Kamis, 02 September 2010

Starting Your "Work at Home Mom" Career

Becoming a work at home mom is exciting, but it is also a lot of hard work. When determining the best career path for you, take some time to explore all of your options. If you know some work at home moms, ask them about their experiences and how becoming a WAHM has affected them. If you don't know anyone personally who works from home, get active in online forums and newsgroups. The best resource for you starting out is fellow women who have done it themselves. It is also helpful to do your own research online, read books related to working at home, and investigate your local business legal requirements. Try to get a full picture of what working at home will be like before you take the plunge.

One of the first things to consider is why you are choosing to work from home. Are you interested in more flexibility? Do you want to stay home with your children, but need extra income? Or are you already a stay at home mom and want to have a professional outlet?

What income requirements do you have? Are you expecting to earn a fulltime salary, or are you hoping to make a little extra income part-time? Are you interested in starting your own business? Would you rather work for an employer or as a contractor? Weighing all of these considerations will shape your work at home venture.

It is also important to consider what professional experience you have. The most successful entrepreneurs start businesses in fields where they already have extensive experience. They are able to be successful because they know what to expect, how to complete important tasks, and have a network of colleagues and potential clients. The other advantage of staying in your previous career field is that should you later choose to go back to working in a traditional office, you will have no gaps in your resume.

Most importantly, think about what you are passionate about. Passion drives creativity and makes it easy to put in all of the hours necessary to have a successful career from home. Examine your interests and talents, then brainstorm ways that these can turn into a career.

Lastly, it is extremely important to consider the market for your product or service. You may have an idea for a business that you would really enjoy, but if there is already a great deal of competition out there, it might not be the best choice. You must find a way to make your product or service special - something people just have to have. Find your niche, then make sure that you are fulfilling a need of your potential customers. By combining your personal motivations, your skills and your clients' needs, you will find the perfect work at home career.

Kari Edmonds

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Rabu, 01 September 2010

Understanding Barriers To Women's Career Progression

Never in the recent past have the debates over the matter of women's progression in their careers been as big as they are now. Nevertheless, the matter has always been discussed but not with the same intensity as it is today. With an increasing percentage of women in United States workforce (53%) in all professions, different barriers to progress have gone up.

Barriers To Women's Career Progression

Taking a holistic look at the women's career path makes clear that while most barriers are external, there some which are also internal.

Historically, male-dominated society has always viewed women as unequal and relegated women to secondary career positions. This is still being reflected in the modern skill-based job market by assigning women more and more to routine and mundane jobs that hardly carry decision-making authority. Even within new Human Resource Management processes, many processes for recruitment, interviews and aptitude tests, are sometimes centered on men rather than women.

While entry-level jobs such as teaching, healthcare and accounting are open to everyone, the dominant male population, which already occupies these jobs, leaves less room for women to enter and make a mark. Of late, the balance may be found to be shifting in favor of women, but the very nature of jobs in this category is such that women's upward mobility is far from being significant because of the fundamental and apparent lack of headroom (the glass ceiling). Women intrinsically think themselves to be at an advantage in typical jobs, which is evident from the statistics available: 53% women as opposed to 47% men. This is what can be called a socio-gender-related problem. It is gender-related because men have an advantage over women by in the types of jobs that require a lot of travel, or those which are physical in nature.

Women of substance have excelled in their independent careers. One doesn't need to look too far for names, as they are so dominant in their professions that their names could inspire those who want to tread their career paths. Why this can't be replicated in private industry? HRM practitioners complain that there is just not enough talent for the top jobs. Even organic or preferential promotions to the top jobs are almost always based on the natural progression principle.

Other areas of concern, such as maternity leave, are also hindering women's progression, although you would be hard-pressed to find an executive who would speak about this openly. Privately, many male executives cite women's lack of demonstrated willingness and courage to take bold steps as decision-makers and lack of risk-taking behavior as some of the most major psychological barriers.

In order to remove some of the physical and psychological barriers to women's career progression in private industry, a major attitudinal shift has to be made. Change will not come instantly, but over time, as society becomes more comfortable with women's increasing role in the business world.

Tony Jacowski

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Women's Career Change - Mid-Life Passage

The different life trajectories experienced by men and women especially around the physical and emotional demands of child rearing, mean that men and women often experience the arrival of mid-life in contrasting ways.

