with 'tips' on how to deal, and how to do business, with the different culture explored in that chapter.
The authors use the same six dimensions of culture introduced in their earlier work (universalism vs. particularism; individualism vs communitarism; specificity vs. diffusion; achieved status vs. ascribed status; inner direction vs. outer direction; and sequential time vs. synchronous time), but they present these dimensions in a much more accessible and simple manner with more emphasis on what each dimension actually means for business people and how it affects business-related situations.
This book has become the reference for business people and managers in the area of culture. Simple and very well written without losing credibility; this is a book that will enlighten and guide any manager in dealing with people from other cultures. While in some ways it is a 'western-centric' book (targeted to Western - especially US - managers), it remains very useful for managers from other cultures since the authors have attempted to keep the examples and discussion culturally neutral.
A Great Introduction to Intercultural Understanding.......2004-05-03
At last from Europe, a clear, concise, readable explanation of the critical dimensions of international management. It places culture in a perspective that allows for applications internationally and within the diversity of single nations.
David C. Wigglesworth, Ph.D. is an international/intercultural human resource, management, and organization consultant and president of D.C.W Research Associates International in Kingwood, Texas, USA. He can be reached at dcwigg@earthlink.net
Riding the Waves of Culture.......2003-10-02
An excellent overview of culture and cultural differences. For a more specific look at Americans, read Working with Americans (Stewart-Allen/Denslow)
Average customer rating:
- Economic theory of work and gender
- Gender Equity as Mainstream Economists See it
|
Economics of Women, Men, and Work (5th Edition)
Francine D. Blau ,
Marianne A. Ferber , and
Anne E. Winkler
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Kiplinger's Buying and Selling a Home: Make the Right Choice in Any Market (Kiplinger's Personal Finance)
ASIN: 0131851543 |
Book Description
A current summary and synthesis of research and data on gender issues in the labor market, this book presents readers with a single volume that thoroughly explores gender issues in the workplace and in the family.
Chapter topics include women and men: changing roles in a changing economy, the family as an economic unit, the allocation of time between the household and the labor market, differences in occupations and earnings, recent developments in the labor market, changing work roles and the family, and gender differences in other countries.
For use by practicing economists and social scientists, and for men and women interested in learning about their place within-and effect upon-the labor market.
Customer Reviews:
Economic theory of work and gender.......2005-08-26
This book is an overview of how gender and race play into neo-classical economic theory. The authors discuss both macro- and micro-economic models, and how differences in gender and race can be explained using the models. Topics covered include: gender roles and economic development (in the US), division of labor within the family, allocation of time between the household and the labor market, consequences of women's employment for the family, differences in occupations and earnings, joblessness, and sex differences in other countries. The discussion is confined primarily to the US economy, although the theoretical aspects should be applicable elsewhere, and there is a brief section at the end of the book examining a few economic aspects of gender in developing countries, the U.S.S.R, and Sweden. Although the text generally focuses on gender differences, racial differences are also discussed with almost every topic. For the most part, the book examines only the economics of married heterosexual women, and women who are single or partners in same-sex unions fall outside the scope of the discussion. More in-depth explorations of theoretical issues are provided in appendices which follow several of the chapters. Each chapter includes a brief list of suggested readings. End material consists of an author index and a subject index.
The authors strongly advocate for women engaging in the labor market rather than restricting their work to household activities. They argue that this will likely maximize household income both in the short run and the long term, and provide a much better chance of financial viability for a woman and her children in case her marriage dissolves through divorce or widowhood. They also point out national policies, such as limited subsidies for childcare, that tend to make working in the labor market less attractive for American women. They point out that the families of women who take part in the labor market do not suffer adversely, and that the benefits for the family outweigh the costs.
