2015年1月31日 星期六
《辛曉琪(Winnie Hsin) – 遺忘(Forget) Official Music Video(00：04：31)~~~》
《辛曉琪(Winnie Hsin) – 遺忘(Forget) Official Music Video(00：04：31)~~~》
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老妖雜唸：
Would like sharing some musics of I like, as Jazz, Blue, Romantic & Love, Country, Classical, Bossa Nova, Rock, Latin, Blues and Gospel…. music’s, happiness, passion & love with you, hopping you like it, enjoy it, and sharing this with your friends, too~~
Would like sharing some musics of I like, as Jazz, Blue, Romantic & Love, Country, Classical, Bossa Nova, Rock, Latin, Blues and Gospel…. music’s, happiness, passion & love with you, hopping you like it, enjoy it, and sharing this with your friends, too~~
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How workplace policies block gender equality
What would be your ideal work-life balance? What the answer to that question reveals about gender inequality in the workplace.
The latter part of the twentieth century saw a dramatic increase in women’s participation in the workforce as well as a rise in ideological support for women’s employment in the United States.
However, women still comprise only a small fraction of elite leadership positions ingovernment and business. And they still do the lion’s share of the housework and caregiving. In other words, the “gender revolution” appears to have stalled.
What accounts for this stalled progress toward gender equality in the workplace and at home?
A piece of the answer may lie in workplace policies and practices that continue to limit men’s and women’s ability to establish equal relationships at home.
Our recent research casts new light on the large disconnect between workplace policies and the ideals that individuals hold about how to balance work and family life.
Politicians are beginning to pay attention
Childcare costs are high, hours are increasingly long and/or inflexible, and only a lucky minority of workers has access to paid family leave.
Indeed, politicians and the general public have started to pay close attention to this set of issues.
President Obama recently announced that all federal employees would have access tosix weeks of paid leave to care for a new child. In his recent State of the Union address, he also emphasized the importance of access to childcare.
This thinking is not taking place in a vacuum. Recent scholarship by Kathleen Gerson, for example, shows that many young, unmarried men and women ideally prefer egalitarian relationships where both partners contribute equally to earning, housework, and caregiving.
However, many of the individuals that Gerson interviewed doubted that this egalitarian vision would be attainable due to the long hours required for a successful career and the long hours required to raise a child.
When considering this reality, many favored a “fallback plan” that was more in keeping with traditional gender roles. For example, men’s fallback plans were largely for a relationship in which they would be the primary breadwinner.
Gerson’s insights, as well as other research in this area, point to the idea that work-family preferences develop largely in response to the limited set of options that workplaces currently offer.
It is also possible, however, that the lack of equality at work and at home results fromdeep-seated, ingrained beliefs about men, women, caregiving, and earning.
To date, it has been challenging to separate out the extent to which preferences for employment and caregiving are produced by social conditions (such as unsupportive workplace policies) versus individuals’ deeply held beliefs about what roles men and women should play.
In a new study, which appears in the February 2015 issue of American Sociological Review, we provide new insight into this set of complex issues.
What would be your ideal work-life balance?
We conducted a survey experiment with a nationally representative sample of unmarried, childless men and women between the ages of 18 and 32 in the United States.
We asked our respondents how they would ideally like to structure their relationship with a future spouse or partner in terms of balancing work and family life.
As part of the study, we randomly assigned participants to one of three groups.
The first group was asked to state their preference for balancing work and family life and was provided with four options:
- They would share earning and caregiving responsibilities equally.
- They would be the primary breadwinner.
- They would be the primary homemaker/caregiver.
- They would prefer to remain financially autonomous even if that meant not having a life-long relationship.
The second group of respondents was asked the same question about balancing work and family life, but was not offered the “egalitarian” relationship option. Given that young men and women often perceive egalitarian relationships as unattainable, this set of options was designed to mirror the challenges of the current workplace environment.
The final group of respondents was provided all four of the response choices, including the egalitarian relationship option. But, in addition, they were told to assume that supportive work-family policies — specifically, subsidized childcare, paid family leave, and flexible scheduling options — were available. This set of options aimed to identify how workplace policies directly affect individuals’ relationship preferences.
Gender equality wins the day
What do the results of our study show?
First, we find that when the option is made available to them, the majority of respondents — regardless of gender or education level — opt for an egalitarian relationship.
Importantly, though, when supportive workplace policies are assumed to be in place, women are even more likely to prefer an egalitarian relationship and are much less likely to want to be the primary homemaker or caregiver.
Finally, when respondents cannot select an egalitarian option and there is no mention of supportive work-family policies, respondents tend to gravitate toward more gender-traditional types of relationships.
A key implication of these findings is that for both men and women, current work-family arrangements are often suboptimal and result from a particular set of unsupportive workplace policies and practices.
What our study helps to show is that if we were to change the workplace policy environment, we would likely see changes in people’s preferences for balancing their work and family life.