Individuals in their early forties often experience psychological changes including decreased positive self-concept stemming from social and work related changes. Both men and women may engage in "stock taking" which relates their achievements and expressed values to earlier goals, as well as questioning the meaning of life and re-examining personal values.

This reflection may inspire more attentiveness to inner concerns and may initiate a transfer of energy to more satisfying areas of life.

The demand for renewal is often triggered by some expectable motivators such as :

* Departure of children
* Career peak or plateau
* Outdating of skill set
* New responsibility for aging parents

The positive personal demands of mid-life include:

* Wishing to set one's own milestones
* Becoming active again in controlling ones future
* Acceptance of, and adjustment to, growing limits and decreasing energy levels

Sociall research by Neapolitan (1980) found that workers who made radical career changes from high level jobs at mid- life felt that they had drifted into their first occupation or had been pressured by family. They felt that the occupation either never did, or as a result of personal change, no longer expressed their values and beliefs nor did it offer a sufficient outlet or expression of their potential.

A similar study by Riverin-Simard (1990) of mid-life women and men in Montreal suggests that re-evaluating personal values can create a new or revised self-concept. This new self-view may create a mismatch between employment and personal aspirations which had not previously existed.
The positive career demands of mid-life include:

* Reappraisal of career commitment and choice
* Integration of the polarities of one's personality with work
* Appropriate modification of life structure.

Three potential avenues for change emerge from this re-evaluation:

1. Renewal of commitment to career

* Updating of skills
* Simple maintenance of skills which "hold on" to the job while effort is invested in developing new aspects of self

# Disinvestment from career in favor of relationships or outside interests and activities
# Wholesale career change.

Many individuals experiment healthily at mid-life with alternative avenues for self-expression in leisure activities or avocations and the easiest career transitions are made by individuals who have knowledge and experience of the new field through having approached it tentatively as an outside interest, a hobby or volunteer position.
When the transition requires extensive retraining, factors which enabled change include:

* Lack of financial dependants.
* Financial support from a partner.

Research cited by Bejian (1995) suggests that:

* Women who have made early choices in favor of professional careers experience similar concerns as men at mid-life regarding a desire to reinvest their energy in intimate relationships.
* Women who had made early career choices based on the needs of intimate relationships voice fears and desires at mid-life related to undeveloped aspects of their selves.

Over all, women who chose to de-emphasize their careers described the transition as less traumatic than those who chose to de-emphasize family in order to pursue new career goals.

Mid-life change poses challenges and opportunities for renewal to both men and women. Historic changes in women's opportunities and expectations have certainly occurred in our lifetimes.... but this last finding suggests that, for those of us currently entering mid-life, our experience and aspirations continue to be somewhat shadowed by the lives and attitudes of the parents who raised us...parents who themselves came to maturity in the climate and attitudes and beliefs about separate male and female roles which characterized the 1940's and 50's.

It seems that the personal demand for self-actualization which arises at mid-life for women still does not sit easily with us.

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Senin, 30 Agustus 2010

Woman's History Month - A New Perspective

Many people think of Woman's History month as a time to celebrate the accomplishments once a year. In reality Women's History month should be celebrated all year long. There are outstanding accomplishments by women everyday. They are not afraid to launch into careers that were dominated by men. They have accepted this as a reality in their profession. Over the years the number of women in medicine, engineering and business has grown. They are becoming the role models for future generations of leaders in this country. It is great to witness woman who add a diverse perspective in education or business professions.

At the forefront of education there are women who lead as superintendents of schools, principals, teachers, college, faculty and presidents. In Philadelphia Dr. Ackerman is transforming the best practices of teachers and administrators across the School District. Women bring fresh ideas into the halls of education. They are designing the new curriculum that incorporates technology like smart boards and computers. Women understand that there are multiple ways to learn. The future of education will be transformed by teachers who are willing to innovate by using new classroom instruction methods. Change is also evident in some schools were students are using laptop computers throughout their day.

As we move forward into the 21st century, we must never forget the ways that women have positively altered our lives. Their words have carried the power to change state and federal policies. They have authored books that challenge each of us to strive to be excellent people. If we continue to value the contribution of woman our future will be brighter and our lives forever changed. Leaders such as Michelle Obama and Hillary Clinton are leading the way in government. They are offering valuable insights to young women who are pursuing leadership roles in their local communities

Woman's History Month is a time to celebrate the sacrifices that woman have made to ensure that this country is progressing. Women have worked in fortune 500 companies that have understood the value of their contribution. The talents that they have exhibited demonstrate an ability to do any job that is put before them. Women continue to enter careers where few have ventured. The perception that women cannot succeed in math classes is being shattered every day. We need the contributions of women at all levels of science, technology, engineering and math professions. For many women the exposure to these professions could not have come soon enough. They may be the first person in their family to attend college and consider an engineering or science career.

