Successful Women in Business ? Fact, not Fiction
Women in Business are still unfortunately an unusual term to some countries. It’s not because of men, but because of the nation and government and the way the people were raised, seeing a woman working a “mans job” seems strange and wrong. Look at Saudi Arabia and the law prohibiting women from driving, in the eyes of the rest of the world that’s absolutely ridiculous, but to both men and women in their country it’s just the way life goes, forget about making a woman CEO. Luckily there are many women who prove that women not only can be, but ARE so much more than that. Let’s take a look at some of the worlds most successful women in Business:
Indra Nooyi – She’s the Chairman and CEO of PepsiCo and has sales of over billion.
Irene Rosenfeld – She’s the Chairman and CEO of Kraft Foods and her company has about billion in revenue
Patricia Woertz – Chairman, President and CEO of Archer Daniels Midland otherwise known as ADM (also known because of the movie “The Informant’). In 2009 their stocks rose 13%.
Andre Jung – Chairman and CEO of Avon Products, and inspiration to all Avon women all over the world
Oprah – She’s Chairman of Harpo and OWN and has been the Queen of Talk for years. She maybe leaving the talk show but it’s certainly not the last we’ve heard of her.
Ginni Rometty – Currently Senior vice President, Group Executive and is in charge of Sales Marketing, and Strategy and also the lead candidate to become the next CEO of IBM
Sherilyn McCoy – Worldwide Chairman of Johnson & Johnson. She may have had a rough year but she’s not slowing down. They have 11 new drug filings planned over the next 13 years.
Melanie Healey – Group President in North America for Procter and Gamble, accounting for 42% of revenues.
Sheryl Sandberg – COO of Facebook, she’s played a key role in turning Facebook’s 500 million users into revenue.
10.Michelle Obama – she may not have won her title of First Lady by vote, but this Harvard Law graduate has started a campaign “Let’s Move” has gotten companies like Coca-Cola, Kellogg and General Mills to pledge to reduce the calorie content of their products by 2012.
Aside from them there are women like Lady Gaga, Beyonce and Angelina who have not only become famous Stars but have also become successful business women and women who speak up to help people’s rights and are heard. Women now know only one direction – up.
Women, better manager ?
When it comes to the management, we naturally look towards big management schools and end up with a man well dressed as a manager who wears a smile on face all the time and who knows all the situations and their respective handling. But this is a truth half known. Men must be taught rigorously to become a manager who after years of hard work learns new skills that they use as panacea for every problem. And the same men struggle to find their car keys and wallet at the office time back home. So got some clue, who can be a natural manager, yes you are there! A woman, who has all the abilities in built and she just starts managing stuff, life right from the word go!
It is not just that woman manage a much perplexed house than office matters that men deals with, she also has the ability to maintain the arrangement that is must for management. For example as soon as a particular file is done, she would first place it on right rack then will proceed to new task, while men will let them pile on one side at least till the evening or congestion at desk, whichever comes first. This is similar to the example in which a husband will waste five minutes in looking up a car key that he kept few hours ago and her wife would take just a minute to get the gas cylinder book which she used a month ago.
Management is a very broad term and hence a manager cannot be confined to a specific kind of management. They must manage even those issues which were neither taught to them nor were expected. For example, an employee walks up to a manager and complains about down computer. Now manager is not supposed to fix a computer but here they will have to either arrange a new pc immediately or see if some other employee is not using their pc which can be given to troubled employee temporarily. Here too woman wins the race as back home they help kids in their homework. Here she deals with even those subjects which are either alien to her or are beyond her understandings. In such case she will work hard to grasp the subject and help kids. Similarly she will take care of husband’s mood and kids’ demands. Considering the down pc case again, man soon will be frustrated if the solution does not appear and will eventually ask the employee to take another task.
Multitasking is another characteristic that makes a manager superior and more efficient and studies have proved that women can multi task much better than men. They can cook on two burners while attending a phone call and a postman at door while if same task is given to men, some of the tasks will suffer for sure. We have seen numerous cases when men meet accidents more than often if they use their cell phone on the way.
Given same amount every month, a woman smartly meets the ends of the month while man will run for a credit card use if even a single extra expenditure pops up.
Scientifically speaking, woman mind is adept at management as she can multitask while keeping equal concentration on all tasks in hand. She has good arrangement habits by default and her attitude of keeping things easy makes her a better choice for the post of manager.
Prashant
prashant@friendstime.com
www.friendstime.com
Feminism: The Pursuit Of Equality
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Feminism: The Pursuit Of Equality
By: Emma
Posted: Mar 22, 2010
Views: 215
Feminism existed in the history long long time ago, and the equality between men and women has been the perpetual topic in the world.
Throughout history, women have always struggled to gain equality, respect, and the same rights as men. This has been difficult because of patriarchy, an ideology in which men are superior to women and have the right to rule women. This ideology has permeated the social structures of societies throughout the world and as a result, even in the new millennium, women are still struggling for rights that most men take for granted. The struggle was even more difficult for women of color because not only were they dealing with issues of sexism, but also racism. In order to fight patriarchy, feminism and feminist theory was born.
