Walk the Talk

Professional Mom

southernmom — Tue, 18 Jun 2013 00:59:38 +0000

As a mother of 3 boys, ages 11, 9 and 8 months, I can understand the significant changes women go through when trying to mix professionalism with motherhood. It is the desires and position of each individual woman as to whether or not motherhood will derail her personal career goals. Personally, motherhood has made my career goals even stronger. I want to set an example of hard work and commitment to my boys. I also want to always be in a position to be able to provide for their needs without depending on anyone else. I also have friends however who have given up their career goals in order to spend as much time with their children as possible. I don’t believe there is a right or wrong answer. As long as we are not putting our careers over our family (men or women), then career goals are admirable. If an individual feels convicted to give up their career, then that is their calling and what they should do.

It is important for leaders to understand how to properly interact with women in their organization who are presented with motherhood. If leaders are appropriately putting people above profit, then they will seek what is best for the individual in each situation. A good leader will be compassionate and open in communication regarding a female employees desires regarding her position post delivery. If a woman decides to put her career aside to spend time with her new baby, she should be encouraged and commended. She should be included in the process of choosing and training her replacement. When an employee is treated with dignity and respect, she will be loyal in return. However, if she decides to return from maternity leave and continue her career pursuits, she should be treated the same as before. Understanding that she might have a few new obstacles to overcome and coaching her through those things as they arise will give her confidence in her organization. I liked how the article pointed out that others are always watching. How each employee is treated, determines the engagement of other employees in the organization, whether intentional or not.

I am so blessed to be able to continue my career along side my journey in motherhood. I am grateful to have a Director who supported and encouraged me during my pregnancy and maternity leave and also helped me feel valued and appreciated upon my return.

Reference:

Weinberger, 2011. 10 ways to beat the Mommy track. Obtained from: http://www.diversity-executive.com/articles/view/10-ways-to-beat-the-mommy-track/6

The Myths of The Glass Ceiling

mcdanielsteve — Mon, 17 Jun 2013 04:09:44 +0000

Despite the long standing nature of women in the work place they continue to struggle against a “glass ceiling.” Men of equal schooling and achievement are generally paid more for the same work and are promoted at a higher rate. The article “Debunking the Myths on Why Women Struggle to Get Ahead” writes about “a new report from nonprofit research firm Catalyst shows women are taking the right steps to advance, yet they still struggle to do so at same clip as men” (Kalman, 2011, p. 1). The traditional explanations place the blame on the women themselves. Usually dealing with a woman’s lack of negotiating or taking breaks from the work force to be a mother; however, this report “surveyed a focused sample — 3,345 men and women who didn’t have kids, had aspired to reach the CEO level, were graduates of full-time MBA programs and didn’t take extended time off from work” (Kalman, 2011, p. 1). Catalyst found the same disparity between men and women. This disparity reveals an opportunity for diversity minded leaders to make organizational change. “’A lot of programs out there [seek] to change what women are doing, coach them to do things differently,’ Silva said. ‘It’s time to change the focus [from] what women are or aren’t doing to what companies are doing’” (Kalman, 2011, p. 2).

References

Kalman, F. (2011). Debunking the myths on why women struggle to get ahead. Retrieved from http://www.diversity-executive.com/articles/view/debunking-the-myths-on-why-women-struggle-to-get-ahead/1

Pathway to CDO

Tamera — Sun, 16 Jun 2013 22:59:52 +0000

A CDO is a Chief Diversity Officer. Traditionally, CDO’s came up the ranks through a human resources career path. Today, however, the path to CDO is as diverse as the people who make up the organization and can come from any department or educational background. This is very suitable considering that the CDO is in charge of diversity and that they themselves do not need to come from a cookie cutter mold. Their experiences in their previous roles are valuable and will give them as CDO a unique perspective. They may hail from operations, legal, marketing, education. It is wide open.

