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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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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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:

Skills

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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ESL Teaching - A New Career for Moms

Teaching English as a Secondary Language (ESL) online has proven to be one the fastest-growing online jobs nowadays. More foreigners are recognizing the benefits of being fluent in English, and the target market is no longer concentrated only on students, but on business professionals as well. Besides that, people find that ESL teaching doesn't just pay well; it also meets the needs of individuals who find it more comfortable working at home.

45-year old Adela Stevens used to work as a sales agent while taking care of her three teenage kids. Since she needed to earn extra money to pay for all her children's education costs, she had to get into a number of part-time jobs to get through with her finances. While browsing for part-time work on the internet, however, she stumbled on an opportunity for online ESL teaching.

"It was a bit disorienting at first, since you have to talk to somebody with a different accent," she describes. "But later on, you'll see that these students are passionate enough to learn the English language, and teaching them is no longer that hard."

"Students are of different ages, and they come from various countries," Adela continues. "Some are Asian, while others are French or Italian. But all my students share a common goal: to learn English and use it well in their everyday lives."

An hour's work of ESL teaching over the internet is worth an average of $30, according to the US Bureau of Labor Statistics. This makes a good source of profit for working moms like Adela. And to further assist her with her newfound career, Adela took up a certificate course in ESL teaching. "Courses in ESL Teaching are becoming more available in schools to address this need. Scholarships are even given to adults who wish to return to school and take up practical courses such as this."

"ESL teaching in a way has transformed my role as a mom and career woman," Adela concludes. "Through this job, I am able to spend more quality time with my kids while focusing on my work, since I no longer have to leave the house."

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Weight Loss Tips For Career Women - Quick Fat Loss For Busy Women

Are you a busy career woman that has no time to spend hours in exercising and don't want to go on any starve diets? Do not worry, losing weight is still possible! So let's take a look what are the best weight loss tips for busy career women that can help YOU to lose that fat quickly!

1. Exercising probably isn't something that you enjoy too much, at least that cardio exercise can be a real pain in the butt.

Many women do not know that you do not need to work out very much to lose weight and lose it quick. In fact, too muck of workout can easily hurt your fat loss efforts. It can put your body into a mode where losing weight is pretty close to impossible.

So for you to get a fit and healthy body, you will only need a moderate amount of weekly workout. Then if working out isn't the key to losing weight, then what is? How exactly can you lose weight fast if you do not run 5 miles a day and spend couple of hours in the gym?

2. Eating, eating and eating! That is what is the key to losing fat quickly. Now you probably think that I am going to tell you to get on a low carb diet or on some other "miracle" diet.. Anything but that, I do not want to hurt your weight loss efforts and possibly even your health, I want to help you to get the body you want..

The key in dieting is that you can trick your body into doing things that it otherwise wouldn't, which is losing fat in this case, obviously. Eating the same way all the time will NOT lose you any weight. Instead if you change your daily diet in correct way, you can constantly keep it in a "weight loss mode".

Since I do wish to help all you career women to lose that fat easily and quickly, I just feel obligated to recommend you..

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Teens & Tech Careers

The iPod generation of kids and teens are by far the most tech savvy thus far.

During my teenage, through the mid-eighties in India, we hardly had access to computers. I took a computer class in 1987, at which the instructor used to give us "demos" on a real machine about once a week, and we never actually programmed on a PC. Instead, we wrote algorithms and pseudocode, and were tested on the logic of our programs.

During my recent India trip, we visited a village school that my great-great-grand-father had established in our ancestral village in Rajarhat, near Calcutta, where he grew up. The head-master took us around and explained that they have 10 computers, and students from 8th grade on learn data-structures, algorithms, AND they actually write programs in C. I was both impressed and fascinated by how far into the fabric of India - IT has made its way. In this case, the vehicle for this accomplishment is an educational outreach program from IBM.

In the US, of course, we have an Affluenza generation growing up on computers from the age of 3 or 4.

It is, therefore, somewhat disheartening to read this post by Laura Tiffany, on the career preferences of today's teens:

"The teens surveyed believe that innovation will take care of such issues as clean water (91 percent), world hunger (89 percent), disease (88 percent), pollution reduction (89 percent) and energy conservation (82 percent). They also believe gasoline and CDs are on their way out; 33 percent think gas-powered cars will be gone by 2015 and CDs will be just a memory within 10 years. But when asked about their future career choices, science, business and engineering weren't at the top of the list. Those honors went to arts and medicine (17 percent each); health-care/medicine careers were more attractive to girls than boys (25 percent vs. 9 percent). Engineering did come in third overall at 14 percent, with a similarly wide difference between boys and girls (24 and 4 percent, respectively)."