What is feminism? By general definition, feminism is a philosophy in which women and their contributions are valued. It is based on social, political and economical equality for women. Feminists can be anyone in the population, men, women, girls or boys.
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Feminism can also be described as a movement or a revolution that includes women and men who wish the world to be equal without boundaries. These boundaries or blockades are better known as discrimination and biases against gender, sexual orientation, age, marital status and economic status. There are many different types of feminist theory and each has had a profound impact on women and gender studies.
The first is cultural feminism, which is the theory that there are fundamental personality differences between men and women, and those women’s differences are special. This theory supports the idea that there are biological differences between men and women and sexism can be overcome by embracing the “women’s way.”
The second type is individualist or libertarian feminist. This feminism is based upon libertarian philosophies, with the focus on autonomy, rights, liberty, independence, and diversity. The ideology focuses on social change, and “attempts to draw lines between biologically – determined behavior and culturally- determined behaviour” in order to free both men and women as much as possible from their previous narrow gender roles.
Finally, there is liberal feminism, a theory that focuses on the idea that all people are created equal and that education is the primary means to change discrimination.
In any case, the development of feminism is one part of activities to appeal human equality and it asks for our concern.
Emma – About the Author:
Emma believes that women should be equal to men. Always, she call on people to achieve the equality between men and women. If you want to know more about the author, go to http://www.pr80.com/profile/emma-8.html now.
Source: http://www.articlesbase.com/advertising-articles/feminism-the-pursuit-of-equality-2026021.html
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What Will You Do When You Run Out Of Leaders? Leadership Development Training
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What Will You Do When You Run Out Of Leaders? Leadership Development Training
By: Jp Pawliw Fry
Posted: Feb 21, 2009
Views: 113
What Will You Do When You Run Out of Leaders?
In this era of the disappearing leader, what are you doing to develop your next generation of leaders, http://www.ihhp.com/webinars/?
The most frequently asked question put to the Society of Human Resource Management is: “How do we keep talent from jumping to our competitors?”
There is good reason, the U.S. Bureau of Labor Statistics, the Organization for Economic Co-Operation and Development (OECD), and the Rand Corporation all agree on one thing: “whether in the form of labor or talent or skill or knowledge shortages, we are about to face a battle for talent that has no parallel in recent history”.i David Calhoun is one of those scarce knowledge workers so highly prized by organizations. He is a talented leader who had profit and loss and responsibility for a large part of the General Electrics (GE) business. He left his job at GE to head up privately held VNU, a Dutch outfit which own AC Nielson research business, Billboard Magazine, and other media properties. [Fortune Mag Sept 2006]
What is significant about Calhoun is not that he was rewarded with upwards of 100 million dollars to make his move but that he represents a picture of what is the single
biggest issue of the coming decade: retaining and engaging your best leaders. More specifically, what Calhoun’s case demonstrates is that business will have to rethink how to keep top talent because the battle will be brutal. And obviously, not everyone has the kind of money that a privately held company like VNU has in getting top talent like Calhoun.
What Does the Leader of Your Future Look Like?
This article will focus on the kinds of leaders you want to retain in your organization. What do they look like? What do they do? What financial impact do they have? And, most importantly, how ready are your potential leaders to step up and fulfill your not so distant future leadership needs. Let’s start with readiness.
Bench Strength: The Glaring Weakness of Most Organizations
A significant percentage of newer and younger leaders do not have the necessary skills and personal qualities to take on the demands of the new economy. A recent study
estimated that almost one- third of current managers and executives are severely lacking in management abilities ii. Being a leader requires an uncommon ability to
demonstrate a combination of business sense and interpersonal savvy. Many leaders simply are not qualified and do not have the right mix of skills.
This lack of readiness shows up in the reasons why leaders ‘fail’. Most experience failure not because of problems with task or strategy or knowledge, they fail because they lack the personal qualities or interpersonal skills iii. The Center for Creative Leadership found that senior executives were most likely to experience failure when they had poor working relations, low adaptability, and the inability to build an effective teamiv. These “derailers”
describe personal and interpersonal qualities that are outside the domain of technical job competence. In fact, many of these interpersonal and personal qualities appear in individuals with strong Emotional Intelligence, http://www.ihhp.com/what_is_eq.htm. Emotional Intelligence or Quotient (EQ) is the capacity for effectively recognizing and managing our own emotions and those of others.
The Leaders You Want to Retain and Engage
Not surprisingly, it is these same qualities of Emotional Intelligence that differentiate the leader you want to retain and engage in the future. Not just because they are nice to have around but, as this white paper illustrates, because they achieve results: they perform at a significantly higher level and they retain and engage your other valued
employees at a higher level.