Rather than simply reporting the facts about gender differences relating to economics, the authors seek to explain motivations and behaviors through economic theory. The book is filled with charts of supply-and-demand-type "indifference curves", designed to show how a typical person feels about participating in the labor market, and at what point he or she will join or leave the market according to possible financial returns. These charts are used both to explain labor market statistics, and to argue the authors' point that women should participate in the labor market. I found the explanatory approach interesting in its attempts to provide a theoretical basis for observed gender differences. However, I'm not entirely convinced that the assumptions that the theory is based on are correct. For example, the authors assume that couples will strive to maximize their income, but is this the real goal that couples are working towards? What about couples who seek to maximize their satisfaction in their family relationships, or their children's development, or those whose financial goal is only to earn "enough" and not to spend a single superfluous minute in the labor market? And what about those who participate in the labor market solely for the joy of it, and not for the financial returns? The possibility that some individuals might have different goals that would affect their participation in the labor market would probably complicate the models found here so much as to make them unworkable. The models must be made simple in order to work, but since the real world is more complex, it's not clear how relevant the simple models are for the real world. In general, the authors tend to overlook or downplay cultural factors that may have stronger effects on economic behavior than the theoretical economic factors that they discuss. Nevertheless, the book provides an interesting starting point for analyzing gender differences in economic behavior, and it also provides an excellent overview of research on women's labor market participation in the US through the 1980s.
Gender Equity as Mainstream Economists See it.......2000-07-19
This book can be read at many levels -- used for a course or read as needed. You can answer questions like: How is unfair discrimination measured? Why do jobs that employ women pay less than those that employ men even if the requirements are similar. Go beyond romantic love to answer questions about whether marriage makes sense. Does welfare make peole work less? These two academics represent mainstream, what is called "institutional labor econmics." Anyone interested in the labor market, gender equity, international comparisons on how women are doing will find this book accessible. You do not have to have formal education in economics.
Amazon.com
Men ask for what they want twice as often as women do and initiate negotiation four times more, report economist Linda Babcock and writer Sara Laschever in the footnoted but engaging Women Don't Ask. With vivid research examples drawn from cradle, classroom and playground, the authors detail culture as the culprit in discouraging women from negotiating on their own behalf.
Men, socialized in a "scrappier paradigm," learn to pursue and energize their goals at work and home. The two key elements are control and recognizing opportunity. For example, girls, rewarded for hard work, learn to see control as outside of themselves while boys are urged to take charge. Boys are schooled to recognize opportunity and girls to choose safe targets.
Several chapters are focused on prescription; how women can decrease anxiety, anticipate roadblocks, plan counter-moves and resist conceding too much or too soon. The authors shine in their examination of culture and gender--and their optimism about how women can counter the culture. They falter whenever they adopt the "sexes-from-a-different-planet" fallacy. Most notably, in a chapter that details a "female approach" to negotiating. Overall, the authors have created a smart summary of research and used it to affirm every woman's urgent right to ask. --Barbara Mackoff
Book Description
When Linda Babcock asked why so many male graduate students were teaching their own courses and most female students were assigned as assistants, her dean said: "More men ask. The women just don't ask." It turns out that whether they want higher salaries or more help at home, women often find it hard to ask. Sometimes they don't know that change is possible--they don't know that they can ask. Sometimes they fear that asking may damage a relationship. And sometimes they don't ask because they've learned that society can react badly to women asserting their own needs and desires.
By looking at the barriers holding women back and the social forces constraining them, Women Don't Ask shows women how to reframe their interactions and more accurately evaluate their opportunities. It teaches them how to ask for what they want in ways that feel comfortable and possible, taking into account the impact of asking on their relationships. And it teaches all of us how to recognize the ways in which our institutions, child-rearing practices, and unspoken assumptions perpetuate inequalities--inequalities that are not only fundamentally unfair but also inefficient and economically unsound.
With women's progress toward full economic and social equality stalled, women's lives becoming increasingly complex, and the structures of businesses changing, the ability to negotiate is no longer a luxury but a necessity. Drawing on research in psychology, sociology, economics, and organizational behavior as well as dozens of interviews with men and women from all walks of life, Women Don't Ask is the first book to identify the dramatic difference between men and women in their propensity to negotiate for what they want. It tells women how to ask, and why they should.
