Women Help Other Women at Workplace!

Contrary to what is  generally believed, women actually help other women at work place.

I do not subscribe to the view that women are bitchy, in general.

Women at work.
Women at Work place.

They normally are affectionate with a helping tendency if it suits them.

The problem is they place themselves first.

For a Woman,the priorities are-Self,Children and Husband  in that order.

For a Man, Family, then Self.

( I am talking about normal women)

Others do matter to them so long as suits them.

But their affection towards parents remains undiminished throughout life.

Their so called bitchiness(it is a wrong word to use, but it conveys what one has in mind) surfaces only with the person they love and this is because of their fear of losing.

I am curious to know whether a woman has real friends in the same way as men have.

They seem to be jealous of their own sisters!

A man is never jealous of his brothers or sisters.

“We’ve seen her depicted time and time again — Miranda Priestly in “The Devil Wears Prada,” Katharine Parker in “Working Girl,” Amanda Woodward on “Melrose Place” — the boss lady who clawed her way to the top and is always ready to undermine other women trying to do the same.

In 1973 this woman even got her own name courtesy of researchers G.L. Staines, T.E. Jayaratne, and C. Tavris — the Queen Bee. But there’s a new study out that suggests that the Queen Bee archetype is far less ubiquitous than the press and the entertainment industry would have you believe.

The research, conducted by Catalyst, a non-profit organization that focuses on expanding opportunities for women in the workplace, found that most women aren’t in fact looking at their female subordinates as competition to be cut down. Rather, they view less experienced female coworkers as potential talent and are actually more likely than men to develop that talent through informal or formal mentorship.

“We were looking at the extent to which people are paying it forward,” Christine Silva, the lead researcher on the study, told The Huffington Post. “Are people [mentoring and developing] the next generation of people behind them?”

The answer seems to be yes. Catalyst’s researchers followed the career development of 742 “high potential” MBA graduates –- both men and women — who worked across a number of different fields from 2008 to 2010. The researchers questioned these graduates about the career help that they had received over the years, including both informal mentorship and more intensive “sponsorship,” which involves working with a (usually) high-powered ally that actively fights for the career advancement of the individual he or she is sponsoring.

The survey also asked whether or not they were helping the next generation of employees advance. The report, titled “High Potentials In The Pipeline: Leaders Pay It Forward,” found that many of the men and women currently involved in talent development had themselves been developed by someone else. Of this group, 65 percent of women who had received career support went on to return the favor to the next batch of emerging leaders, compared to 56 percent of men in the same situation. Out of the women who said they were developing talent, 73 percent said they are developing other women, the study showed. This contradicts the idea that the majority of powerful women are Queen Bees who discriminate against the women they supervise.

Catalyst’s findings also indicate that “paying it forward” isn’t just a selfless act. Men and women who developed protégés received an average of $25,075 more between 2008 and 2010 than those individuals who did not. This figure existed even when the researchers controlled for other factors. “It’s really a win-win,” said Silva. “It creates a culture of talent development where everyone recognizes their role in developing a good pipeline of leaders.”



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