EQ and Performance
In our studies of high performers at the Institute for Health and Human Potential, http://www.ihhp.com/, (including over 119,000 individuals who have participated in our assessment center) the
difference in performance is clear: Emotional Intelligence can make the crucial difference in leadership performance.
The Top Ten Percent
One way to look at the data is to examine the top ten percent of performers and correlate that with levels of EQ. Our analyses show that 62 percent of leaders with a high EQ rank in the top ten percent of performers in their organizations (see Figure 1). While, only 32 percent of leaders with low EQ scores are in the top 10 percent of performers. This means that leaders in the top 10 percent of performers in their organization are twice as likely to have high EQ scores.
What Part of EQ Matters Most?
We correlated ratings of the 11 EI360™ factors (a fully webenabled, multi-rater tool that assesses individual strengths and developmental needs in the core competencies of EQ as well as at the team level) with job performance and found statistically significant relationships for every factor. In other words, all of the EI factors are meaningful predictors of success on the job.
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Figure 2 shows the factors as a group that represents the strongest predictors of overall job performance. Each of these factors accurately distinguishes between high and low performers. See Appendix 1 for competency definitions and descriptions.
Our research reveals that:
All components of the EI360™ are correlated with high performance. The EI360™ accurately distinguishes between high and low performers and helps leaders, when
receiving EI360™ feedback understand how they compare and where they need to work to become more effective. The difference between a high and average EQ leader
equates to ,600 per year; for an organization with 2,000 leaders this figure multiplies to .2 million in human capital asset value per year.
Financial Return for EQ
High performing leaders like David Calhoun also bring financial return to organizations. Calculating an economic value requires converting observed differences into dollar values. Using this method, we can convert differences in performance attributable
to EQ into financial terms. Based on the current research, we know that leaders with higher EQ are more valuable for the organization (i.e., they are more productive and have greater human performing leaders is to base value on overall salary).
In a sense, leaders are human assets that an organization “leases” to run its business. When you have a more capable leader, you have a more valuable human asset. Leaders should return to the organization a level of value in proportion to what they are paid.
We started by looking at the average effect size between top 10 percent and lower 75 percent of leaders. The effect size metric is a standardized method for calculated the magnitude of the difference between the two groups. The difference between high and lower EQ leaders is 0.72, a large differencev.
Using methods based on Spencer’s (2001)vi recommendations, we determined the value in performance differences between high and low EQ leaders. Assuming an average leader salary of ,000 per year, the difference between a high and average EQ leader equates to ,600 per year. For an organization with 2,000 leaders this figure multiplies to .2 million in human capital asset value per year. While this is a large number, it still does not account for the human capital asset value improvement experienced by leaders’ direct reports. Leaders’ value extends far beyond their individual contributions.
Therefore, leaders with high EQ are likely to have more productive employees that will magnify the overall contribution of their skills. These leaders are also more likely to retain and engage employees over a longer period of time – the very issue that Bureau of Labor Statistics, the Organization for Economic Co-Operation and Development (OECD), and the Rand Corporation are ringing the alarm bells for.
Based on the data from Figure 3, even a slight improvement in EQ would lead to large benefits for an organization. For example, a program yielding a one percentage point
improvement in leader EQ would provide incremental human capital value of ,160. Even if this program cost the organization 0 per person, the ROI (Return on
Investment) would be 332 percent. Clearly, investments in improving EQ have the potential for dramatically improving the productivity and value of leaders in organizations.
The Value of Getting Your Future Leaders Ready
With the number of external candidates for leadership positions dwindling, wise organizations today are focusing more intensely than ever on developing their own people for future leadership roles. The question, however, is can leaders learn these valuable skills? One study evaluated a program where leaders went through the following intervention: an initial one- to-two day diagnostic assessment and feedback
session followed by a coaching phase, which involved one day of training per month for the next six months.
Specific behavioral learning objectives were developed for each individual. These objectives where defined in terms of expected on- the-job behaviors. Each person’s goals were unique, based on an integration of the organization’s description of the person’s needs and the results of the diagnostic assessment. Ratings of each behavior were collected from the participant, the coach, and the participant’s supervisor before coaching. These ratings were compared with scores immediately after training and six months after training was completed. Vii
Results of the evaluation indicated that all three ratings— before, just after, and three days following the program— showed improvement on behaviors targeted for coaching.
Interestingly, bosses actually perceived more positive change than did participants, and the changes persisted through the six- month follow-up.
Summary
Organizations that are not identifying and developing their next generation of leaders will lose in the marketplace. The battle for leaders will only get more brutal as the demographic shift hits and good people become even scarcer. Emotional intelligence plays a key role in the development of the kinds of skills and competencies required to be a top ten percent performer- and these qualities, given the right training, can be
developed. The economic value a top ten percent leader brings to an organization is not only measurable, it is significant.
Appendix 1
Self Regard—The ability to maintain a strong sense of identity and purpose that is characterized by confidence, conviction, and decisiveness.