Customer Reviews:
Eye opening.......2007-01-21
I am interviewing for a post-graduate job and I asked a successful woman in my field for some negotiating advice. She recommended this book. Ironically, I always considered myself a good negotiator. Yet, as I read this book, it mirrored so many situations where I made tactical negotiation mistakes with regards to my own personal gain. A must read for women, in any stage of their career.
Should be required reading for women before interviewing.......2007-01-10
This book is full of eye-opening thoughts that I found so crucial to my own sense of empowerment as I faced post-graduate school job negotiation opportunities. There are so many things I would never have thought of as options to set on the negotiating table, not to mention so many things about how I behave, what my expectations are for myself, and how they differ from those of a typical male perspective. Even though I am educated in a human social science field and consider myself a liberal woman, I had A LOT to learn from this book. I liked the mix of examples of diverse individual women's experiences along with data from the authors' and others' relevant studies.
Ladies, you'll love this book!.......2007-01-04
I love this book! A must read for any career woman. It was recommended by my mentor at work. I wish I had read it earlier in my career, but I'm thankful I've read it now.
Interesting read supported by substantial data.......2006-12-30
Women Don't Ask is a book that attempts to discover the reasons behind the documented inequity between women and men in the workplace. The book is especially interested in the reasons that women are paid less than men for the same work. The authors' basic conclusion is that women get paid less and get promoted less because not only do they not ask for more pay, pay raises, and promotions, but because they are conditioned to expect less.
The book is not judgmental nor does it make sweeping generalizations, but rather cites many case studies as well as research experiments that prove that women are less likely to negotiate than men. The book explores the many cultural factors that condition women to avoid negotiation while encouraging men to negotiate. The authors do not blame or complain--they merely explore the reasons that women, of all ages, are less likely to negotiate in the workplace. For example, the authors note that young girls are usually given indoor chores around the house, such as doing dishes and vacuuming. Young boys, on the other hand, are more likely to be assigned chores such as mowing the lawn, washing cars, and shoveling the driveway. The authors point out that the types of jobs that boys are given are ones that can be used to make money--boys will be able to offer to mow lawns for neighbors for a fee, a fee that usually is negotiated. The types of household chores that girls are given, however, are not usually done for neighbors for a fee. Therefore, boys often learn to negotiate for pay from a young age.
The authors also look at some of the real and perceived negative consequences when women do negotiate that make women's negotiation ineffective and unsuccessful.
This book can help women to understand their fear of negotiation, help men to understand why they sometimes feel taken aback by a woman who negotiates, and help women to find ways to be more comfortable and confident in their negotiation skills.
I found this book extremely beneficial in that it helps me to understand why others around me act as they do, and I can see how these behaviors are shaped by so many aspects of our culture rather than by one gender being "right" or "wrong," "good" or "bad." Kudos to these authors for shedding light on such a neglected topic.
Women Don't Know.................2006-11-04
I just felt that this book only told about the situation, (which I do find is the case in my experience as a women--basically I shut down when it comes to negotiation, and my boyfriend welcomes it, saying that "everything is negotiable". Problem is shown, without any real solutions--basically some people are more assertive than others I guess. Thanks anyway.
Book Description
Your project went off without a hitch--but somebody else got the credit...You averted a crisis brilliantly--but no one noticed...You came to the meeting with a sensational idea--but it was ignored until someone else said the same thing...
HOW CAN YOU GET CREDIT & GET AHEAD?
In her extraordinary international bestseller, You Just Don't Understand, Deborah Tannen transformed forever the way we look at intimate relationships between women and men. Now she turns her keen ear and observant eye toward the workplace--where the ways in which men and women communicate can determine who gets heard, who gets ahead, and what gets done.
An instant classic, Talking From 9 to 5 brilliantly explains women's and men's conversational rituals--and the language barriers we unintentionally erect in the business world. It is a unique and invaluable guide to recognizing the verbal power games and miscommunications that cause good work to be underappreciated or go unnoticed--an essential tool for promoting more positive and productive professional relationships among men and women.
Customer Reviews:
Learn how to get along........2007-02-28
This book provides a great information on how to get a long with others in the work places men or women, this book will give you skills needed for teamwork and a better working place enviornment.