CDO’s who have a business foundation do well. What is really required of them is the ability to get things done. This role is all about relationships. It goes back to the idea of bringing meaning to work. The CDO is responsible to bring together the ideas and values of people of a wide range of backgrounds. Hearing their voices and incorporating their brilliance into corporate culture brings meaning to the people who make up the organization. It likewise brings meaning to the organization. It provides that company with a depth and soul missing in organizations that fail to include the minds, hearts and souls of its people.

References

Kalman, F. (2011, November 13). How to Become a CDO – Diversity Executive. Retrieved June 16, 2013, from http://www.diversity-executive.com/articles/view/how-to-become-a-cdo/1

Hiring Heroes

skichick29 — Sun, 16 Jun 2013 21:07:20 +0000

There are those who make sacrifices to defend the United States and others countries. After their years of service many veterans work towards entering the civilian workforce. Veterans may face a number of barriers and challenges when discharged from their service.

Approximately 10.4 million U.S. veterans are working, and 5.5 million are living with disabilities. According to the U.S. Bureau of Labor Statistics overall unemployment fell to 9 percent in January 2011. However, the unemployment rate for Iraq- and Afghanistan-era veterans was much higher in January — 15.2 percent — and a sharp increase from 11.7 percent in December and 9.4 percent in November, indicating a worsening job market for younger veterans, many of them combat veterans.[1]

From a veteran’s perspective, the military sets these men and women up for failure when they provide them with one job. The service member may be told that their jobs will cross over into civilian positions only to find out that they do not. For example, a combat medic upon reentering the civilian workforce is considered an EMT-B. To work as a medic in a civilian setting the medic will need to return to school. When returning to civilian life there is some culture shock and disbelief that all the training and hard work was in vain. The trauma and effects from their years of service can have an impact that creates an environment prone to depression and PTSD.

Leaders have a chance to make a difference for the service member in need of a job. Veterans deserve the opportunity to go from surviving to thriving. As a leader or business owner it is beneficial to understand the multidimensional struggle a service member goes through. A civilian leader would benefit from understanding military culture, psychology, trauma, and disabilities. Along with that, it is hard for the veteran to understand the lack of structure in the civilian workforce. Learning and asking questions will help provide understanding of how to serve the service members. “You, my brothers and sisters, were called to be free. But do not use your freedom to indulge the flesh; rather, serve one another humbly in love. Galatians 5:13 (NIV).”

Service men and women are a great asset to any business. Without stereotyping an entire group of people, typically their work ethic is scarce in the civilian culture. Imagine being able to give back to those that were willing to give up so much for their country. Veterans may become frustrated with the lack of structure, loyalty, and laziness in civilian companies. Some companies have started creating board member positions for military members to represent the veterans.

In the degrees of trauma war is number one on the continuum. Men and Woman serve this country and when they return tragically things are different. At a recent training, Dr. Fox discussed a study about the children of mothers that were serving overseas. They were interviewed about their mothers before deployment and after they returned. The number one response for how mom was after she returned was, “cold.” Service members may return wounded or alone, and continue to suffer from the trauma inflicted by combat.

As a leader it is important to realize that disabilities do not limit anyone’s potential. “I see it as a gift, not a disability, I can provide the world with things that no one else can.” Nick Vujicic, No Arms No Legs No Worries part 3. Assisting employees that have disabilities whether they are psychological or physical can be an incredible asset. A company can provide programs that will benefit veterans.

Be a leader that understands and implements programs to help veterans succeed in their jobs. Leaders may achieve this success by helping the veterans overcome trauma by providing programs like play therapy, humor hour, and allowing therapy dogs at work. These are just a few of the programs that may help when providing opportunities for veterans, service members, and even other employees that have endured trauma. A good leader can help make them rediscover their strengths and potential. Nick Vujicic says, “The only limits you have are the limits in their mind.” A quality leader can help them discover their potential and inspire greatness.

