and an associate professor of professional practice in the finance department at Rutgers Business School. She has 25 years of experience as an investment banker and CFO and routinely speaks on issues related to gender equity and advancing women in business.
Her TEDx, “Advancing Women by Redistributing the Housework, One Son at a Time,” highlights the need for equal distribution of household responsibilities. is gender expert and professional facilitator who helps international organizations design and implement inclusive programming. She is the author of , which offers practical advice about what each of us can do to address harmful gender norms in our personal lives.
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Research: Why Employees Accept Lower Pay at Mission-Oriented CompaniesToday’s companies are likely to tout how their work benefits human welfare or “makes the world a better place.” Recent research suggests that this may come with a potential financial drawback for workers, as it can inhibit them from negotiating for higher pay. Over five studies, job candidates consistently reported that they worried asking for higher pay from these companies would be seen as greedy or inappropriate. This suggests they are aware of a common bias, known as motivation purity bias, where managers believe employees interested in material rewards of work (such as pay) are less motivated than those motivated by intrinsic rewards, such as the nature of the work. In reality, research has shown that extrinsic and intrinsic motivations operate jointly to predict high performance. Job candidates should invest in building their negotiation skills so they are less thrown off when companies use social impact framing. And organizations should train managers to be aware of the motivation purity bias.
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