Women! That's How Success Works
Tips for Career and Business from Two Heads of State to a Manager with Six Children: Checklists Examples Templates
Simone Janson (ed.)
Published at Best of HR – Berufebilder.de®
Women! That's how success works
1st edition, 03.01.2019
© 2019 Publisher Simone Janson | Best of HR – Berufebilder.de®
Conception and editing: Simone Janson
Cover design: Canva
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Content of the book
Women are still underrepresented in positions of power and leadership - and slogans such as the glass ceiling, the gender pay gap and the reconciliation of work and family quickly fall into place. How it works better, numerous successful women show how German Chancellor Angela Merkel, the former Icelandic President, TV presenter Petra Gerster, a member of the German Parliament or a top manager with six children.
This book offers you compact knowledge in a quick overview of the topic as well as tried-and-tested advice. It helps you to make decisions step by step, to succeed and to include numerous overviews and checklists for easy readability.
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You support the clear structure and our special, very detailed special table of contents to find the information you want quickly and as needed and implement it directly for the practice.
Finally, you will find numerous best practice tips and examples of successful managers, entrepreneurs and other exciting personalities.
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TV Presenter Petra Gerster about women and career: Women can do just as much as men!
// By Simone Janson
TV presenter Petra Gerster on her career and her role as sole-earner. Petra Gerster has two children with her husband Christian Nürnberger: daughter Livia and son Moritz.
The husband stays with the children
Nuremberg had stayed with the child for a year at home. At the time, her role as a moderator in "Mona Lisa" was crucial and Gerster could not just have said that she would stay home for half a year or a year. She also wanted to stay on the ball.
He, on the other hand, had no more desire for the business and technology sheet for which he worked as a text editor. He preferred to write books. "So he proposed to stay with the child and to make himself independent," remembers Gerster. And adds: "I was shocked at first because I became the sole-earner."
Family more important than career
Gerster's career choice was made at the last minute. Originally, she wanted to go to the diplomatic service, even had the examination documents for it. "Foreign correspondent in Russia would have been such a dream," she says.
But at some point she realized that a family was more important to her than her career. "But I could not imagine finding a husband who would change residence with me every three years."
You have to get together
In the marriage one must gather together, finds Petra Gerster. "Then it works much better than at the beginning, a good experience."
People who no longer even argue have "nothing more to say" in their view. They would have resigned or would muddle to themselves and would have no real relationship anymore. "In that sense, ours is extremely alive."
Healthy dispute culture
When asked if the quarrel ends with the good night kiss, Gerster replies that unfortunately this fails because of her husband, who could fall asleep even in the biggest fight, if it takes him too long.
"That annoys me insane, because then I lie awake." But the next morning he forgot everything, always. "That has its good too!"
And female: as an educator in the field of business administration
// By Simone Janson
Dr. Beatrix Palt has achieved something that is relatively rare in Germany: she was appointed professor of education and a professor at the FOM School of Economics and Management.
Exception in the university landscape
Statistically speaking, Palt is an exception: Only 17 percent of the chairs at German universities are occupied by women. The higher the career ladder, the fewer women you will find.
"I would not be where I am, if I've always listened to the people who prophesied what's wrong," says Palt. "Especially for women, there are no patent recipes on the way to leadership positions, except the courage to go your own way," says the 41 year old.
Study of educational science
As a graduate of a Catholic girls' gymnasium, she first studied educational science and wrote her doctoral thesis at the Hamburg University of the Bundeswehr.
At the same time, she worked as a consultant for a popular family magazine at Axel Springer Verlag. There she grew into the field of project management before being recruited by a management consultancy.
Consultant for corporations and medium-sized companies
Today, Palt advises corporations and medium-sized companies. "The ability to think outside the box and think outside the box is essential for organizations to successfully realize projects."
The director of 2003 is currently training 300 engineers from its established Institute for Sustainable Project Management.
Career wife and mother
Now Palt lectures on Turnaround Management, Project Management, Leadership, Corporate Social Responsibility and Corporate Governance at the FOM in Hamburg.
In addition, the mother of a daughter still has enough space for her entrepreneurial activity, because the seminars and lectures take place on weekends and evenings, because at the FOM mainly professionals and trainees are studying.
Women's quota for role models: Can science change prejudice against women?
// by Prof. dr. Niels van Quaquebeke
Apparently, many people think first of all about men. We wanted to find out whether a so-called incongruent stimulation can counteract this discriminatory implicit association pattern by submitting pictures of female and, as a comparison, of male leaders.
What are Gender Trainings?
In general, it can be assumed that it is easier to maintain a stereotype than to change it. Therefore, the modification of a stereotype, following classical approaches, always involves effort, intense self-reflection and the intention to change one's attitude.
Accordingly, so-called gender trainings try to demand equality in companies through two different approaches.
Concrete Abilities & Awarness Trainings
On the one hand, skill-building trainings provide specific skills that will enable executives to judge employees regardless of their gender.
On the other hand, in so-called awareness training, the economic importance of equal opportunities is highlighted and the participants reflect on their own stereotypes towards women and how they can influence their assessments.
Subliminal discrimination and subtle methods
Subtle working approaches use the theory of cognitive dissonance. Following this approach, it is argued that implicit stereotypes can also be modified without the need for significant deliberate reflections.
For example, implicit stereotypes can be modified by additional inconsistent information or by dealing with stereotype-consistent mental images.
How does this work?
For example, the research by Dasgupta and Greenwald shows that the preference for Caucasians (persons with European ancestors, who are usually fair-skinned) can be reduced to African Americans by the sole presentation of images of popular, prominent African Americans.
Also, Dasgupta and Asgari 2004 have shown that women faced with CVs and female executives can associate female gender with leadership skills more quickly than women in a control group who have studied flowers and their characteristics.
Do pictures help against prejudice?
Based on these results, the present study investigates the question whether the mere depiction of known female executives (without corresponding texts on their background in leadership as well as in Dasgupta and Asgari) in the sense of an inconsistent stimulation is sufficient to stimulate the perception not only of Women, but also by men with regard to the association of not only women (as in Dasgupta and Asgari), but also by men and leadership.
As a benchmark, we are interested in the pattern of association shown by people presenting images of well-known male executives (rather than presenting flowers as in Dasgupta and Asgari), as we believe that this condition corresponds to that of the majority of male leaders in organizations and thus also in the media, predominant reception behavior.
Derived from previous studies that have shown that stereotypical stereotypes can change implicit stereotypes, we suspect that in a group that presents images of male executives, there is a reaction time pattern in which the concepts of man and leadership are traditionally faster can be associated with each other as the concepts of wife and leadership.
In contrast, in a group where well-known female executives are presented, we assume that the association pattern converges and therefore differs significantly from the other group.
Although the portrayal of female leaders should facilitate the association of women and leadership, but the association between man and leadership compared to this classifies the classically anocialized viewpoint, it should be noted that we only proceed from an approximation and not a reversal of the association pattern. Specifically, we therefore assume the following hypothesis:
Individuals presenting images of male executives associate the concepts of man and leadership with one another more misleading than those who present images of well-known female executives;