Well, the numbers are very different in India and China. Is the US, then, leaving it up to the Asians to do the inventing and innovating?

Silicon Valley

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Women Who Manage Work and Home

It is a fact that in today's day and age a working woman faces more stress than a man. They need to meet deadlines at work even if they have a sick child at home, look into their children's school work and assignments, be competitive and perform well at work, create a healthy environment at home and manage household chores. But after a point this begins to take a toll on a working woman's life. It affects her and the people around her in a negative way.

Tips on perfecting the balancing act

Women are very capable of multitasking, but they need to draw a line after a point. When accommodating to everyone's demand leads to stress, it is time to stop. Women stress a lot on keeping their house clean. Don't spend your precious time at home, by spending hours on cleaning it. Get some house help instead. It is an investment worth making. This free time came be utilized by bonding with your family or just relaxing with a good book and a cup of coffee.

Try and fix quick but healthy meals for the family, instead of lavish treats. That can be done during time off from work. A basic preparation during the weekends can make it easy to make the meals when you return tired from a long and hectic day at work.

Some tasks can be split with the spouse when it comes to doing household work. Set up a carpool system with the neighbors to help pick up and drop kids. The daily routine should be prioritized from most important to least important things. Maintain a calendar and set reminders for tasks that need to be done.

Basically if the daily routine is managed well, there will be no stress. Learning to manage stress can contribute towards success and personal well-being.

Different ways to manage stress

Stress can be a motivator and help a woman in achieving her goals. If there is an important presentation at work, which affects her position, she will work extra hard on it. But if she has to prepare her kids for an exam the same day, the stress level rise. That's when things may get out of control and she may even forget to pack their lunch or even keep the most important documents in her briefcase. That's why managing stress is the key to a balanced life.

There are different ways to manage stress. When stressed, always focus on your breathing. Take deep breaths and once your mind is calm, try and work out a solution to the problem. Eat healthy meals in small proportion and at frequent intervals during the day. This keeps the energy levels in control throughout the busy day. Never neglect your health, because if you are unwell, you won't be able to take care of your work and family. Perform regular exercises, take the stairs instead of the elevator, and join the gym or aerobics class. Make time for your friends and socialize in order to unwind. Make room in your schedule for meditation in the morning. This will be a perfect start to a day.

Even the busiest woman should find the time for herself at least once a month and treat herself to a shopping spree or a relaxing day at the spa. Make time for a nice relaxing bath with soothing music and fragrant candles around. Not only does this calm the senses, it also helps in unwinding from the daily hectic schedule that seems like and endless road.

Ricky Kahn

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Pregnant Career Girl

The Challenge: Pregnant Girls Memory Problems

Have you heard the stories of pregnant women who have walked into shops but then forgot what they came to purchase? Then there is the folklore story about the pregnant woman who actually forgot how to drive whilst she was midway through a journey. Terrified she stopped right in the middle of an intersection. Whist pregnancy memory loss only happens for a couple of seconds or minutes at the most it can cause havoc especially at work.

Tip to minimise memory problems

o Plan your day

At the beginning of each day make a list of everything that you must complete. As you complete each task tick it off your list. By being organized, you minimise the chance of forgetting something important.

o Keep a list of important contacts

Do not rely on your ability to remember all important phone numbers and contacts off by heart. Key a list handy just in case you need it.

o Use the database diligently

Almost every organisation has a database. If you forget any details, your database will be your best friend. Just look it up.

The challenge: Pregnant Girls Morning Sickness

I will never forget when a former work colleague Felecia was pregnant she would come in to work with all sorts of morning sickness horror stories. The time she had to shove her way off a crammed train during peak hour so that she could vomit. Then there was the time she missed her train because just as it pulled into the station she had to run and vomit. The stories went on and on.

Tips to manage morning sickness

o Identify and avoid triggers

In the case of Felicia she realised that the unpleasant smells on the train were making her morning sickness worse. By identifying this as a problem she was able to change her method of traveling to work and minimise the morning sickness.

o Plan the fastest route to the bathroom

By planning the fastest route to the bathroom you can avoid possible morning sickness induced embarrassment.

o Schedule meetings around your morning sickness schedule

Where possible plan important meetings at times that don't clash with your body's morning sickness schedule.

The Challenge: Managing the Boss during pregnancy

Whist pregnancy might be an exciting time for you it can be a harrowing experience for your boss. Sounds ridicules I know but think of it this way. Your boss has a well functioning team with you in it as a high performing team player. Then one day you announce that you are pregnant. From the bosses perspective this is an unknown and an unknown is dangerous. Your boss wonders if you are going to continue to hit the mark at work? If you will you have to run off to Obstetrician appointments? If you are going to be as committed and focused on the job? The answer to all of these questions is yes. But it is your job to ensure that the boss is reassured and that your pregnancy does not cause unnecessary havoc with your career aspirations.