People with high scores in self-regard tend to have strong sense of who they are and what they stand for. They are willing to accept their true selves and do not aspire or pretend to be anything more or less than who they are. Self-regard is critical for high performance because it makes individuals feel confident and keeps them focused on the task at hand instead of trying to manage their own insecurities.
Empathy—The ability to tune into others feelings, listen effectively, and see things from others’ perspectives.
People with high scores in empathy are great listeners and most people feel comfortable opening up to them and sharing their feelings. They are very good at sensing changes in others moods and will often ask others how they are feeling.
When employees believe that their leader understand them and listen to what they are saying, they are more likely to develop a sense of trust and build good relationships.
Empathy helps employees to resolve unwanted tension and confusion that evokes difficult to manage emotional responses.
Adaptability—The ability to respond to change with an open mind, consider alternative paths of action, and modify behavior to fit the demands of the situation.
People with high adaptability/flexibility scores respond openly and positively to change and consider it to be a natural and expected part of life. They don’t mind situations with high ambiguity and they are comfortable “waiting in limbo” until the right path of action becomes apparent. Change triggers an emotional response because it’s uncertain. When leaders suddenly feel unsafe and feel like we can’t get things done, they clam up and are projective. People who are able to adapt to change can manage their emotional reactions better.
Personal Drive—The ability to maintain high levels of energy and commitment to tasks, even when faced with challenges.
People with high personal drive seem to have a real zest for life and remain committed and unwavering in their pursuit of goals. When a group is faced with a challenging task, these individuals are usually the first people to volunteer their time. Leaders with personal drive are high performers because they are focused on action and enjoy stimulating challenges. They have learned to translate their aroused emotional states
into fuel for accomplishing goals.
Self Assessment—The ability to objectively assess one’s strengths and weaknesses and the willingness to make adjustments, listen to feedback, and share self-perceptions.
People with high scores on this competency tend to be introspective and accurately assess their ability to perform tasks based on their current skills. They regularly seek out
feedback from others and try to gain information about their performance. With their keen understanding of themselves, people with high self-assessment scores don’t get
emotionally hijacked when they run across information that is inconsistent with their own perceptions. They can take feedback from their employees and are good listeners.
Authenticity—The ability to express oneself openly and honestly in a consistent and forthright manner.
People with high scores in authenticity are willing to address issues directly without sugarcoating or pushing hidden agendas. Coworkers describe these individuals as being
“down to earth” or “what you see is what you get.” Employees often think that leaders with low authenticity are hiding something. This creates a negative emotional state that diverts employees’ attention away from their work as they try to figure out what their leaders are thinking.
i [Introduction to the Special Issue on Employee Retention and Engagement Journal article by Fredric D. Frank; Human Resource Planning, Vol. 27, 2004]
ii Research finds management skills lacking among managers and executives (2004, December). HRFocus, 81(12), 9.
iii Bernthal, P.R., & Wellins, R.S. (2005). The Global Leadership Forecast. Development Dimensions International: Pittsburgh, PA
iv Leslie, J.B., & Van Velsor, E. (1996). A look at derailment today: North America and Europe. Center for Creative Leadership, Greensboro: NC.
v Cohen, J. (1988). Statistical Power Analysis for the Behavioral Sciences, 2nd ed. Hillsdale, NJ: Erlbaum. According to Cohen (1988) iv, an effect size of .20 as small, an effect size of .50 as medium, and an effect size of .80 as large.
vi Spencer, L.M. (2001). In Cherniss, C. and D. Goleman, eds. The Emotionally Intelligent Workplace: How to Select for, Measure, and Improve Emotional Intelligence in Individuals, Groups and Organizations. San Francisco, CA: Jossey-Bass/Wiley.
vii See Model Programs, El Consortium and Peterson, D.B. (1993a, April). Measuring Change: A Psychometric Approach to Evaluating Individual Training Outcomes. Paper presented at the annual conference of the Society for Industrial and Organizational
Psychology, San Francisco.
Jp Pawliw Fry – About the Author:
Dr. JP Pawliw-Fry: The leading authority on the impact of emotions on performance
Struggling to find just the “right” speaker? EQuip Yourself™ with Dr. JP Pawliw-Fry and his work on Emotional Intelligence!
Today, audiences want a high-content message that will address issues such as: How can we retain the best and brightest? How can we empower leaders to coach people to be their best? And where is the edge to be found to increase our own performance?
“Best keynote presentation I have been to in years! Very different than the usual: extremely interesting and powerful yet highly entertaining. It is not often I hear someone who can really ‘put it together’.” Ernst & Young
Make a difference at your next meeting by learning: the Single Greatest Factor in Retaining Key Talent, Why Smart People Fail, and What Distinguishes High Performing Leaders.
Sample Clients:
CIBC
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Topics include:
Redefining Leadership: What Highly Effective Leaders Do
The Motivation Myth: High Performance Sales is not Driven by Motivation, But by Managing Setbacks Effectively
You Can’t Stop the Waves But You Can Learn to Surf! Tools to Thrive in Turbulent Times
To find out more about Dr. JP Pawliw-Fry, visit www.ihhp.com. To receive a preview video or book JP for your next meeting, contact your speaker’s bureau.