A Must Read for Every Working Woman.......2007-01-02
I wish I would have read this book 20 years ago. It was an eye-opening experience. As a female executive working in a male-dominated profession, this book shed new light on interactions I've had with male colleages, bosses and employees where I felt something had been "lost in translation" but couldn't put my finger on why. Put another way, this book teaches you the other gender's "secret language."
In a dream world, this would be mandatory reading for all men in the workplace. Males who are not aware of these communication differences are likely not hiring or promoting talented female employees because they misconstrue their politeness for passiveness, or their humble remarks (or even self-degrading remarks) for lack of confidence, etc.
As a working woman, reading this book gave me an advantage. After reading it, I find myself using a different communication style now with males at work than I do with females at work. At least now I am aware of how the "female" communication style I naturally use is probably being heard by my male superiors. Likewise, as a boss I've put this book, along with "Who Moved My Cheese?", on the reading list for new hires.
Substantively, I felt the book could have used some major editing starting about half-way through where it became a bit tedious. But it's worth the read for the important lessons learned.
Lastly, others have criticized this book for not offering solutions to the problem. The solution is awareness. If both genders are aware of these communication differences, the problem is virtually eliminated.
interesting, however not useful.......2005-03-01
I listened to the audio book version of this book. At first, it seemed quite refreshing to know men and women were so different that you could explain in your work environment why people behaved like that. However, it just didn't give any solution and keep saying it over and over again in this book can bore anyone.
This book is more like a psychology paper rather than a practical handbook. The person who performed the book makes it more disturbing.
In one word, from this book, you will understand that people are so different that you can't expect others will think like you. Men are more hierachical and women are nice and think all men are equal. My understanding is that even if it is like this, you can only be yourself.
Interesting, but does not reflect all realities.......2004-11-21
The science of psycholinguistics is one of the hardest to write in, from what I see. For one, it's necessary to keep in mind that what may be the norm in a certain place for a certain time is not, de facto, what may apply to other places and periods. Also, the cultural influences on language happen to change fast, and the books that were relevant and up-to-date just a few years ago seem disappointingly irrelevant today.
Writing for a journal, where your research is given a proper time and place frame, is very different from writing popular versions made for the public at large. I recommend reading articles (Dr. Tannen has several that are excellent reads, among them _Gender in research on language - Researching gender-related patterns in classroom discourse_ Tesol Quarterly 30 (2): 341-344, from 1996) rather than books if you are truly interested in this topic.
As it is, and in spite of the good writing style, the book has far too many generalizations that do not apply to all places, nor do they apply to current times. I recommend "I Only Say This Because I Love You" instead, or even better, her articles.
A disappointment but still relevant book.......2004-06-08
I have read Deborah Tannen's first 2 books and I found them groudbreaking and very informative. This book however seems to be too much of a rehash of her first 2 books with a little bit of business communication stuck in the middle. I was disappointed by the book and believe there are better books out there than this one.
Average customer rating:
- Essential reading
- Well-written, well-organized, and... ready to go to work
- A true eye-opener!
- I can't stop recommending this book to every woman I know.
- Finally, some data
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Why So Slow? The Advancement of Women
Virginia Valian
Manufacturer: The MIT Press
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Women Don't Ask: The High Cost of Avoiding Negotiation--and Positive Strategies for Change
ASIN: 0262720310 |
Book Description
Why do so few women occupy positions of power and prestige? Virginia Valian uses concepts and data from psychology, sociology, economics, and biology to explain the disparity in the professional advancement of men and women. According to Valian, men and women alike have implicit hypotheses about gender differences -- gender schemas -- that create small sex differences in characteristics, behaviors, perceptions, and evaluations of men and women. Those small imbalances accumulate to advantage men and disadvantage women. The most important consequence of gender schemas for professional life is that men tend to be overrated and women underrated.
Valian's goal is to make the invisible factors that retard women's progress visible, so that fair treatment of men and women will be possible. The book makes its case with experimental and observational data from laboratory and field studies of children and adults, and with statistical documentation on men and women in the professions. The many anecdotal examples throughout provide a lively counterpoint.