Nick Vujicic, No Arms, No Legs, No Worries! Part 1 & 2 http://www.youtube.com/watch?v=yo_24_qTNac&feature=share&list=PL49FFBFCC923D4630

NickVujicic, No Arms, No Legs, No Worries! Part

http://youtu.be/oxJ8Sd2Z1Yk

[1] Wounded Warriors (2013). Diversity Executive. Retrieved June 14, 2013 from http://www.diversity-executive.com/articles/view/wounded-warriors/3

The Value of Faith

bkcook6 — Sun, 16 Jun 2013 05:34:45 +0000

Strong organizations need good vision and or mission statements. They also need capable, passionate employees who share their values. It is one thing to have an employee who possesses the right tools to do the job it’s yet another to have an employee that incarnates the values of the company. The value of the latter is found in his/her ability to carry out their duties motivated by the same values that motivate the organization. Hiring for fit is an important consideration significantly reducing turnover and recruitment costs. Using Chick-Fil-A and the Salvation Army as examples, Pellet states that it is important for a company to have a clear message regarding values. “Stating the organization’s mission and values early in the candidate selection process allows candidates to self-select out if they feel there is a misalignment with their personal values” (Pellet, 2013). This can be a tough task in our pluralistic culture. However if we are unwilling to define our values others will do so for us and probably inaccurately. The success of both The Salvation Army and Chick-Fil-A testify to the importance of strong values alignment. If we know who we are we are better able to attract to us passionate, motivated people who will help us carry out our vision. Jesus said “let your light shine before others, that they may see your good deeds and glorify your Father in heaven.” (Matthew 5:12 NIV)

Works Cited
Pellet, L. (2013). The value of faith. Diversity Executive. Retrieved from http://diversity-executive.com/articles/view/the-value-of-faith

Mentoring

praise232 — Sat, 15 Jun 2013 19:04:39 +0000

“Mentoring is to support and encourage people to manage their own learning in order that they may maximize their potential, develop their skills, improve their performance and become the person they want to be” (Eric Parsloe, The Oxford School of Coaching & Mentoring).

From the article regarding “Racial Exclusion Continues in Employment” discusses mentoring, this portion of the article states, “they could propose that companies either start or double-down investments in mentoring and internships for youth of color in high school” (Nikravan, Nov 2011). However, mentoring is a two-way highway before one can be mentor they should have the desired to be mentored, developed and shaped for tomorrow’s future.

Elisha was Elijah successor, and Elisha worked closely with him, being known as the one who “poured out water upon the hands of Elijah” when Elijah washed his hands (2Ki 2:3-5; 3:11). What is the significance of this passage, it was customary for individuals to clean themselves after relieving themselves. Elisha was the one who was honored to wash Elijah hands. Mentoring requires a certain level of obedience and trust that the individual mentoring will do right and not misuses their position. Mentoring takes time, patience, awareness, a level of expectation and commitment that are mutually understood between the individuals collaborating together.

Blessings!

Tony

Racial Exclusion Continues in Employment, Ladan Nikravan, November 2011
Retrieved from http://www.diversity-executive.com/articles/view/racial-exclusion-continues-in-employment/3

Eric Parsloe, The Oxford School of Coaching & Mentoring
Retrieved from http://www.mentorset.org.uk/index.htm

Diversity Management, What Works, and What Doesn’t

Harbinger2 — Sat, 15 Jun 2013 18:59:34 +0000

Effective, transformational leaders must understand organizational diversity, and know which diversity improvement strategies work. Harvard Professor Frank Dobbin, and fellow researchers, surveyed 829 firms, with over 31 years of Equal Employment Opportunity Commission (EEOC) data, to determine the efficacy of various diversity enhancement strategies. Survey criterion was simply the change in percentage of women and minorities in management following implementation of the respective diversity program. Interestingly, the most popular strategies, such as basic diversity training 101, had minimal and sometimes even negative results. Two methods that consistently improved diversity were the appointment of diversity managers who were held accountable for results, and mentoring programs that teamed up minorities with more senior managers. Business mistakes regarding diversity can be very costly. Texaco and Coca-Cola learned this lesson the hard way with fines totaling $176 million and $192.5 million respectively. Diversity Management in Corporate America provides the information leaders need in order to determine which method will best meet their organization’s needs (Dobbin, Kalev, & Kelly, 2007).