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ORGANIZING TIPS FOR WORKING WOMEN: The Power of Simplicity
ORGANIZING TIPS FOR WORKING WOMEN: The Power of Simplicity
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ORGANIZING TIPS FOR WORKING WOMEN: The Power of Simplicity
By: Patty Kreamer
Posted: Sep 14, 2009
Remember “Leave it to Beaver”? The day would start with June and Ward having breakfast with the children, Ward would go to work, Wally and The Beav would go to school, and Mom would stay home and tend to the house. Later, they all come home, have a family dinner, spend the evening together doing homework and talking about their day, and then they were off to bed. Life was so simple then.
Wouldn’t it be great if life were this simple again?
If this describes your life, I would like to say congratulations. If you would like this to describe your life, the good news is, it can.
As a Certified Professional Organizer®, I have paid close attention to the lack of simplicity in the working women around me for the past several years. Here are a few things that I hear all the time.
1. I am so busy.
2. I never have any time for myself.
3. I am always running late.
4. I never make dinner…I make reservations.
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5. I don’t have a chance to…
6. I am so tired
7. I never stop running all day but I get so little done.
8. I wish I had time to…
We are living in a whirlwind society and, believe it or not, that is by choice. You can make changes by choosing to tame that tornado. It may not be easy, but it is possible.
HOW DO YOU MAKE LIFE SIMPLER?
It didn’t take you a day to complicate your life, so it won’t be able to be simplified in one day, either. You have to work at it a little.
• To make changes, you must first recognize your desire for change.
• Know your purpose. Why are you here? What is it all about? What matters most? Family, career, money? There are no wrong answers here.
• When you know your purpose, then it’s the time to write your goals—know what you want and go after it. Only allow things into your life that will contribute to your goals.
• Look at need vs. want. Before you bring anything into your life—physically, mentally, or spiritually—ask yourself if you need it or want it. If you need it, okay. If you want it, try to wait a week to make your final decision. Most times you will forget the impulse.
• One great way to implement the above tactics is to always STOP – THINK DEEPLY – THEN ACT. This will help you to make thoughtful, not impulsive, decisions.
• Take control of your technology and time. If the phone rings, do you have to answer it? The second you get an email, do you have to open it? When someone else says they need something done, do you assume it has to be done now?
By using some of these techniques, you can be on your way to simplicity in no time. All it takes is some desire, commitment, and short-term sacrifice. The choice is yours. THE POWER OF SIMPLICITY is within you!
———-
Patty Kreamer – About the Author:
Patty Kreamer, Certified Professional Organizer® and owner of Kreamer Connect, Inc., provides speaking,
coaching and consulting services to businesses and organizations who value effective practices that will leave
their people being more efficient, empowered and proud of their accomplishments.
Do you want to be a much more organized person? Patty’s groundbreaking books, “…But I Might Need It
Someday!” and The Power of Simplicity are available for purchase at www.ByeByeClutter.com. Or if you
prefer a “baby-steps” online/workbook-based course, check out the Clutter Rescue Course, which will transform
a life of clutter, wasted time, frustration and overwhelm to one of power, simplicity and organization.
If you’re looking for a fun, dynamic, and effective speaker, or if your company would benefit from a
productivity coach or consultant, Patty is available in person, by teleconference, webinar and phone. Email her
directly at patty@ByeByeClutter.com or call her at 412-344-3252.
Patty can also be contacted via Twitter, LinkedIn, FaceBook, Plaxo/Pulse, or her blog. For useful tips, sign up
for her free monthly e-newsletter at www.ByeByeClutter.com.
(C)2009 Kreamer Connect, Inc. Permission granted to reprint this article as long as the text and by-line are not
changed. Complete text must be reprinted intact with all links made live.
Source: http://www.articlesbase.com/stress-management-articles/organizing-tips-for-working-women-the-power-of-simplicity-1231368.html
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ORGANIZING TIPS FOR WORKING WOMEN: Back-to-School Means Back-to-Work
Fall is approaching, and the kids are going back to school. What can you do to get the school year off to a more relaxing and peaceful start?
Whether you are a mom or not, and no matter how old you get, you always get that back-to-school feeling when August rolls around. It’s not necessarily a bad feeling (like the butterflies in your stomach that you got when you were a kid), but more a feeling of a clean slate and a fresh start.