Customer Reviews:
Essential reading.......2007-01-05
"Why So Slow" is the most useful book I've ever read on gender issues. It is packed with evidence from psychology and sociology of the ways in which gender affects the way we judge and the way we're evaluated. I took an entire course on the sociology of gender, I found Valian's book more thorough and detailed. And while readable, it's meticulously credible, including citations for every fact. There's no soapboxing or ranting -- just reason and data.
I read the book 5 years ago, ended using it heavily for a thesis I wrote, and still end up referring back to the book every 6 months or so to retell some particularly interesting fact or study to others I know.
Well-written, well-organized, and... ready to go to work.......2006-09-29
Why So Slow? The Advancement of Women, by Virginia Valian, is a book with a mission. It is not Professor Valian's objective in writing this book to discuss the issues of women in leadership positions with the limited number of other academics studying the issue. It is her objective to shake the people responsible for "the accumulation of disadvantage" of women, and to make them, or their supervisors, accountable for the recruitment and retention of women.
I know this is particularly acute, and action needed, at our nation's universities, where women tend to be recruited less often than men, especially in the STEM (science, technology, engineering, and math) fields, and are promoted at a rate slower than equally qualified males. The book reviews relevant research, discusses the psychological issues involved in our development of "gender schemas," and discusses remedies.
I have heard Professor Valian discuss the issues raised in her book, and she speaks (and writes) with authority and conviction. This book, while not light reading, is written for the educated non-specialist. You can't read it and not be disturbed at how qualified and competent people can be considered unqualified or less competent.
This is a book to read, then get to work.
A true eye-opener!.......2006-08-28
Valian is a cognitive psychologist. I saw her speak at a local university and was impressed by the breadth of evidence she presented re: how ingrained gender discrimination is in the thinking of both men and women, but also with her logical suggestions for addressing this problem. (She, as a matter of fact, was invited by women students and faculty to help them strategize how to get more women into higher positions.) In her convincing talk, I was struck by the evidence that discrimination is not something "done" by men to keep women down, but is, in fact, "done" equally to women by both men and women. So I got her book and was more impressed when I read it.
Valian presents experiment after experiment showing that women are held back by psychologically ingrained ideas held by both men AND women. She calls these gender schemas, which are a way for the brain to organize complex information. (They are close to stereotypes, but schema is a more neutral term). The evidence is fascinating and convincing. Examples: if a man and a woman of identical height stand in an identical height door frame, viewed separately and then rated, both men and women perceive the man to be taller. Or how a woman can make a suggestion during a meeting and no one hears it, but later a man makes the exact same suggestion and everyone hears it and thinks it's great. (Example after example you will all recognize and be disgusted by!) While the knowledge presented in this book is depressing, Valian ends with suggestions for ways to become aware of these fallacies in thinking and then actively counteract them within organizations.
I LOVE this book and it is a true eye-opener. It has really opened my eyes to what women have to surmount to get ahead when there are so many hidden negative assumptions ingrained in our culture. While it is written in an academic style and perhaps less accessible than a pop-psychology type or journalist-written book, one could read the introduction and conclusions to the chapters and skim parts of the in between text if it gets too heavy. (Like all academic writers she says her main points in the chapter intro, then presents evidence, then summarizes at the end of the chapters.) I highly recommend this book!
I can't stop recommending this book to every woman I know........2005-12-16
I waited too long to read Prof. Valian's book. Had I been armed with the knowledge offered in it earlier, I might have been spared some of the most unpleasant experiences and obstacles in my professional life. The breadth of the research covered, on everything from how young girls are channeled into certain careers or non-careers to the publishing patterns of men and women in academics, is its most impressive quality. I find myself referring to it often in everyday conversation, and recommending it to female friends and family members of all ages and levels of employment. If I have more confidence and a more positive outlook on my life's work now, it is in large part due to Prof. Valian's superb mega-study and her suggestions for moving forward.
Finally, some data.......2004-12-06
If you're interested in the empirical findings which back-up many often dismissed feminist claims that women have a raw deal...then read this book.