Women have made significant contributions to this country in times of war and peace. They have experienced the burden of a country in crisis. In homes across American, women have offered wise advice to children who become our future leaders. This is a part of history that is often ignored. Women also provide a compass for the future generations to venture into new frontiers. Let's make Women's History Month a celebration of our past and our future.

Dr. Stephen Jones 

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Professional HR Consultant Resume For Your Job Application

You may be applying for the job of Professional HR Consultant in an organization, but are you prepared with your job application formalities? Have you drafted your resume? If you have not yet formulated your resume then, you must write down your own resume immediately, because this document plays a major role in any job selection.

It is necessary that, any candidate applying for the HR consultant position in a company, must insert his professional skills, working experience with prior organization and other specific details in his resume document. His interview calls depends largely on his professionally made resume because, any hiring manager or employer gets the required information of the candidate, through his resume.

Efficiently drafted resume with needed HR skills and other information, offer greater chance for his recruitment. Poorly made resume, without proper format and details may deprive him of his employment opportunity.

Any candidate applying for the Professional HR Consultant job must include following skills along with other proficiencies in the resume:

• Excellent Communication and Presentation skills
• Knack for Business Development and professional manner
• Selection, screen and short list the ideal candidates.
• Prepare and train the candidates for the job interview.
• Maintain data base of potential proficient candidates
• Head hunting and cold calling
• Relationship management
• Target achiever
• Maintenance of records and documentation
• Keep track of candidate fees and negotiate for them.

The resume format should provide separate sub headings such as, Contact Information, Summary, Professional Experience & Achievements, Academic Qualification, Certificates & Awards and Technical & Additional Skills.

Well articulated resume with proper format offers, short listing, interview call and selection for the applied HR job.

If you are unaware of writing Hr Consultant Resume, you can view the sample HR Consultant Resume for your own resume preparation.

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Nontraditional Careers For Women - Female Jockeys Gaining Ground

The first thing I can remember wanting to be when I grew up was a jockey. Well, that obviously didn't happen, but I do wish there was a "fantasy jockey" camp, similar to what they have for baseball - I'd be the first to sign up!

Being a jockey was a nontraditional career for a woman when I was a kid, and it still is today. About 10% of professional thoroughbred jockeys are women; the Department of Labor defines a nontraditional field for women as one in which 25% or less of those employed are female.

As in other male-dominated fields, the women who pioneered in racing faced many challenges. The first woman jockey to ride in a pari-mutuel race was Diane Crump, in February 1969 at Hialeah, but she wasn't the first to try. When Penny Ann Early attempted to enter three races at Churchill Downs in 1968, she was prevented from riding because the other jockeys boycotted the races. Barbara Jo Rubin faced not only boycotts, but a bricks thrown through her trailer window, when she entered a race at Tropical Park in January of 1969. However, Rubin did become the first female jockey to win a race on February 22 of that year when she won at Charles Town. Rubin was forced to retire about a year later due to injuries; however in her brief career of 89 races she won 22 times and was in the money 20 more times. Diane Crump made history again in 1970 when she became the first woman to ride in the Kentucky Derby. She won over 230 races before she retired in 1985.

Although the number of women jockeys is still quite low, they race in a very different environment than the pioneering women jockeys did. The first women jockeys faced the prejudice and hostility of their male colleagues, who did not want women racing against them. The men would sometimes cut them off or commit other violations, which were ignored by the race officials. They would even slash them with their whips! (The irony of this is that one of the concerns of the male riders was that they felt racing was too dangerous and the women would get hurt!)

Diane Crump was invited to compete in a match race in Puerto Rico. The male jockey riding against her did everything he possibly could to unseat her from her mount, including grabbing her saddle cloth, knocking her foot from the stirrup, and grabbing her reins. Crump fought back by cracking him on the head with her whip, but he wound up winning the race by a length. However, the women in the crowd cheered Diane and cursed and threw rotten tomatoes at the male jockey!

