Skip to comments.When Men Give Women Career Advice
Posted on 05/06/2012 2:54:43 PM PDT by djone
"Attitudes that made a group of women very angry when Jack Welch, former CEO of General Electric"...... said "Programs promoting diversity, mentorships and affinity groups may or may not be good, but they are not how women get ahead. "Over deliver," Mr. Welch advised. Performance is it!" As Alison Quirk, an executive VP at State Street Corp., told Bussey, we all need to understand the "unconscious biases" at playbiases which Welch fails to acknowledge. As another executive said, "He showed no recognition that the culture shapes the performance metrics, and the culture is that of white men."
(Excerpt) Read more at theatlanticwire.com ...
The original article is at WSJ behind a paywall but read it if you can. One woman complained that "meritocracy" would be unfair to women, I had to look that up, it means pay based on performance ...Whoa... too real world there.
Those that can't, resort to affirmative action.
Meritocracy is certainly unfair to the meritless. This woman does not think much of women. What a dingbat.
From the article: As another executive said, “He showed no recognition that the culture shapes the performance metrics, and the culture is that of white men.”
BS! The business requirements and plans shape the performance metrics. People who do not contribute to the organization’s performance are not entitled to just ride the payroll.
And, this executive needs to rethink his skills and style.
As long as people like this continue to nurture the politics of victimization and the entitlement mindset, this great experiment will remain in grave peril.
“Overdeliver” is good advice to everybody, not just women. My goal in every job I ever had was to make myself indispensable.
Most women seem to be process oriented. In contrast, men tend to be results oriented. I would describe maybe 5% of the women I meet as results oriented. And then there is the tendency to mother [grown] people who are failing, whiners, and/or crybabies. In a nutshell, that explains a great deal.
Well if the Women don’t want to “Work Hard” they can always follow Elizabeth Warren aka Spreading Bull did, claim victim hood.
You spelling his name wrong would probably make HIM angry.
It is ironic they quoted a woman EVP at State Street. I worked there once and I witnessed that women were more vile and backstabbing to each other than anything I’ve ever seen in my entire life. I wouldn’t want my daughter working at State Street.
I’ll put up a couple at a university campus facilities department for vile, backstabbing, and double that if you were a male they didn’t like. I was one, I know.
A good solution for that is to put women in process oriented jobs, and men in results oriented jobs. Most companies could optimize their performance by realizing that these two orientations can operate in parallel and both contribute to efficiency.
Too much focus on just results and you get Dilbert-style “pointy haired bosses”, who will ship empty boxes to customers just to make the shipping date. Too much focus on process and you have a superbly running machine that never produces anything to ship.
What I take away from that twosome it that you get ahead on your back.
Process is important, but its not everything. One can design a brilliant process that, in theory, should work, but doesn’t. The trick is engineering a process that produces superb results and continually adapting it to optimize those results.
And, actually, I thought your Dilbert example was a bad one. In my mind, that is a boss that values process over results. You also have to balance short, mid, and long term results, as those are often at cross-purposes.
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