Removing the obstacles to attaining an egalitarian relationship, in other words, has the potential to promote gender equality, enabling more women to “lean in” at work and more men to “lean in” at home.
This article was originally published on The Conversation. Publication does not imply endorsement of views by theWorld Economic Forum.
To stay up-to-date with gender news please subscribe to our weekly email.
Author: David S. Pedulla is an Assistant Professor, Department of Sociology & Population Research Center at University of Texas at Austin. Sarah Thebaud is an Assistant Professor, Sociology at University of California, Santa Barbara
Image: A Japanese businesswoman (C) commutes to work in Tokyo’s Marunouchi district. REUTERS/Kiyoshi Ota
《【妖話夜未眠】《一生受用的概念》！？~~~》
《【妖話夜未眠】《一生受用的概念》！？~~~》
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這是摩托羅拉公司招考新員工的測試題，其中的一題：
你開著一輛車，在一個暴風雨的晚上，你經過一個車站，有三個人正在等公共汽車。
一個是快要死的老人，好可憐的！
一個是醫生，他曾救過你的命，是大恩人，你做夢都想報答他！
還有一個女人(男人)，她(他)是那種你做夢都想娶(嫁)的人，也許錯過就再也沒有了！
但是，你的車只能坐一個人，你會如何選擇呢？請解釋一下你的理由。
請想一想，再往下看……..每一個人的回答，都有他自己的原因….老人快要死了，你應該先救他，然而，每個老人最後都只能把死，作為他們的終點站。
你先讓那個醫生上車，因為他救過你，你認為這是個好機會報答他。同時，有些人認為可以在將來某個時候去報答他。
但是，你一旦錯過了這個機會，你可能永遠不能遇到一個，讓你這麼心動的女人(男)人了。
在200多位應徵者中，只有一個人被雇用了，他並沒有解釋他的理由，他只是說了以下的話。
『給醫生車鑰匙，讓他帶著老人去醫院，而我則留下來，陪我的夢中情人一起等公車！』
每個我認識的人都認為，以上的回答是最好的，但沒有一個人（包括我在內)一開始就想到。
是否因為，
我們從未想過要放棄我們手中已經擁有的優勢（車鑰匙）？
有時，
如果我們能放棄一些固執、狹隘，和優勢，
我們可能會得到的更多。
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《黃小琥 – 不講道理(00：04：55)~~~》
《黃小琥 – 不講道理(00：04：55)~~~》
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老妖雜唸：
Would like sharing some musics of I like, as Jazz, Blue, Romantic & Love, Country, Classical, Bossa Nova, Rock, Latin, Blues and Gospel…. music’s, happiness, passion & love with you, hopping you like it, enjoy it, and sharing this with your friends, too~~
Would like sharing some musics of I like, as Jazz, Blue, Romantic & Love, Country, Classical, Bossa Nova, Rock, Latin, Blues and Gospel…. music’s, happiness, passion & love with you, hopping you like it, enjoy it, and sharing this with your friends, too~~
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Could this measure boost innovation and growth?
Does focusing solely on investors' interests stifle innovation in companies?
For firms to survive and thrive, innovation is crucial.
Innovative companies can respond to changes in today’s dynamic business environment. Countries and regions that are home to innovative companies tend to be prosperous.
While there is little debate about the importance of innovation to firms and economies, there is less agreement about how to promote it. An array of policies has been tried, from tax breaks to patent protection to restrictions on non-compete agreements.
In my research, I have identified one effective way to promote innovation: shift the orientation of corporate directors to include the interests of non-financial stakeholders.
When company officials are allowed to consider the interests of employees, communities, customers and the environment -– alongside the interests of shareholders –- these managers are more likely to take risks and to think long-term, which are necessary first steps in the innovation process.
A natural experiment unfolds
My colleague, Caroline Flammer of the University of Western Ontario, and I came to this conclusion by analyzing a natural experiment that began in more than half of the US states about 30 years ago.
In the 1980s and 1990s, state legislatures across the country passed what are known as “constituency statutes.”
These bills granted directors and managers of companies headquartered in these states the legal right to take into account the interests of non-financial stakeholders. Thirty-four statutes have so far been enacted.
The impetus for the legislation was a wave of hostile corporate takeovers that began in the 1980s. These unfriendly acquisitions often generated windfall profits to shareholders, to the detriment of employees, communities and other interests. However, under the shareholder supremacy model, in cases where the interests of stakeholder and shareholder collided, the latter were given priority. Before statutes were passed, directors could be sued if they refused to accept lucrative takeover bids.
We studied publicly traded companies in the 34 states that adopted constituency statutes and in the states that did not pass such legislation.
To determine whether one group was more innovative than the other, we analyzed patents issued to companies, looking for patterns in the number of patents issued and the quality of the patents. We also studied patent activity in individual states before and after the statutes were passed.
More patents and other positive impacts
We found that the existence of constituency statutes did indeed lead to a significant increase in the number of patents. There was also a marked increase in the number of citations per patent in companies in states that adopted constituency statutes. Citations are an important indicator of both the quality and originality of a patent. They are a sign that what was happening inside these companies was more radical, non-incremental innovation.