Easy to read with some engrossing anecdotes (included only to illustrate, not prove, her points as pointed out by Valian herself), this book is a convincing tour guide of women's achievement in male-dominated professions.
My advisor in graduate school actually recommended this book with only one warning: don't read it when you're already depressed about the plight of women! By the middle of it, you might be ready to throw your hands up in the air and think the situation is hopeless...but luckily Valian includes a careful analysis of possible solutions. By googling her I also found out that she's making some proactive efforts (as a professor at CUNY) to put theory into practice. Bravo.
Book Description
This interdisciplinary, multicultural text-reader provides an introduction to women's studies by examining U.S. women's lives in a global context and across categories of race-ethnicity, class, sexuality, disability, and age. Substantial chapter introductions provide updated statistical information and explanations of key concepts and ideas as a context for the readings. Each chapter includes "Questions to Frame Your Reading" and “Suggestions for Taking Action” to help students link their knowledge and understanding to their own lives and apply it to the world around them.
Book Description
The
Second Edition of this best selling book provides a comprehensive examination of the role that gender plays in work environments. This book differs from others by comparing women’s and men’s work status, addressing contemporary issues within a historical perspective, incorporating comparative material from other countries, recognizing differences in the experiences of women and men from different racial and ethnic backgrounds. Relying on both qualitative and quantitative data, the authors seek to link social scientific ideas about workers’ lives, sex inequality, and gender to the real-world workplace. This new edition contains updated statistics, timely cartoons, and presents new scholarship in the field. It also provides a renewed focus on reasons for variability in inequality across workplaces. In sum, the second edition of
Women and Men at Work presents a contemporary perspective to the field, with relevant comparative and historical insights that will draw readers in and connect them to the wider concern of making sense of our dramatically changing world.
Book Description
The United States has a large number of well educated, experienced professional women ready, willing and able to move into the boardrooms and executive suites of corporate America. Together they represent a great, untapped economic resource, a resource no other country in the world can claim. This is America's competitive secret, argues Judy B. Rosener in this refreshingly pragmatic new book for managers who want to improve their bottom line. A leading expert on women and men at work and a highly sought-after speaker, Rosener argues that not only are men and women different, so are male and female managers. Drawing on in-depth interviews with top-flight executives and middle managers and the latest research on working women and organizational change, she describes the unique contribution of female professionals. Her profiles of top women managers reveal that they cope well with ambiguity, are comfortable sharing power, and they tend to empower others-- leadership traits that Rosener contends lead to increased employee productivity, innovation, and profits. As businesses today struggle with corporate reorganization and an increasingly diverse workforce, America's Competitive Secret offers compelling evidence that the changes that help organizations more fully utilize the talents of women are the same changes that will give them an important edge in today's fast-changing, service oriented, global workplace. Rosener explains why the so-called glass ceiling still prevents many competent women from reaching the upper echelons of management. She analyzes why women and men are perceived and evaluated differently at work, and provides new insight into the feelings of men who are asked to interact with women in new roles when there are few new rules. Rosener shows that removing the glass ceiling can no longer be viewed solely in terms of social equity--it is now an economic imperative. Too many American businesses have limited their economic strength by viewing the promotion of women employees only within the context of federally mandated affirmative action laws and policies. America's Competitive Secret redefines the issue for a new era, showing that America's most successful competitive strategy is one that most effectively utilizes all its human resources.
Customer Reviews:
Actually, No Longer a "Secret" But Still Underappreciated.......2001-08-25
First published in 1995 by Oxford University Press, America's Competitive Secret suggests how to utilize women as a management strategy. It was an excellent idea then and an even better idea now as globalization initiatives of American companies increase and intensify. In the Preface, author Judy B. Rosener explains that her book is intended for executives and managers "who want to improve their organization's bottom line, and for women who wonder why their career paths so often seem to be shaped by the fact that they are female." Note the reference to "bottom line." For Rosener, it is prudent to leverage the talents of professional women" inorder to create "more innovative, productive, and profitable organizations." Also, for male executives, the principle of enlightened self-interest is relevant to their own success. It makes absolutely no sense to under-utilize the talents of women professionals, especially as the global economy continues to expand so rapidly and extensively. Rosabeth Kanter agrees: "Whatever the duration and objectives of business alliances,...in the global economy, a well-developed ability to create and sustain fruitful collaborations gives companies a significant competitive leg up." Hence the importance of women.
