Women In Small Organizations
Women in Small Organizations
We were interested to hear one fifty-year-old executive, who is the only woman at her level in the organization, say that she feels she has little in common with other, much younger, female managers: and that there are none anywhere near her age or experience. Because of her position she naturally has more contact with her male peers on a day-to-day basis, but she feels she is missing out by not working with other women. One disadvantage of the recent fashion for down-sizing' and fright-sizing' is that there are signs of a small, but significant, counter-trend where some women have been forced Out of top-level posts and those who remain may well find themselves in a similar situation of becoming isolated and lonely. Other women say that in such cases it is the duty of the older female manager to act as a mentor or coach to others as a way of helping them through the organization, as well as keeping in touch with the issues that affect the younger women - such as, how to communicate their opinions and needs in a positive, assertive manner, while maintaining their womanliness; combining home and work; influencing the corporate culture so that men and women value what they each bring to the workplace.
Very few companies provide adequate if any childcare arrangements for their employees. This has a considerable effect on working mothers, who wish to pursue their career but who are not prepared to settle for unsatisfactory childcare facilities in order to continue working. Susan Hay, who founded her own workplace nursery consultancy because she could not find suitable childcare for her own children, has ten years experience in this field and knows that the position of working women has been hindered because of the lack of investment in childcare by organizations. 'Access to childcare, as well as the cost and varying quality of it, has been a major influence on the development and expansion of part-time work for women. This often means that women are working below their abilities because the better jobs are full-time jobs. There is also a tendency for higher-level jobs to be in the key cities and this is not always compatible with acceptable childcare provision.'
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