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Women Get More Promotions With “Behavioral Flexibility”

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More business promotions were awarded to women who display assertive, confident, and “aggressive” behaviors and who reduce these characteristics depending on the social circumstance through “self-monitoring”, according to Olivia Mandy O’Neill of George Mason University and Charles O’Reilly of Stanford Graduate School of Business. Related research findings discuss “impression management” and “self-monitoring” skills for women […]

Ask for What You Want: You Have More Influence Than You Think

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Most people underestimate the likelihood that requests for help will be granted, particularly after previous refusals, according to Stanford’s Daniel Newark and Francis Flynn with Vanessa Lake Bohns of University of Waterloo. Help-seekers underestimated the agreement rate of potential helpers who previously refused assistance.This suggests that most people agree with a subsequent request, to reduce discomfort of […]

Women’s Self-Advocacy: Self-Promotion and Violating the “Female Modesty” Norm

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Some women experience anxiety when required to showcase their accomplishments and skills.They also understand that self-promotion, personal marketing, and “selling yourself” can be required to be achieve recognition and rewards at work, particularly in the U.S.. Gender norms about “modesty” can contribute to women’s discomfort in highlighting their accomplishments.These implicit rules advocate that women: hold […]

Acknowledge Potential Employer “Concerns” about Gender, Attractiveness to Get Job Offer

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Although physically attractive people enjoy the advantage of others’ positive impressions, women applying for jobs in traditionally male jobs may be disadvantaged by female gender and attractive appearance. The “beauty is beastly effect” is a hiring bias favoring men or less attractive women for “masculine” jobs, described by Yale University’s Madeline E. Heilman and Lois R. Saruwatari. They […]

When Do Women Talk More than Men?

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Women talk more than men. Women talk less than men. -*Which is true? It depends. Context and expectations of the individual and others determine when females talk more than males, according to NYU’s Kay Deaux and Brenda Major of University of California Santa Barbara. Participants equipped with digital “sociometers” recorded identities of people nearby and talk […]

Do Women Advance in Careers More Slowly than Men?

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Men received 15% more promotions than women, according to a Catalyst Benchmarking Survey. Similar numbers of “high potential” women and men were selected for lateral moves to other parts of the business. However, men but not women, received promotions after the career-developing lateral moves. Women’s developmental lateral moves were substitutes for actual career advancement, suggested INSEAD’s Hermina Ibarra […]

Male Peer Raters Discount Women’s Expertise in Science, Engineering

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Problem-solving work groups and individual career development benefit from accurate recognition and deployment of expertise. People who are perceived as experts by team members, regardless of their actual expertise, have a number of career advantages, found Washington University’s J. Stuart Bunderson: Greater influence in group decision-making, More opportunities to perform, Great opportunity for team leadership […]

Women’s Branding – Impact of Rebranding at Marriage, Divorce

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Playwright, esthete, and bon vivant Oscar Wilde anticipated current attention to personal branding in his comment, “Names are everything.” It is well-known that women who change their names at marriage are more difficult to find and connect to their pre-marriage professional accomplishments. This is a “Brand Equity Risk,” and may result in reduced “personal brand […]

When Women Predominate in Groups: Stigma Contagion

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Women in Engineering or Information Technology organizations may find themselves the only person using the women’s restroom, one advantage in light of well-documented workplace challenges associated with minority status. Men face similar challenges when they work in Human Resources, Marketing, or Communications, where more women are employed. Despite potential isolation of experiencing gender minority status, […]

Facades of Conformity and Surface Acting: Stress for Women, Minorities

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When employees mask their true feelings in work situations, they may engage in “surface acting” — or displaying appropriate, but unfelt facial expressions, verbal interactions, and body language. Surface acting at work was associated with emotional exhaustion, work-to-family conflict, and insomnia outside of work for more than 70 volunteers in a high stress public service occupation, […]