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Empower women and give them an upper edge with government grant
Empower women and give them an upper edge with government grant
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Empower women and give them an upper edge with government grant
By: Tom Bill
Posted: Mar 24, 2011
]]>
Every year the United States government gives away numerous personal grants to individuals to provide financial assistance for several situations. Whatever the reason you require financing for, the government has made provisions for all of them in the form of grants that individuals can easily procure by researching online. The process to apply for grants is not as difficult as it seems. Most people choose not to apply for a grant as they consider the process to be too lengthy and assume that getting a grant will be a tedious process. This is a myth that grant organizations are trying to get rid of so people can file grant applications and avail of the various benefits provided by the government. Applying for a federal Pell grant is easy thanks to the power and reach of the internet. The internet has spread across the globe and has made information readily available. With adequate research individuals can get information regarding application for grants for small business and easily start their application process. The government has stipulated special business grants for women which will empower women and give them an upper edge and an opportunity to start off an independent venture.
Do you think getting a federal government grant is a tough task and out of your reach? This is a common misconception that people have about government grants and often lose out on receiving benefits due to it. Applications for a grant are often perceived as lengthy and tedious tasks due to which people choose to avoid taking all that effort. Securing a government business grant can be simple if you conduct adequate research and use a reliable source. The first step obviously would be to conduct research on how to write a grant application. Once you understand the process of applying you will be able to begin the process and increase your chances of getting a grant. There are several grants like home grants, education grants that are available to individuals to help them through any difficult situation and help them get back on their feet and make their dreams into reality. The United States government is protective of its citizens and makes provisions to help women and minorities by creating convenient programs like government grants for women. These provisions are a great opportunity to get over their financial difficulties and achieve the goals that they cherish and want to see turn into reality.
Tom Bill – About the Author:
Enjoy Business Grants, federal grants for individuals and home improvement grants
Source: http://www.articlesbase.com/business-articles/empower-women-and-give-them-an-upper-edge-with-government-grant-4466387.html
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History and growth of women’s ready-to-wear industry
History and growth of women’s ready-to-wear industry
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History and growth of women’s ready-to-wear industry
By: Saif Ahmad
Posted: Oct 25, 2010
Views: 150
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From colonial time to end of the 1800s, the majority of American women wore clothes made at home, by midnineteenth century, ready to wear clothing was virtually nonexistent, the few people in the United States wore or could afford. The wants and supplied by custom made imports, usually from England or France, or by small number of custom tailor and dressmaker of their own country.
In 1860,Ebenezer Butterick developed paper patterns that provided the home sewer with help styles and size to aiding these home sewing operation and making of dresses . As we know that the first ready-to –wear clothing in the United States was produced for men. In 1860 it was the first commercial manufacture of ready- to -wear done for women it was articles produced were hoop skirts, cloaks and mantillas .The quality was very poor and completely lacking in good design. Although the industry grew rapidly ones it started, home dresses making continued until into the early twentieth century ,and it was not until well into the 1900s that the term store clothes, applied to early ready –to- wear, was use in other then derogatory manner .
The young women of the United States were very much inspired by ready –to- wear in early days. In not much more than a century, the industry that ones served only the lowest income level of the society has worked its way up to acceptance by the very richest of the women .It was great change in production was the development of the sewing machine by Elias Howe in 1845.Howe’s machine was further perfected by Isaac Singer, these machine gives public attention as it was improved in many ways, first operated by foot power with treadle letter by electricity, revolutionized production by making volume out put possible in machine –equipped factories.
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A plentiful supply of labor is essential to growth of any industry. Worker to perform those tasks became available in vast number, in the 1880s, in the person of immigrants from Central and Eastern Europe. Many of the newcomers were Jews, fleeing Czarist persecutions and bringing tailoring skill with them ready and willing to master the sewing machine and work at it to survive in their country. This influx of immigrant labor, both skilled and unskilled, made possible in growth of the industry.
Along with the improvements in the textile and apparel production technology, there were advances in the mass distribution. Retailers began to learn the ready to wear business. Continuing in retail salesmanship and advertising stimulated the demand for the ready- to- wear.
In 1900s a whole new breed of busier and more -affluent women began to emerge: women in college, women in politics, women in sports and women in factories, offices, and retail store. World War I further gave many women their first view of an occupation outside the confines of their homes and stimulated the need for ready-to-wear clothing. In the late 1950s and throughout the 1960s, however, the situation changed, and huge, publicly owned multiproduct corporations made their appearance in the apparel field, usually by mean of mergers with and acquisitions of existing companies. Another factor was the need to become large enough to be able to deal successfully with ever –larger textile suppliers, on the one hand, and enormously large retail distributors, on the other.
In the early 1990s, a number of privately held companies decided to go public. Companies generally choose this strategy so they can sell shares in the company, and though those sales they can generate capital for the company’s growth. When stock is sold for the first time, this is called initial public offer (IPO). Example of the well-known companies that issued stock in recent years were Ralph Lauren, Donna Karan, Tommy Hilfiger, Danskin, and Haggar Corporation.
In 1900s the competition from import has created difficulties for many companies. However, the business climate is tough for the firm, even if imports were not considered because of the large number of U.S. companies competing in the market. As result numbers of companies and apperal plants have gone out of business. Other hand some were merged and some acquired smaller companies. Some have sold off unprofitable parts of their businesses. In general, these changes have resulted in larger and stronger firms with funds to hire professional to manage the businesses. As manufacturing improved, ready-to-wear clothing overcame the stigma of inferiority and cheapness that had originally been attached to it. It became an acceptable answer to a growing need for reasonably priced and respectably made apparel.