Tips to manage the boss during pregnancy

o Keep your boss informed

Keep your boss informed and reassured. Before leaving for any Obstetrician appointments give your boss a round up of the day. Tell him or her what you have achieved during the day and advise the boss of how you have scheduled the rest of your day. Take this opportunity to emphasis any special contributions that you have made to the team. Remember you are a star.

o Minimise Baby Fuss

Chances are some if not all of your workmates will be excited about your growing pregnancy. Colleagues with children will want to share their pregnancy stories, as baby fuss will grow in the office. Be aware: uncontrolled baby fuss could drive your boss crazy and may cause havoc to workplace productivity. Keep fuss to a minimum by restricting the baby talk.

o Plan for the future

Use pregnancy as a time to prove that you can adjust to changing situations whilst continually performing at your peak. By doing this you will be positioning yourself to successfully negotiate future workplace flexibility.

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The Working Chinese Girl

Abstract:

In this paper I would like to explore the world of young Chinese women competing in a modern China for jobs and the fulfillment of the ambitions they left University with but by and large feel unfulfilled. In China today more and more young women are leaving University and seeking their first job. They are full of hope that they will find a good job that pays well and can give them the expectation of promotion and future prosperity. However in the harsh economic world of 2009, when most countries are in financial crisis and the Chinese government is thrusting money into the banking system to save a downward export market, things are not as rosy for these girls as it was five years ago during the capitalist explosion of wealth in China.

Introduction:

When you ask most Chinese girls in their last year of University what they want to do they all give a similar stock answer. "I want to work of an International company in a executive position where I can earn good money and have prospects for the future" When then asked why this is their goal you get a supplementary reply, I need to think about my future as I will one day need to support my family - under the one baby policy in China - I am obligated to look after my parents when they get old as the state currently does not provide for Chinese senior citizens." Then you ask the next question, are there enough jobs for all the girls who are looking for the same things, they answer, "fate is our guide, we will work hard and hope that our ambitions will come to pass."

The above shows the wildly optimistic approach many of these girls have in their thought processes and are not easily persuaded that this may be a rosy view of the chances they face in a China in an export decline where taxes are supporting Banks who borrowed widely and unwisely in the USA and home markets. Where International companies are shedding staff and considering moves to Vietnam, Cambodia and Thailand to take advantage of the cheaper labour and lower costs as China becomes a world economic player and prices rise as domestic demand does not support many of the high-tech and consumer led products for sale.

Of course in this new climate the supply of new jobs has declined to an all time low for companies and as staff leave they are not being replaced. The work simply being shared amongst the ones who stay. This in turn is causing enormous pressure on young staff that often break down and leaves to return jobless to their families. At many work fairs held around China only 2,000 jobs may be on offer with over 30,000 students crowding the halls offering poor quality resumes in the hope of a job when they graduate. International companies have learned that while Chinese students have a vast amount of knowledge through memory learning (rote) they have little insight into the subjects they learn and certainly no practical applications or critical thinking skills. So most also realise that additional on job training in China adds additional costs that in the present climate they cannot afford.

All this leads to an unemployability of Chinese students that International companies recognise as a problem. It is also one of the reasons Chinese university degrees are not recognised by most Western countries as valid. Two reasons are behind this, the first is the lack of external marking and assessment in China - too easy to cheat your way through the system and the second is corruption, fathers paying for grades to be changed, examinations to be fixed and so the actual degree paper becomes worthless in many countries eyes. This is also a shame, as a University Professor in China I know the average student here works extremely hard and long hours. Given proper teaching and support they can flourish just as much as any Western student if not better.

They after all, under the one baby policy, have more pressure to do well and become successful to support aging parents in the future. Older parents also get sick and with no free medical support in China, many either go without treatment or pay huge sums to hospitals for what are often poor quality services. A young woman thinking about all these problems for the future wants to study hard and make sure she can support them.

Another solution to family support is of course a good marriage, to the good boy, from the good family, with the good job and the good prospects. Plenty of boys to marry in China but few who live up to such high expectations that these single girls are looking for. A third and sad solution for some is suicide - China has the highest suicide rate amongst young women in the world!

Once in the workplace many of the girls find the work either extremely boring or they have an over-load of tasks that they find hard to complete. This leads to stress either way - they often contemplate leaving within a short time, but the family factors keep them in place. Employers know the pressures of family very well and exploit these feelings to the maximum by over-working staff, forcing late working hours and little real reward in terms of income and benefits, however always the promise that tomorrow will be better if they continue to work hard. This situation in a communist country is quite laughable if it were not so tragic for the young working girls.