As Connie Glaser and Barbara Steinberg Smalley suggest in Swim with the Dolphins, the female temperament is better suited than is the male's to concluding "win-win" negotiations, resolving conflicts, reaching consensus, preferring to cooperate and collaborate rather than compete, keeping an open mind, asking direct and relevant but not insulting questions, etc. Rosener describes the female temperament in terms of "consensus building, power sharing, and comfort with ambiguity."
She examines five "stages" through which organizations must proceed if they are to undergo the transformation required by new realities as well as opportunities:
Stage One: Staying Out of Trouble
Stage Two: We Need to React
Stage Three: It's a Case of Survival
Stage Four: It's the Right Thing to Do
Stage Five: It's Part of Our Culture
Females as well as males within an organization will proceed from one stage to the next at varying speeds and within varying timeframes. Fair enough. However, all must reach Stage Five. Rosener recommends that, from both a strategic and financial point of view, structural reorganization "should be undertaken in concert with efforts to rectify female underutilization. Flexibility and diversity are two keys to competitive advantage, and both are closely related to the underutilization issue."
So much in the business world has changed since 1995 when this book was first published. However, many American companies and most companies in other countries have yet to take full advantage of -- and reward appropriately -- the talents of women. The companies which do so have a significant competitive advantage, a "secret weapon" if you will. Professional women know at which companies they will be appreciated and rewarded, where there are the greatest opportunities for their personal as well as professional growth. It is no coincidence that these are the same companies which, year after year, are the most profitable in their respective industries. At least until now, many of our nation's companies seem unaware of or indifferent to this "competitive secret."
Book Description
Purchases by women now total trillions of dollars annually, accounting for 85% of all consumer expenditures. So, reaching women should be considered the number one priority for most businesses.
Don't Think Pink will help marketers see their brands through a woman's eyes, unlocking the secrets to developing products, services, and marketing strategies that truly resonate with female buyers.
Based on painstaking research into women's experiences and perceptions, Don't Think Pink reveals:
* How generational history, culture, life stages, and daily realities influence a woman's buying mind * How the manner in which women buy is more critical than what's being sold * How listening to women earlier and more often leads to more powerful strategies * How to use the Internet and other technology -- both in market research and during the buying process -- to gain a greater understanding of female consumers * How to gain a bigger share of the awesome purchasing power of women
There's no question that women buy. Don't Think Pinkexplains what drives their buying decisions, and how businesses can capitalize on this enormous (and evergreen) market.
Customer Reviews:
Yes honey, I heard you?.......2006-12-29
Just kidding. And I might add somewhat scary to review this book from a male's perspective. However, I think it is incredibly important for us guys to read, hear and understand these very critical differences and thought processes if we want to be a part of the larger conversation. What "Men are from Mars, Women are from Venus" did for the conversations in personal relationships "Don't Think Pink" does for business language. I highly recommend this book for anyone in sales, marketing, product development, advertising and management in any organization that is attempting to connect with the primary buyers.
PS. I first read the book about 18 months ago and had my fair share of revelations and just read it again and it surprised me how much more I took away. I'll let you know what I think of their next book guys.
Solid Advice on All Types of Women Shoppers.......2006-03-05
This book provides a thorough analysis of women shoppers, including those of all ethnic, age, geographic, educational, and socio-economic groups and marital statuses. It gives solid, workable advice on how to attract today's saavy, busy, informed, educated, female customers. It also tells how to help others in the company to overcome outdated, stereotypical thinking about female consumers. I may use this book along with Why We Buy as a text in my visual merchandising course.