References

Dobbin, F., Kalev, A., & Kelly, B. (2007). Diversity management in corporate America. Retrieved from Harvard University Department of Sociology, Publications website: http://scholar.harvard.edu/dobbin/publications/diversity-management-corporate-america

BF — Sat, 15 Jun 2013 18:44:37 +0000

I know all too well what it is like to be a working mother and the challenges that can bring, but working for the right type of manager and company can make the transition a million times easier. Too many times we are losing valuable employees because of the way we handle or react to the news someone is going to have a baby. Companies that demonstrate understanding and flexibility are more likely to provide a good fit for mommy after the baby is born. The article talks about what companies can do to retain employees, from readjusting schedules to changing positions to find a better fit. It is always better to keep a performing employee than hire a new one. In my current store I have three mommies to be, one has made the decision to stay at home after baby but the other two will be coming back. It is my duty to find a good fit for both the mommy to be and my company, it can be challenging at times but always possible.

Weinberger, L. (2011, November 13). 10 Ways to Beat the Mommy Track – Diversity Executive. Diversity Executive. Retrieved June 15, 2013, from http://www.diversity-executive.com/articles/view/10-ways-to-beat-the-mommy-track

Pay Disparity between women and men

crray04 — Sat, 15 Jun 2013 18:29:20 +0000

In this article Women Receive More Raises; Men Get More Money on diversity-executive.com, the author talks through a study that was done that concluded that while women received more raises in the first 9 months of employment than men, men still received higher wages in general. An hr firm TribeHR concluded that men were more likely to receive large raises while women were receiving smaller raises more often. This study just continues to show the pay inequality between women and men. While it seems as though the disparity in pay is closing, it is still there and one that we must bring to the open and continue to push for more equality in. Pay should be based on merit, competence and results, and not based on gender or race.

Works Cited –

Study: Women Receive More Raises; Men Get More Money – Diversity Executive. (n.d.). Diversity Executive. Retrieved June 15, 2013, from http://www.diversity-executive.com/articles/view/study-women-receive-more-raises-men-get-more-money

“Merging Social Responsibility and Diversity”

mplais23 — Sat, 15 Jun 2013 18:08:41 +0000

In this article, Jessica DuBois-Maahs (a professor at USC) speaks about the advantages of diversity within an organization. She talks about three main areas in which diversity can help: it can drive productivity and business growth, it can cut costs by decreasing absenteeism, lower turnover, and improved productivity, and it can have a positive affect on the company’s image, good will, and even stock prices.

Within a diverse workplace, there must be a mature and sound leader in place to handle such an environment. There will be many different views, beliefs, and conflicting cultural values to deal with. In order to successfully handle this environment, the leader must be well-versed in each of the cultures represented. He or she must be able to understand where the employee is coming from and what is important to that person. An ignorant leader will certainly spell disaster in a diverse workplace.

An effective leader in this work environment must be able to manage political behavior and contrasting worldviews. As stated in our text for this class, “Being a good office politician means that you know how to turn individual agendas into common goals” (Phillips & Gully, 2012, p. 341). In any workplace, but especially a diverse one, there will almost certainly be different individual agendas. If the leader is able to transform these agendas into common goals, then the sky is the limit for the organization.

References

DuBois-Maahs, J. (2013, June 12). Merging Social Responsibility and Diversity. Diversity Executive. Retrieved June 15, 2013, from www.diversity-executive.com/articles/view/merging-social-responsibility-and-diversity/2

Phillips, J.M., & Gully, S.M. (2012). Organizational behavior: Tools for success. Mason, OH:

Cengage Learning.