In an ideology of Socialist Marxist ideals China has moved a long way from this thinking today. No cadres now sharing the spoils of hard work, no share of the profits from their hard earned labour. No they have discovered Western capitalism at its worse. In the West laws were passed to protect workers rights (mainly through past Union activities) enabling them redress under the law against employers who exploit the worker. However in China even if such laws exist the natural instinct to obey your boss and do as you are told are so strong that not a single worker would even think about legal redress for unfair working practices.

Examples: All based in Shanghai

Dolly 25 - Working for a Taiwanese company. Two years as a project manager, no promotion as only Taiwan staff can be promoted in China, even if you become a team leader it is unofficial and not paid for in your contract. Over a third of the staff have left due to the economic turndown, existing staff now working on average a 14 hour day to fulfil obligations to clients. Family has health problems and she fears for her ability to support them unless she changes her job or gains more education.

Betty 24 - Working for a Hong Kong bank. Three years as a customer support role. Promotion offered as a sideways move but in fact less initial income. Some training is deducted from income as not directly seen as applicable to the banks welfare. Wants to leave but cannot - her family rely on her income to support two retired parents. No boyfriend as with her low income and high cost of living in Shanghai she cannot afford to go out. Searching for a husband on the internet most evenings is her chief occupation at home.

Rachel 32 - Working for an International Art firm. Arranges exhibitions and marketing to potential supporters. Same pay now as five years ago - no prospects of a pay rise in the future. Wants to marry an American to get away from her boring poor life.

Sharon: Working for a hotel group. Customer sales and liaison. There were five girls in the sales department but today just herself and the sales manager. She feels with the amount of new hotels being built daily in Shanghai she should move to increase her pay and security. Foreign boyfriend who does not want a commitment to marriage.

Sonia: Working for a Japanese company. Design and marketing. She was very happy with her work but found the money was very low compared to similar jobs she sees advertised however because she has very nice work colleagues and a happy atmosphere in the company she decides for now to stay. She gets to travel in her work and at first enjoyed this but now realises that business travel is actually quite boring and repetitive in nature. Long trips, same hotels rooms, same customers.

Insight:

In each of the examples above the girls were asked how they felt their real experiences of work compared to their expectations on leaving university. They all agreed they have been greatly disappointed by the work experience. They also thought they worked much longer hours than Western people do (14 - 16 hour days are normal) who work a 9 to 5 type arrangements. Although part of the culture in China is you do not leave the office before you boss. So many sit on computers after their contractual hours and play computer games or chat on line to friends. We call this QQ time in China! It is not all work in a Chinese office in fact often they ignore work to watch movies or other such things on the net. This is in the main because they feel they deserve a break when they feel not appreciated or financially supported by the company. Although this seems to be more prevalent in Chinese owned companies that International ones.

What do women want?

When asked after at least two years working experience what do they now want. A surprising answer came from many of the girls, "a rest" Most actually wanted to quit the jobs and go home to the family. In China the family represents security and peace, so after the hassles and disappointments with employment they felt, to get away for a while and have a rest would be the best thing to do. When asked if a break at such an early time in their employment was wise in respect to the future for pay and promotion most replied, "I used to believe that fantasy but now I know the truth, no-one cares about you but your family" Almost all the girls reported absolutely no loyalty to their employer and felt that the company shows no caring attitude towards them. Although here I have only shown a few examples in fact in interviewing dozens of girls about work - this same attitude after two years of work was very common amongst them. Of course there were some exceptions, girls who loved their job and were very happy to stay and show support for the establishment but this was quite rare.

Conclusion:

It seems that for most young women in China (Shanghai in particular) they are unhappy at work and mostly wanted to leave to find a better job or simply give up and go home for a while. My own observation is that Chinese girls mature a lot later than Western women and also want marriage much earlier from starting work after university. This being the case they are more in a hurry to succeed and have little patience in going through a maturing process at work to learn the job and seek timely promotions. This is because the pressure of obligation to the parents and the early pursuit of a marriage partner dominate their thinking most of the time. They see little sense in dedication to a career, at the expense of personal relationships, that many in the West recognise as a sacrifice in order to succeed as women in the workplace.

While I am not advocating that women have to be so single minded the evidence seems to show that successful people are more likely to have transient relationships and higher rates of divorce than working class equivalents. Of course another factor is over-education, just like in many countries China is making it easier and easier to get a university place. This means a lowering of standards (as seen in the UK) where professors have to cope with students who clearly do not have the ability to attend advanced courses. The result being thousands of graduates who expect good jobs in a shrinking economy and with little real talent to offer.