Delightful language.......2005-08-30
Don't Think Pink is indeed insightful as well as approachable in style. I myself gained a deeper appreciation for corporate lingo, a small selection of words which many people will say has been drained of real meaning. Leverage, actionable, synergies, proactive, relatable, networking, and resonate are all words deserving of more attention, especially from people like me who are not primarily interested in marketing. I did note that it took until page 199 for the authors to actually use "paradigm shift," and I was titillated thoroughly when I read it. "Empower" and its variants were used almost once every page, and this book will indeed empower not only you as a marketer, but the women you will inveigle, in whatever roles they fill.
This book was packed with useful information, and well-formatted. With examples drawn from many industries, it is sure to strike a chord with a good portion of its readers.
The references at the back were largely web sites, which should facilitate your filling out your own background in this topic.
In fact, if you don't give a hoot about marketing strategies, you should still read it. If you're looking at this page, it must interest you in some manner, and I say the book is well worth the price. Go for it, ladies!
Insightful !.......2005-03-23
Women are the most powerful consumer force in the U.S., but they do not approach buying decisions the way men do. That's intriguing, but it doesn't mean that exhaustive demographic and sales statistics make interesting reading. Authors and marketing consultants Lisa Johnson and Andrea Learned explain how to direct your marketing efforts to women. Each chapter deals with a different subset of women - old, young, black, white, Hispanic, married, single - but the groups are compared along similar lines and the information is sliced the same way in most chapters. The authors liven up their exposition with short illustrative case studies, but the cases often feature products for which marketers have made no concerted, specific effort to attract female buyers. For instance, the decision to sell single servings of food occurred because of other demographics (more people living alone) and was not intended just to attract women buyers. Still, the thesis here is important enough to carry the authors' occasional tendency to twist product features to fit the theme, as well as their branding jargon. Acknowledging the significance of marketing to women, we recommend this information-packed book.
They Get It!.......2004-10-07
After nearly 30 years in the marketing business, I am delighted to find two dynamic thinkers who have written compelling, concise and creative content on the needs of this country's most powerful and influencial market. Too long overlooked, women have different priorities, values, communication styles and preferences than men consumers. Learned and Johnson aptly address key differences, important nuances and critical factors that drive decision making, the customer experience and brand loyalty by giving actionable strategies for gaining women's trust and turning them into true brand advocates. Don't Think Pink is an easy read business book, dotted with personality and fun. If you want to train your brain to think differently about the women's market (not to mention grow your bottomline), but hate to be weighted down by the business-speak in a typicial business book, Don't Think Pink is for you.
Average customer rating:
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Subtle Sexism: Current Practice and Prospects for Change
Manufacturer: Sage Publications, Inc
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ASIN: 0761903860 |
Book Description
Subtle Sexism--often accepted as normal, customary, "good natured," or disguised as "tradition"--has replaced much of the blatant sex discrimination of the past. And, although we often hear the phrase "subtle sex discrimination," there has been almost no research on the topic. Subtle Sexism breaks new ground in this area by documenting the range of "just below the surface" discriminatory behavior that many women, (and some men) experience on a daily basis. The chapters in this reader demonstrate how subtle sexism devalues women, dismisses many of their accomplishments, and limits their effectiveness in a variety of settings--including higher education, the workplace, family therapy, the criminal justice system, and popular culture. The contributors to this insightful work hail from both the United States and Canada and include faculty from a broad spectrum of academic disciplines, (social work, administrators, clinicians, and attorneys). The book is written to be a catalyst for stimulating class discussion and will encourage students and faculty to view gender inequity through wider lenses, and, because Subtle Sexism is targeted at students, each chapter is eminently readable and jargon-free. This reader can be used in a range of courses including, women's studies, social work, political science, public administration, business administration, communication, criminal justice and human resources.
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- Stop Sitting on Your Assets: How to Safely Leverage the Equity Trapped in Your Home and Transform It Into a Constant Flow of Wealth and Security
- Strategy and Structure: Chapters in the History of the American Industrial Enterprise
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- The 33 Strategies of War
- The 7 Essential Steps to Successful eBay Marketing
- The Black Belt Memory Jogger: A Pocket Guide for Six Sigma Success
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