We also wanted to know more about the effect constituency statutes had on the orientation of companies in terms of whose interests they represented. To do this, we used the database of Kinder, Lydenberg and Domini, an investor advisory firm that compiles information about companies’ behavior with regards to social criteria.
Our analysis of this data found that constituency statutes did have a significant positive effect on companies’ orientation toward the interests of employees, the natural environment, customers and society at large. These companies were more likely to allocate resources for community purposes or the environment, or to create better working conditions for employees.
Better for the bottom line too
Finally, we examined the relationship between constituency statutes and firm performance.
Although there was a short-term decline in performance of firms after a constituency statute was passed, over the long term, the performance of companies in states with constituency statutes improved. This finding is consistent with the notion that if corporate leaders are not burdened by the need to generate short-term profits, they can take a longer view.
When directors are allowed to consider the interests of stakeholders other than shareholders, their companies become more innovative and eventually more profitable.
For policymakers who want to foster economic growth and enhance the welfare of companies, a constituency statute or some other measure that shifts the orientation of corporate leaders is a good place to start.
This article was originally published on The Conversation. Read the original article. Publication does not imply endorsement of views by the World Economic Forum.
To keep up with the Agenda subscribe to our weekly newsletter.
Author: Aleksandra Kacperczyk is the Professor of Entrepreneurship at Massachusetts Institute of Technology.
Image: Emma Rose of Britain and Nils Westerlund of Sweden work in the office of a start-up at the Wostel co-working space in Berlin. REUTERS/Thomas Peter.
《妖言惑眾 ─ 150162(笑話 ─最毒女人心！)！？》
《妖言惑眾 ─ 150162(笑話 ─最毒女人心！)！？》
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老妖雜唸：
這是熱心的朋友們分享給老妖的郵件，
老妖也樂於將這些資訊中的感恩、喜悅與歡樂分享給妳~~~
輕鬆一下，歡樂一下，請以感恩的心多善待妳自己吧！
好東西一定要和好朋友分享的，也要不吝惜的分享出去給妳的朋友們喔！
喜願妳身體健康，平安快樂，順心如意！~~~
這是熱心的朋友們分享給老妖的郵件，
老妖也樂於將這些資訊中的感恩、喜悅與歡樂分享給妳~~~
輕鬆一下，歡樂一下，請以感恩的心多善待妳自己吧！
好東西一定要和好朋友分享的，也要不吝惜的分享出去給妳的朋友們喔！
喜願妳身體健康，平安快樂，順心如意！~~~
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有一個女人打高爾夫球，不小心把球打到附近的樹林裡，她進樹林裡去找，看到一隻青蛙掉到一個陷阱裡，蹦不出來。
青蛙對女人說：”妳好，我其實是個神靈，如果妳把我救出來，我可以滿足你三個願望。”
女人把青蛙從陷阱裡救了出來。
青蛙說：”對不起，剛才太匆忙，忘了告訴妳，妳可以任意許三個願望，但實現妳每個願望的同時，必須有附加條件， 就是同時妳的丈夫可以得到比妳的願望「多十倍」。”
女人很樂意的答應了。
青蛙說：”妳想清楚以後，妳就可以許願了。”
女人：”我的第一個願望是，我變為一個非常美麗的女人。”
青蛙：”出於我對妳的感激，我再次提醒妳，這樣的結果是妳的丈夫也將變成非常帥的男人，比妳的魅力還大十倍，會有不計其數的女孩子喜歡他。妳必須考慮清楚。”
女人：”我已經非常美麗，我的丈夫不會變心的。”
於是，女人變的非常美麗。
青蛙：”請你說妳第二個願望。”
女人：”請讓我在銀行有一億美元的存款。”
青蛙：”我再次提醒妳，妳的丈夫同時可以得到10億美元的存款，他有錢後可能會變壞。”
女人：”他的就是我的，無所謂。”
青蛙：”好吧！妳的第二個願望也實現了，請說第三個。”
女人：”請讓我得一下輕微的「心臟病」。”
青蛙：”那妳丈夫？？？？？？？？？”
喔！ 最毒女人心
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《青山テルマ – feat.SoulJa / そばにいるね(00：05：16)~~~》
《青山テルマ – feat.SoulJa / そばにいるね(00：05：16)~~~》
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老妖雜唸：
Would like sharing some musics of I like, as Jazz, Blue, Romantic & Love, Country, Classical, Bossa Nova, Rock, Latin, Blues and Gospel…. music’s, happiness, passion & love with you, hopping you like it, enjoy it, and sharing this with your friends, too~~
Would like sharing some musics of I like, as Jazz, Blue, Romantic & Love, Country, Classical, Bossa Nova, Rock, Latin, Blues and Gospel…. music’s, happiness, passion & love with you, hopping you like it, enjoy it, and sharing this with your friends, too~~
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