Last Word:

This paper may see a little gloomy in content and I recognise that it is. Of course many of the girls who talked about their careers and work were in fact unhappy and it is hard to find happy workers who feel the need to express that feeling to others. So while I recognise a certain bias in the paper I hope that is will at least act as a warning beacon to girls to perhaps lower their expectations of work and prepare for a more realistic view of life's struggle.

Dr. Stephen Myler is from Leicester in England, an industrial town in the Midlands of the United Kingdom. He holds a B.Sc (Honours) in Psychology from the UK's Open University the largest in the UK; he also has an M.Sc and Ph.D in Psychology from Knightsbridge University in Denmark. In addition to this Stephen holds many diplomas and awards in a variety of academic areas including journalism, finance, teaching and advanced therapy for mental health. Stephen has as a Professor of Psychology many years teaching experience in colleges and universities in England and China to post 16 young adults, instructing in psychology, sociology, English, marketing and business.

He has been fortunate to travel extensively from Australia to Africa to the United Sates, South America, Borneo, most of Europe and Russia. Stephen's favourite hobby is the study of primates and likes to play badminton. He believes that students who enjoy classes with humour and enthusiasm from the teacher always come back eager to learn more.

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Professional Women Advancing Their Careers

Given the challenges for women who want to advance their careers, I asked two groups of women with whom I was working what motivated them to want to take on those challenges. Their responses were varied but displayed an energy and conviction that was inspiring.

"I know I have talent, expertise and potential and I want to develop it and use it."

"I'm ambitious, and I have a vision for my life and goals I want to fulfil."

I'm a bit of a trail blazer. The idea of breaking through barriers, e.g., the famous glass ceiling, is a challenge that I find exciting!"

"I love the buzz of pushing the boundaries and discovering new challenges."

"I want to prove to all the men in my family, who I don't think really believe in my capabilities, that I have as much ability as they do."

"I want to make a difference in my organisation. I believe I have a vision for it and the expertise to implement that vision and I want the chance to do it."

"I want financial freedom to live the life I desire and that can only come with advancing my career and the income that goes with that."

"I want the meaning, purpose and fulfilment that comes with living and working at my full potential."

"I want the status that acknowledges my competence and the power that comes with it to bring about changes that I believe are important."

"I want to open doors for other women."

"My mother has a very successful career and she has been a real role model for me. I want to go where she has been - and even further!"
What motivates you?

Barriers for Women in Growing and Advancing Their Careers.

We know from the statistics on women's involvement on boards and the number who have achieved CEO status in their organisations, to mention just two indicators, that there are many barriers to women growing and advancing their careers as they would like. If they can identify, however, the barriers to their career advancement they can empower themselvces to break through each one and achieve the success they desire. So what are these barriers?

Women Having Children and Caring For Them.

Certainly having children and caring for them is a significant issue for us as women. It does interrupt our careers and poses many challenges regarding work/family balance, especially if we don't have a supportive partner, or an employer who offers us flexibility in balancing our work and our family.

Women Not Understanding Well Enough The Culture of Their Organisation and What They Need To Do To Make It In That Culture.

Culture is that intangible reality that shapes organisations. It creates the ethos, tone, spirit, energy, vibes and motivation that drives the organisation. It determines how things are done and achieved there. It is a powerful (yet invisible) force and personal success and fulfilment depends on whether we fit our organisation's culture. If we do, then the organisation offers much potential for career advancement but the opposite is also true.

Women Not Getting Themselves in The Pipeline.

Knowing what the progression is in our organisation or industry and getting in line, in the pipeline, is something to which many of us don't pay sufficient attention. What has to be done to advance our careers is something men make a priority of knowing, often from the moment they join a company. They then commit considerable energy and time to making it happen. We, as women, often look on with either amusement or derision at how blatantly they do it, yet they get the promotions and we don't! Women who are in the pipeline can sometimes lose their position because of their family commitments. Even three months maternity leave may see us miss a promotion because we weren't there when it came up.

Women Not Knowing The "Rules of The Game".

Growing and advancing a career is not always a clear and transparent process. It is a "game" and there are "rules". If we do not know the "rules" and many of us don't, or if we do know them but don't like the compromise involved in playing by the "rules", we'll have trouble winning the game.

Women's Own Attitudes and Socialisation.

