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Why Women Mean Business: Understanding the Emergence of our next Economic Revolution (Gebundene Ausgabe)

von Avivah Wittenberg-Cox (Autor), Alison Maitland (Autor)

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Produktinformation

Gebundene Ausgabe: 376 Seiten
Verlag: John Wiley & Sons; Auflage: 1. Auflage (18. Januar 2008)
Sprache: Englisch
ISBN-10: 0470725087
ISBN-13: 978-0470725085
Gr��e und/oder Gewicht: 22,4 x 14,6 x 2,5 cm

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Amazon.de Verkaufsrang: Nr. 146.717 in Englische Bücher (Die Bestseller Englische Bücher)
Beliebt in dieser Kategorie:
Nr. 25 in Englische Bücher > Business & Investing > Women & Business

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Produktbeschreibungen

Pressestimmen

"Wittenberg-Cox & Maitland have opened new ground (and) added a useful dimension to the debate" Management Today, February 2008) "Offers many fascinating findings on the roles of women today... a highly collaborative book" (People Management, Thursday 7th February 2008) "...a cheering alternative to the traditional whinge about men holding women back in the workplace" (Financial World, February 2008) "step-by-step guide for mangers on how to create growth by valuing the input of both women and men" (theglasshammer.com. Tuesday 5th February 2008) " need Maitland and Wittenberg-Cox to spell out the persistence of "soft" barriers and spur the politicians to demand reforms." (commentisfree.guardian.co.uk) "At least someone is talking sense, and we shouldn't be surprised that it's a woman." (Scotland On Sunday, Monday 11th February 2008) "Why Women Mean Business is an innovative and stimulating book." (Financial Times, Tuesday 26th February 2008) "[The authors] make a convincing case for more women in senior business roles. The case is supported by sound research." (Financial Times, Thursday 28th February 2008) "...offers practical advice, backed up by case studies and statistics." (Director, March 2008) "This powerful new book brings together...the multiplicity of opportunities available to companies that really understand what motivates women..." (The Business Channel Newsletter, March 2008) (20080327)

Kurzbeschreibung

"A timely contribution to the increasingly vocal debate about the economic importance of women. It is refreshing to read the authors' comprehensive analysis of gender as a business issue, not a women's issue... We can't make the future happen unless women help the men adjust." Niall FitzGerald KBE, Chairman, Reuters, in his foreword "This excellent book asks every leader in the public or private sector to act on Gender as a Strategic Business Imperative... The emerging force of women in the 21st century is part of a major social and economic change which has to be acknowledged by any organisation looking for a competitive edge." Larry Hirst, General Manager, IBM UK "An important contribution to a serious business and political issue. It reframes the gender debate, providing pragmatic and realistic tools to harness the potential of women globally." Vivienne Cox, Executive Vice President and CEO of Gas, Power & Renewables and Shipping, BP "Leveraging the power of women, as business executives and as consumers, is one of the greatest challenges and opportunities for companies. This book presents powerful arguments to commit significant resources and management thinking to that cause." Gerald Lema, President, Asia Pacific, Baxter International "Why Women Mean Business is able to push the discussion from 'let's fix the women' to a powerful new source of economic growth. Not only does it give a bright roadmap with 'how to do' tips but more importantly it shows the shift in 'how to think' that is required." Peter Bakker, CEO, TNT (20080327)

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Buchdeckel | Copyright | Inhaltsverzeichnis | Auszug | Stichwortverzeichnis

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4.0 von 5 Sternen Gender - a re-emerged top issue, 13. Oktober 2008

Von	Ungleich Besser (K�ln) - Alle meine Rezensionen ansehen

As much as gender has been the undisputed priority of political and corporate initiatives in the equality or diversity arena, the question about the most effective approaches, messages and programmes to change the unsatisfying situation has been vividly disputed among experts, supporters and those mostly concerned by the issue. Over recent years, gender has re-emerged as the top issue in which political and corporate leaders will get easily, and comfortably, involved - for very different reasons, that is. A blend of political, social-ethical and economic-business reasons (in varying proportions) are striving to be an impetus for change. Ample surveys, conferences, networks and books provide information, tools and best practices of how to make a difference. One of the latest contributions to the discussion makes another attempt to get it right and to overcome still remaining resistance: "Why Women Mean Business" endeavours to "take economic arguments for change to the heart of corporate world". The context in which the book has been produced is as remarkable as promising: International (British and Canadian-French-Swiss), inter-disciplinary (consultant and journalist) team of authors and unrivalled support from corporate leaders and business schools. Accordingly, what the book offers is a stunning collection of facts and research results combined with a wealth of quotes and cases from interviews and consulting projects. Following good journalistic practice, most of the content is backed up by sources and references. The book takes the reader on a journey starting with macro-economics considerations, labour market analysis and consumer market perspectives. These chapters provide a solid base of factual evidence and a more in-depth analysis than most other gender books. E.g. the authors look beyond some of the commonly stated numbers and explain variations of female biographies. The following two chapters describe effective approaches to tackle gender issues; a multi-dimensional model is used to acknowledge the complexity of the issue. Two more chapters talk about political approaches and future trends in related areas (e.g. demographics, technology).
Overall, the book tries to keep a balance of highlighting women's differences and insisting on their equality, which is not facilitated by (historically) biased systems. In order to position their (preferred) approach, the authors point out different paradigms and - throughout the book - criticise what they perceive Diversity programmes to be. At several points, they confuse the characteristics of Diversity, equal opportunities, equality and other models, and they don't back up those statements with references. Also, the practical chapters don't link most of their - spot-on - considerations to existing models: E.g. putting the described everyday behavioural biases in context with the concept of micro-inequities, or relating the gender-specific perspective on corporate processes to systems theory would have significantly enhanced the learning impact and applicability of the book. The quotes and examples from corporate leaders serve as a great inspiration and illustration throughout the book. Again, it would have been a great benefit to relate those examples to implementation models in order for readers to be able to know what is needed at what stages or in which situations. A minor blemish of the book is the repetition of a few cases, which of course might aim at emphasising the respective points. This does certainly not diminish the achievement of the book: It's a valuable contribution to a current issue that is far from being resolved. The book is valuable for practitioners who will know a number of other relevant publications. It's certainly an inspiring reading for managers who will be impressed by some of the quotes and examples. A slight smack remains from all the big names that seem to be backing THE solution the book presents. At the end, everyone involved in diversity, organisational change and talent management can make a difference when acting professionally and with empathy.

(nl 21 ms)

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