Women Of The World

Equal pay for work of equal value is a generally recognised right for women now. Job evaluation is another area that should be gender neutral. Most career paths open to both men and women. Women are combining family and career more than ever. Family life is still however a sign of stability and maturity for women and can be career enhancing for men. Stereotypes of male-as-breadwinner and female-as-homemaker are perceived as a barrier to female career progress. An aim is to change the bias of male manager selectors. In 19C, 35%were servants, 19.5 % were textile workers, 15.6% dressmakers. Men were in better jobs with better pay. Since WWII more married women are going out to work.

Recurring themes in structures of women in employment are that they are in different positions to men in content and power and responsibility and this is constant over time. They mirror the domestic and serving and caring functions encouraged by government and employers in their policies. There is lower value and status in their jobs and usually low paid or unpaid. Women's roles outside the workplace linked with life in the domestic sphere.

It is important to understand the position and status of women. Economic theories include the human capital and dual labour market theories; psychological sex difference theories are basically based on biology; socialisation which results in gender shaping; orientation and motives to work theories often overlook the fact that it is mainly men that feature in research but decisions revolved primarily around wome's priority for home care; and working practices in which recruitment and selection, informal communications, career development and attitudes feature strongly.

Changes may be good for women in management and they bring a more feminine style of leadership. There is media hype about the progress of women and resentment from men. It may be possible to acknowledge the changing working patterns of all employees and consider the best working practices for all employees in a diverse workforce.

Women of all ages are also making a difference in marketing. There is, for example, the online customisation of dolls to create a loyalty bond with young girls. Teenage girls' online activities include surfing, relationships and medical problems and virtual communities exist for all kinds of things. 'Tweens' are a massive market. The 8-14 year olds go for 'feel good' products like clothes, CDs, films and make-up. They have an influence on parent's shopping decisions. On web sites, a large percentage of new online users are women. New online countries with new market economies cultural changes into products and lifestyles they have never encountered before.

Role models for women vary considerably. Celebrities make up a large proportion of female role models as for most other things. The celebrity's image evokes more than a simple reflexive response of good or bad. There is a complex combination. Physical appearance, social attractiveness, expertise and similarity go together in impressing people. Source attractiveness and credibility are also important as is getting the message right. Humans learn from observing. The model will bring about the desired effect if attention is directed to the model, what the model says and does is remembered, if it is converted into action and if it has a motivating effect.