There are still ingrained attitudes out there about the way women should be and act. We need to be "feminine", "nice" and "good". Dr. Lois Frankel has talked much about this in her book "Nice Girls Don't Get The Corner Office". She says that as grown, educated professional women we tend to act like little girls. We try to keep the peace; we don't rock the boat; we want to keep everyone happy; we take on the caring and nurturing role; we try to please everyone; we try to fit in. This might make everyone like us, but it won't advance our careers. As women we act like that because we don't like the way many men promote themselves. A s Lois Frankel says, however: "Success comes not from acting more like a man, as some might lead you to believe, but by acting more like a woman instead of like a girl.....All it takes," she says, " is acting like the woman you are capable of becoming than the girl you were taught to be."

Women's Styles of Communication.

Aligned with our attitudes and socialisation are some styles of communication that we, as women, favour that also don't help us advance our careers. We tend to favour consensus in decision-making but often over-consult and are then seen to be indecisive and unable to make the hard calls. We favour team work and attribute the success to the team, making our leadership of the team invisible to those who make the decisions about advancement. We tend to be unassertive (confusing it with aggression) and ask permission and apologise often instead of assertively expressing our ideas and intentions. We express ideas as questions, rather than be seen to be putting ourselves forward. There are styles of communication that are highly valued in leadership and management today that women are very good at. We need to fine tune those styles and divest ourselves of those that are part of a past that is no longer relevant to the world in which we are professionally working.

Women's Difficulty with Self-Promotion.

Many of us find it difficult to promote ourselves, our talents and our potential. Even highly successful women, when asked what challenges them most, have acknowledged that they find self-promotion difficult. We need to take much more seriously the importance of consciously building a platform, profile and reputation for ourselves. This is our personal brand.

Women Not Utilising Networking Both Within and Without The Organisation.

In my work with women over many years I have found that many women tend to believe that you advance your career and attain leadership positions by working hard, making a 150% commitment to your organisation, gaining qualifications, getting coaching behind the scenes to improve performance and giving loyalty. Men, on the other hand, believe that your career is advanced by who you are close to, by knowing the right people. They devote significant amounts of time to developing these relationships through networking. They meet the "right" people, get the "right" introductions and belong to the "right" organisations. They take leadership positions on the "right" committees and build their reputation and profile in their industry or professional sector. Women don't generally value the importance of networking to their career advancement and therefore do not utilise it well.

More often than not there is a combination of these barriers creating obstacles for any individual woman. There are, however, always ways through, over and under those barriers, but everything comes at a price. Once we understand what's involved, we can then decide whether we want to pay the price. We can also be inspired by those women who have found creative ways to be who they want to be and achieve what they want to achieve

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Is his Career Stopping You from Getting Married?

Ever thought your guy's work was more important to him than you? Been together ages and he is still not committing? Tired of waiting while he climbs the corporate ladder? Coco Swan studies the various stages of a guy's career path to assist you in determining just how far off that marriage proposal may be.

A man's identity is wholly tied up in his career. How successful he has been at his chosen profession impacts on his standing in society and his own sense of worth. A professional man's career has top priority in his life. His job is more important to him than you, your relationship, and your career. However, all is not lost. Once your guy becomes established in his chosen career, he will then be ready to settle down. How far off is that? Read on, and see if you can place your guy's position on his career path.

Not there yet. At this point in his life, your guy is really struggling to become established in his chosen profession. At this stage in his career, a guy may be unsure about his future and doubting his competence to make it. He is undoubtedly working very long hours in a bid to impress his superiors. While a guy is at this point, he is not looking for a long term relationship. If Mrs. Right comes along at this stage, a commitment is a possibility, but she will have to have a lot of patience and confidence. At this juncture a guy needs a girl who will comfort him, listen to him, give him enough space to confront his fears, and who will provide lots of positive encouragement. He will appreciate you taking an interest in his career path. Try to organize distractions from his work every once in a while to keep up the fun.

If you have the time to nurture your guy through this, you will have his eternal gratitude for hanging in there. If you are not the patient type, or are pushed for time, or can hear your biological clock ticking, then this might not be the right guy for you.

Almost there. This guy has moved from the bottom of the career ladder to the middle rungs. At this point, he is seeing it as do or die time. Now is his chance to prove his worth in his chosen career. Total focus and dedication are the words of the moment here. All of his future career hopes and dreams are now in the balance as he proves himself to his superiors. As a result of these increased career demands, your guy's time to spend with you could diminish rapidly. Indeed, at this point some professional men choose to stop dating so that they can concentrate entirely on their careers. Try not to lose faith, if he says he is busy at work, he really is. You will need to be able to give him the space he needs to concentrate on the task at hand. Unless he finishes the relationship, you will just have to ensure that the time you share with him is precious quality time.