It was in the United States that the development of mass markets, mass-production methods, and mass distribution of fashion merchandise was most rapid. Most of the manufacturers and retailers from many other countries turn for the know-how to make and sell fashion- able ready-to-wear merchandise.
Saif Ahmad – About the Author:
Lecturer in the school of Fashion Design at (IICC), Punjab Technical University in India
Source: http://www.articlesbase.com/education-articles/history-and-growth-of-womens-ready-to-wear-industry-3539357.html
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Diet Pills for Women That Work
If you are a woman looking for a way to lose weight, diet pills can help. Of course don’t have the idea that they will do all the work, but if you have a sensible workout plan, a good diet, and some great diet pills for women, weight loss does become a bit easier for you. Of course you will want to ensure that the pills you go with are specifically designed for a woman’s body. After all, your body is very different than a man’s body! They need to be designed to work with your body so you can lose those extra pounds.
Women Have Higher Fat Percentages
One of the big differences between women and men is that women have higher percentages of fat within their body. This is something that comes with the genes of being a woman. Most women are likely to hold fat in the tights, their hips, the buttocks, and the stomach area. Women usually don’t have as much muscle as a man, which means their metabolism is often lower. Because women have more fat, they need diet pills that are especially formulated to deal with this problem. The lower metabolism has to be dealt with as well, which means a good diet pill for women is going to offer a way to give their metabolism a boost.
Mood Enhancers in Diet Pills
For many women, dieting is largely affected by the mood that they are in. This means that when you are happy, you are more likely to stick to a good diet and exercise plan. However, women often deal with mood swings and can feel depressed from time to time. This is why many good diet pills for women actually have mood enhancers in them. One pill that offers a natural mood enhancer is the Hoodia Gordonii. This can definitely be helpful to women who want to lose weight.
Stronger Pills for Women
Often women need to have diet pills that are stronger than the pills for men, especially since they tend to have more body fat than men. Many women find that they have to work very hard to lose weight, which is why they need pills that are strong. This way they get that extra boost they need in order to lose the weight.
Finding the Right Diet Pills
Finding the right diet pills for women is very important. When you are looking for good pills, ensure you look for pills that have fat burning ingredients in them as well as natural mood enhancers. Ensure that the pills you go with are going to provide you with the boost in metabolism that you need to lose the weight. With the right pills, weight loss should become easier for you.
There are many diet pills on the market today. The important thing is to pick the best diet pills for your specific needs. As a woman, make sure you get pills that are specifically formulated for women. This way you get the best weight loss results for the money you spend on these pills. Then you’ll be on your way to a better body and better health.
Nokia Mobiles Became The World Leader in Mobile Phones
From roots in paper, rubber, and cables, in just over 100 years Nokia has becomes a powerful global telecommunications leader. In the year 1865 Nokia came in existence, when engineer Fredrik Idestam established a wood-pulp mill in southern Finland and started manufacturing paper. In the year 1960 Nokia starts its journey into the world of telecommunications. In the early 1970s, Nokia began developing the digital switch that is still the basis for Nokia’s network infrastructure today. In May 1992 Nokia made the strategic decision to focus on telecommunications and company’s 2100 series phone was an incredible success. In 1994, the goal was to sell 500,000 units but Nokia sold 20 million units. At this moment, Nokia is a world leader in digital technologies that includes mobile phones, wireless data solutions telecommunications networks and multimedia terminals.
Nokia has become the part of our life, because of the performance and innovative designs of Nokia mobiles. Presently Nokia phones have its 35 % share in the market and this has brought the sort of revolution in the field of technology. Nokia mobile phones have its presence in every segment and it offers different designs and latest technologies to its users. The every model belongs to Nokia have the quality features and designs. Nokia phones are available for every class of peoples and it offers the cheapest Nokia phones with the most basic and latest features. The Nokia 1011 was the first GSM phone that was designed by great Nokia.
In the year 1998 Nokia mobiles became the world leader in mobile phones, and since then Nokia is the popular all over the world. The year 2005 was the significant in the history of Nokia mobiles as Nokia introduces its most popular N series and in the same year Nokia also sold its billionth phone. The popular N Series of Nokia includes the phones N79, N85 and Nokia N97. The Nokia phones include the series of slider phones, flip phones, candy bar phones, GPS phones, camera phones and Music phones. Nokia 5800 Red Xpress Music and 5320 Xpress Music is the most popular and most demanding music phones designed by Nokia mobiles. Nokia mobiles are also available with the deals such as Nokia Contract phones. In the highly competitive world of phones, Nokia still has a lot of market presence and will continue to do the same for a long time.