The early women jockeys also faced opposition from the jockeys' wives, who were uncomfortable that the women would see their men in various states of undress, even though dressing quarters were separate. As a matter of fact, there were no women's dressing quarters - the women often had to change in horse trailers and couldn't even shower until they got back to their hotel rooms at the end of the day.

Getting good mounts was also a challenge, as many owners and trainers did not want their horses ridden by a woman. Sometimes the female jockeys were pressured to exchange sexual favors in return for a mount. When they did get mounts, they were often harassed by the fans at the track, or "goosed" as they were given a boost into the saddle by the trainers.

The tide started to turn in the 1970s at the small Eastern race tracks, the "minor leagues" of racing, when the dedication and work ethic of the women riders stood out against that of the men. The women began to gain acceptance, and gain more and better mounts around the country.

The most successful woman jockey is Julie Krone. She began her racing career in 1981, and won 3,454 races before she retired in 1999. At the time of her retirement, she had won more than $81 million in purses and ranked 16th in earnings on the all-time list for all riders. She un-retired in 2002 and continued to win, finishing her career with 3,704 wins and more than $90 million in purse earnings. In 1993, Krone became the first female to win a Triple Crown Race, when she rode 13-1 long shot Colonial Affair to victory in the Belmont Stakes. She is the only female to win a Breeder's Cup race. She accomplished the rare feat of riding six winners in a day. She is the only woman rider in the Racing Hall of Fame, inducted in 2000.

Krone "put the lie" to the idea that women weren't tough enough or strong enough to handle massive animals in a dangerous sport. At 4'10" and 105 pounds, she was tiny even by jockey standards. However, her size didn't prevent her from winning races, from coming back from injuries that would have ended the careers of other riders, or from picking fights and wrestling matches with male jockeys who had wronged her.

Following the path of Krone and the other trailblazing female jockeys, more and more women are racing successfully, and face much less prejudice and resistance than did the women in the early days. (Although it still occurs.) On March 26, 2009 top young jockey Maylan Studart won her 40th race with a win at Aqueduct, moving her from apprentice to journeyman status. Three of the seven jockeys she beat that day were women! Aqueduct currently has five women jockeys competing at the track. John Lee of the NY Racing Association stated that "I don't think we've ever seen so many talented women riding here at the same time. And when they're riding in New York, they're riding in the major leagues."

I look forward to seeing many more women compete as successfully as jockeys. (And I continue to hope for that fantasy jockey camp!)

© Koval Associates LLC

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A Difficult Life for Single Mothers With a Career

We hear how difficult it can be to be a single mother and hold a career. A few fathers may have this problem so it applies equally to all those single fathers out there as well. Few of us know really how many hurdles these woman (single parents) have to go through in order to advance in their careers. Hurdles often include skills, wages and competing interests.

The Department of Labor states that about 69% of all single mothers are working. This number shows some indication of decline as the economy sours. Since such woman have competing interests, have more problems, often less skills, and must balance between work & family they are typically one of the first groups to lose their jobs. Even while working they have some of the lowest income levels. The problems these woman face can be summarized as follows:


Many of the working mothers have only sporadic prior experience. Since they have been busy raising children many of these mothers have not had the opportunity to attend trade schools or colleges. Furthermore, a career is developed over time and in many cases these woman have moved in and out of the workforce thereby they are unable to maintain a career.

Competing Interests

Businesses love when employees are committed to the company's success. The problem is that mothers sometimes come in late, must leave early and take additional days off to either recover themselves or take care of a sick child. If the babysitter calls off they are required to stay at home to watch their children. The more resources they have in terms of friends and family members the more likely they will be able to maintain a successful career.

Low Wages

Women are generally paid slightly less than men. When we add the lack of education and the sporadic work experience many woman are qualified only for entry level positions with subsistence pay. These low wages must be divided up for housing, food, clothing, children's medical needs, transportation, etc. With a low budget many woman are not able to provide for their children's future, may have chronic car problems because they can't afford maintenance, and may not be able to purchase all the luxuries of others. These low wages causes the next generation to repeat the problems of their mothers.

The next time a single mother makes a mistake please consider the turmoil these woman (and men) have to go through in order to survive. Each and everyday is a struggle to keep all the ends tied together and a problem in one area may cause the whole tightly knit ball to unwind. Companies that offer flexible schedules, promotion from within, job training, medical benefits and child care allotments do these women a great service.

Murad Ali

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