Now is not the time to be bringing up relationship issues or nagging him to spend more time with you. He is highly unlikely to marry you while he is in this stage. If you start to pressure him too much he is probably going to terminate the relationship. Hang in there.

Made it. Your guy is now feeling comfortable with his career and extremely confident. He is probably now earning a significant income. He now feels he can focus on a long term relationship. He could already be contemplating matrimony and happy families before he has even met Mrs. Right. At this point, if a guy should meet a girl who is clearly marriage material, he may be happy to move things along quite speedily. He now has the time and the money to spend on someone special. He wants a girl who wants him for himself and not for his job title. He will be on the lookout for gold diggers who are trying to benefit from all of his hard work.

For the girl in a rush, this sounds like the perfect man. However, be warned, guys hate to feel like they are being faced with ultimatums, and are not keen on girls with specific time frame agendas. If this is you, let the guy move along at his own pace.

The more your guy loves you, the more successful he wants to be in his career. Professional men feel a sense of obligation to be able to eventually provide for you and a family. Providing your guy with the support he needs at the various time of his career will win you his eternal appreciation - a marriage proposal and diamond ring.

Happy Futures, Coco Swan.

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Pearl as Perfect Gift to a Career Woman

The corporate world is a competitive field that not only scrutinizes a person's skills and capacities but also the way a person presents himself or herself as an active part of the economy. This is so much so with a career woman in large companies and business enterprises - dressing up properly can make or break a woman's success. If your wife or girlfriend is a career woman who wants to appear elegant and confident at work then pearls could probably be a perfect gift for her since pearls are considered the pinnacle of good taste and sophistication.

They say that diamonds are a girl's best friend, but for a career woman, pearls are their wise partners. Wearing garish jewelry such as large diamonds, dazzling gold, or blinding platinum is always considered a no-no in the corporate world because they are often thought as impractical is such a very practical setting. However, wearing no accessory may be considered to plain and boring for such a dynamic atmosphere. As such, a career woman is advised to wear pearl jewelry in the office instead. Pearls are not as flashy as those glittery stones that are only appropriate for the evening but are elegant enough to impose a commanding and sophisticated aura which is needed in the world of business.

Pearls are complex fruits of nature that result from oyster's subtle, yet effective defense mechanisms. When an irritant implants onto an oyster's sensitive flesh (whether accidentally as in natural pearls or intentionally as in cultured pearls) the mollusk secrets special coatings known as nacre to make the irritant more tolerable. The end product is a luscious and smooth gem that people refer to as a pearl. The very complex mechanism involved in producing pearls very well reflects the way in which career women works her way to the top of the corporate - subtle yet effective. Thus pearls can be the perfect gift for a career woman.

There are two general options when buying pearls: natural and cultured pearls. Natural pearls are those formed by nature through oysters in the ocean, without the help of humans. These pearls are deemed more valuable as they are quite rare and not readily available. Cultured pearls are those formed by oysters assisted by humans. These pearls undergo the same process as natural pearls but they are more abundant and more controlled. Both natural and cultured pearls are esteemed for their high value and both are thus appropriate as gifts for a career woman.

When buying pearls it is important to scrutinize its quality to ensure that good pearls are brought. To know that a pearl is authentic, you can rub it against your teeth or another pearl - if the pearl feels rough, it is real and if it is smooth, it is made of plastic. Apart from authenticity you have to watch out for other markers of quality for pearls such as shape, size, luster, color, and surface because a pearl may be real but not necessarily beautiful enough as a gift.

Here are important things to look for when buying pearls:

1. Nacre - this is what oysters and mollusks secrete to help them fight irritants. The nacre should be thick enough so that it does not easily peel or chip. Generally, the thicker the nacre, the more expensive the pearl.

2. Surface - the pearl surface should be very clean, having little or no blemishes in the outer layer. Pearls with good surfaces have mirror-like shimmer that makes them a perfect accessory for the career woman.

3. Size - generally, bigger pearls are more valuable than smaller ones. Pearls are measured according to their diameter in millimeters. Even as little as 1 millimeter can make a lot of difference in a pearl's value.

4. Color - most people think of pearls as having white or creamy color, but there are other pearl colors such as gray, champagne, aqua, green, black, or gold. When choosing pearl colors it is important to consider the wearer's personality and taste to make sure that it complements them.

5. Shape - perfectly round pearls are usually valued very much than those with oblate or irregular shapes. There are also pearls with novelty shapes such as crosses, Buddha, among many others.

Pearls can be the perfect gift to a career woman. It is elegant and valuable without being gaudy or showy - perfect for a woman who wants to present herself with sophistication and boldness in the corporate world.