Top 7 Reasons Why Women Business Leaders Are Needed
Business is business? That’s what they say…but business is being
done a new way. Massive technological connectivity and access to
tidal waves of information is causing a shift in society,
workers attitudes and how business is done.
Rapid changes in technology are causing disruption in the way
corporations do business. Communication is now digital. Products
are now digital. Marketing and delivery of product and services
must be done in a different way.
Added to that, the evolution of global business environments has
significantly increased competition and stress on the
traditional corporation.
One other important shift is that now the “knowledge worker”
(skilled and experienced) is now becoming the most valuable
asset of the corporation versus capital equipment and they are
leaving corporations by the thousands.
So what is a corporation to do? Find and retain the best people.
I believe a new, better corporate structure is evolving and it
will take women of ability paired with men of ability to make it
the best and most profitable business. However, few women make
it to the top management positions.
This is where many women’s development programs have failed.
They simply addressed the soft skills of mindset and confidence
for women.
The truth is that successful business is led by people of
experience with specific business skills AND the right mindset.
This is why we must develop women managers further through
learning experiences, coaching and training that insure the
results a corporation needs to obtain highly skilled women
leaders.
Here are some reasons why we need more women as leaders in
business:
1. Women, on average, are terrific communicators and tend to be
better at it than men. It’s the information age and it’s highly
competitive. This means companies will need more skilled
communicators involved in all aspects of business where good,
clear communication is critical to generate revenue, control
expense, manage top talent and build a loyal customer base. 2.
Global business will require expanding business networks. Women
are natural networkers. 3. Diverse viewpoints can result in
better, more creative solutions to business issues. Both women
and men are needed to address business issues effectively. 4.
Keeping a talented knowledge worker will require relationship
strategies. Women instinctively care about building
relationships which is why they tend to gravitate toward jobs
where building relationships is a major component such as
Marketing or HR. 5. Increased competition will require the
resources of creative thinkers to develop new products and
services that meet the needs and desires of the marketplace. The
talent pool of creative leaders is doubled when more women
leaders are available. 6. Rapid change in technologies requires
more flexibility. Women have extensive multi-tasking abilities
as evidenced by women who manage business and families at the
same time. 7. Half of the workers available today are women.
Women in leadership roles can act as mentors to develop other
potential women leaders just as executive men have done for
years.
With all this said, women are still not reaching top levels in
management. There are several reasons for this.
Part of the reason is societal in that women were often not
included in business conversations as they were growing up so
they did not have the opportunity to learn. Part is that the
corporate structure was invented by men for the way men think
and work. Part is that women are still the primary managers of
the family and cannot always dedicate all their time to the
company.
In a recent survey conducted by Womencorp, there were some
striking differences between what men believed and what women
believed about the “why” women are not succeeding as corporate
business leaders.
Of the female respondents, 68.3% believe that lack of flexible
options for work is holding women back. 51.7% believe that lack
of confidence is also a contributing factor. 45% believe that
women aren’t given a chance because men stick together.
This was what one woman had to say about that subject: “This is
a very complex issue. What I have found, after seven years at {a
major corporation}, is that men seem to internally denigrate
qualified technical women (perhaps because of jealousy). They do
form cliques and do not wish to ‘include’ women in their
cliques. They are group-oriented, no doubt. They will hang with
other guys, just because they are guys. There are individual
males who communicate well with women, but they are few. Despite
years of emphasis on including women, promoting women, and
hiring women, I feel that the disparity of women in the business
world is growing, not shrinking. Still, both men and women do
not seem to ‘get it’. I wish I had something more positive and
constructive to give, but I do not.”
On the other hand, 53.7% of men believe that lack of flexible
options is holding women back. 32.3% said they feel the glass
ceiling is still firmly in place and just 17.9% believe that
women lack confidence.
Perhaps men don’t realize women lack confidence, whereas women
know how they feel. This mindset can be altered with a proper
development program for both women managers and men who manage
women.
This comment from one male participant is noteworthy: “Capable
women are often unfairly fast tracked early in their career to
positions that may demand experience to be successful over a
prolonged period. Found wanting, they are then niched in
dead-end executive roles. Rather like moving a ball player to
the majors too quickly because of their native talent. Their
“rookie” mistakes occur with too much exposure and can prove
fatal.”
But what difference does it make as to why few women have
achieved top leadership roles in business? The reason to know
why is because we can then use this information to develop
solutions.
The bottom line is that more women need to be in leadership
roles for many reasons including the 7 listed above. The
challenge is to find new ways to enable them to succeed at top
levels.
For both men and women respondents, they seem to feel that
coaching, mentoring and multi-day workshops are quite important
to help develop women leaders to their fullest potential.
The Womencorp Team agrees and is working to make a difference
for women in business. Would you like to help? Just take a
moment to fill in this quick 30 second survey:
For Women (http://www.womencorp.org/mensurvery-W3.php) For Men
(http://www.womencorp.org/mensurvery-M3.php)
Brian Kirk Womencorp (205) 835-8167 http://www.womencorp.or