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Wife, Mother, Professional Woman: The Real Multi-Tasking

I have always been impressed by women's ability to balance the many roles that they are expected to perform in modern society. I must confess, however, that although my experiences has broaden and my sophistication has peaked to new awareness, this phenomenon remains, for me, a social enigma. For this reason I have decided to examine some of the issues surrounding dual careers and how it relates to contemporary women.

The issues of involvement in multiple roles and multiples role strain have long been of interest to social scientists. In addition, these issues have always been central in discussions relating to women of increased labor force participation. For example, the media often features changing roles and alternative family styles, suggesting that fundamental changes in family dymanics are occurring. Most recently, this author had the opportunity to experience two media events of just this nature.

The first event was an article written by Anita Shreve entitled Career and the Lure of Motherhood, New York Times Magazine, November 21, 1982. In her article Ms. Shreve illustrates how many women in today's labor market must be able to juggle the roles of mother, wife and career-woman, and in many instances, that of a student. In essence, she is expected to be a superwoman. The sad part is that often these women are unhappy in their roles as part-time mother and part-time careerist. Too often, such a woman feels inadequate and unfulfilled in either role. These women are caught in what Ms. Shreve called the career-mothering dilemma. Successful career women often feel guilty about not meeting their family responsibilities. They worry, as they steal time for their family, that they are putting their careers in jeopardy. According to Ms. Shreve, these women feel that they are merely support player in the daily activities of their families. It is difficult to determine the toll such stress is having on this population of women; however, the cost to society may be high. Many of these women are employed in high-level positions, in private, as well as in the public sector, and they are a crucial member of today's nuclear family.

If the stress on this population becomes too great, both the nuclear family and the economic productivity of the nation could be seriously affected. Therefore, it is to everyone's benefit to resolve this double-bind. The main ingredient in reaching this goal is to recognize that career-women need understanding and a supportive partners as well as sympathetic employers.

The second event was a televised movie entitled Games Mother Never Taught You, aired November 27, 1982, 9:00 - 11:00 P.M., Ch. 2. In this movie, Ms. Loretta Swit played the leading role as a secretary promoted to a management position. She soon discovered that the stakes are for keeps in a corporate structure where the rules have been made by men. As it turned out, the one casuality of the game was her happy marrage to her husband, played by Mr. Sam Waterston, in the role as co-star. The message here is that women cannot have a successful career and a happy marrage simultaneously.

Contrary to the impression conveyed by the mass media, most American women expect to have a family, including children. At the same time, given the environment of an inflationary economy as well as the sense of autonomy and opportunity encouraged by the feminist movement, an increasing number of women will be combining parenthood with careers in the marketplace. However, to achieve their goal and make some kind of career commitment, many women are postponing parenthood.

While on the other hand, women who marry and immediately start their families are subsequently confronted by the issue of whether or when they should seek salaried employment. In both instances, whether their expectations of themselves are being enchanced by necessity or by choice, women are raising important questions about the sequence and timing of family and career. These questions challenge traditional conceptions of the substance and chronology of generativity as outlined by (Erik Erikson) in women's lives.

Just a few years ago, in mainstream America, a husband had career aspirations and his wife had housework. His strive for success in the corporate world while she stays at home to keep his personal (family) life in order, thereby facilitating his achievement. Occasionally, if she did work outside the home, it was usually on a temporary basis to meet a financial need, or to fill the void after the children were grown. The few women who actively pursued a career were considered selfish wives, inadequate mothers, and in some instances, disgrace to society. The professional woman who combines a professional career with family obligations is under a multiple role strain because she participates in two activity systems where the allocation of time and resources is a problem, and, also, because of the conflicting values that are always present ... her commitment to her career versus her responsibilities to her family. No clear guidelines are available for the individual career woman to follow. The ability to handle the role of wife, mother and career is still, for the most part, a matter of individual adaptation.

Additionally, the business world often presents its own unique pressures and problems. This is true primarily because the business world has not kept pace with the advent of the two career family and the life-styles they adopt to make their career and marriage work. In this society, one is expected to be single-minded and devote all the necessary time in pursuing a career. Many employers will not employ a person for less than full-time. However, if they do, they do not consider the person a full member of the organization. In addition, it is usually expected that the activities of other family members will be subordinated to those of the person pursuing a profession. Therefore, it is extremely difficult to have two fully-developed careers in the same family.

On the other hand, however, some five or ten years into their careers, couples tend to handle duel career conflicts differently. For example, when career needs conflict with family needs, many couples choose family goals over career goals. Experienced couples are more willing to examine alternatives and when necessary, accommodate their spouse. These couples are better able to plan and cope, and they are less reluctant to approach the company with their problems.

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