scholarly journals Success: It’s not a sorcery

2021 ◽  
Vol 9 (11) ◽  
pp. 124-126
Author(s):  
Sayana Suseela Rao
Keyword(s):  
Career Success ◽  
17Th Century ◽  
Hard Work ◽  
Delivery Room ◽  
Healthy Baby ◽  
Men And Women ◽  
New Challenges ◽  
Light Guidance

Abstract: Success breeds success. People want to be involved with things that are successful, that are moving forward. Once a success, always a success with a little effort, luck, determination, support, good habits, hard work and character. Rules of success are clear, then how to be successful celebrities, self-made men, and women. They are successful because, they skillfully leveraged ambition, determination, talent, knowledge, and hard work. The secrets of success are transferable; they can be used by anyone. Success is not a sorcery. How the Chamberlains, the 17th century midwives, magically delivered one healthy baby after another at a time when mothers and babies often died during childbirth. The secret of their success was “the forceps, the obstetrical tool” that the Chamberlains invented. They have skillfully kept their secret under wraps, literally working under sheets that they hid their hands. Further they used an intelligent act of transporting that forceps tool in a massive and mystical gold Box to obscure their secret. Spiritual success or success in relationships; career success, or celebrity. General hope is that you will use it for inspiration and light guidance; perhaps like forceps in the delivery room, this tool will make the process, a little easier. This article would be discussing all these facets associated with success, which means often not taking the path of least resistance but opening yourself to new challenges that enable you to grow, develop mentally, spiritually, and professionally. Keywords: success, leveraging, knowledge, hard work, talent, tips, techniques, magic, sorcery, ambition, personality, spiritual success, career success.

Whether, How, and Why Networks Influence Men’s and Women’s Career Success: Review and Research Agenda

2020 ◽  
Vol 47 (1) ◽  
pp. 207-236
Author(s):  
Meredith L. Woehler ◽  
Kristin L. Cullen-Lester ◽  
Caitlin M. Porter ◽  
Katherine A. Frear
Keyword(s):  
Research Agenda ◽  
Career Success ◽  
Future Research ◽  
Men And Women ◽  
Network Characteristics ◽  
Integrative Framework ◽  
Relative Status ◽  
Same Gender ◽  
Professional Contexts ◽  
Women's Networks

Substantial research has documented challenges women experience building and benefiting from networks to achieve career success. Yet fundamental questions remain regarding which aspects of men’s and women’s networks differ and how differences impact their careers. To spur future research to address these questions, we present an integrative framework to clarify how and why gender and networks—in concert—may explain career inequality. We delineate two distinct, complementary explanations: (1) unequal network characteristics (UNC) asserts that men and women have different network characteristics, which account for differences in career success; (2) unequal network returns (UNR) asserts that even when men and women have the same network characteristics, they yield different degrees of career success. Further, we explain why UNC and UNR emerge by identifying mechanisms related to professional contexts, actors, and contacts. Using this framework, we review evidence of UNC and UNR for specific network characteristics. We found that men’s and women’s networks are similar in structure (i.e., size, openness, closeness, contacts’ average and structural status) but differ in composition (i.e., proportion of men, same-gender, and kin contacts). Many differences mattered for career success. We identified evidence of UNC only (same-gender contacts), UNR only (actors’ and contacts’ network openness, contacts’ relative status), neither UNC nor UNR (size), and both UNC and UNR (proportion of men contacts). Based on these initial findings, we offer guidance to organizations aiming to address inequality resulting from gender differences in network creation and utilization, and we present a research agenda for scholars to advance these efforts.

Career Management Concerns for Women in IT

2011 ◽  
pp. 84-89 ◽  
Author(s):  
David M. Kaplan ◽  
Fred Niederman
Keyword(s):  
Career Success ◽  
Job Mobility ◽  
Census Bureau ◽  
United States Census ◽  
United States Census Bureau ◽  
Men And Women ◽  
New Women ◽  
Playing Field ◽  
Women In It ◽  
Underlying Processes

Frequently researchers cite the perceived masculinity (Ahuja, 2002; Muryn Kaminiski & Reilly, 2004; Trauth, 2002) of information technology (IT) jobs as one of the main reasons that more women are not in the field. Such a diagnosis, while helpful for strategizing plans to attract new women into IT, does not address the needs and concerns of women currently in IT positions. These women are already aware of the degree to which IT is a masculine profession. They have entered the field in spite of this because they have a natural affinity for the work, found a niche that is comfortable for them, or developed a coping strategy. While these women may have overcome important barriers to enter the profession, entry does not constitute the last hurdle that they will have to face in their careers. Certainly, the path for women intending to make a career in IT is an uphill one. One only needs to look at the disparity between the numbers of men and women working in the industry (United States Census Bureau, 2005) to sense that the playing field is not level. While acknowledging that women are overtly discriminated, it’s important for women to become aware of the unintentional ways they are discriminated against, how they may inadvertently contribute to this, and possible methods for overcoming it. Specifically, the authors will discuss how inadequate social networks, skill obsolescence, and limited vertical/internal job mobility present challenges to career success. While not unique, these challenges are more tangible and pervasive barriers to career success for women in IT. Also, while other scholars have identified similar career hurdles for women in IT (Ahuja, 2002), the current discussion differs from past scholarship in several key areas. First, these issues are discussed with an emphasis for women once they have started their careers and not their initial career choice. Second, each section includes a vignette that provides an example and context explaining the underlying processes. Third, the paper goes beyond diagnosis and explanation to offering specific strategies for overcoming these barriers.

scholarly journals SELF-LEADERSHIP AND CAREER SUCCESS: MOTIVATION OF COLLEGE LECTURERS

2019 ◽  
Vol 1 (2) ◽  
Author(s):  
Sari Laelatul Qodriah ◽  
Wiwi Hartati ◽  
Abdul Karim
Keyword(s):  
Regression Analysis ◽  
Empirical Evidence ◽  
Career Success ◽  
Leadership Theory ◽  
Unit Of Analysis ◽  
Men And Women ◽  
Male And Female ◽  
Verification Method

The aim of this study was to obtain empirical evidence and clarity about the influence of the phenomenon of personality, motivation to career success, either partially or simultaneously based on self-leadership theory. In addition, to determine whether there is differences in personality, motivation to career success between men and women. The unit of analysis is a lecturer in the area of Cirebon region. The total samples are 120 people. The method used is descriptive and verification method. To test the model and hypotheses used regression analysis. The results showed that personality and motivation affects the career success. The Influential of personality and motivation of success is together toward career success. There was no difference in personality, motivation to career success among male and female in the college.

Youth and the rural economy in Africa: hard work and hazard

2021 ◽  
Keyword(s):  
Qualitative Research ◽  
Young People ◽  
Rural Areas ◽  
Rural Economy ◽  
Hard Work ◽  
Rural Transformation ◽  
Men And Women ◽  
Quantitative And Qualitative Research ◽  
Large Numbers ◽  
Development Policies

Abstract This book unites recent findings from quantitative and qualitative research from across Africa to illuminate how young men and women engage with the rural economy and imagine their futures, and how development policies and interventions can find traction with these realities. Its 10 chapters are organized around commonly-made foundational claims: that large numbers of young people are leaving rural areas, have no interest in agriculture, cannot access land, can be the engine of rural transformation, are stuck in permanent waithood, and that the rural economy can provide a wealth of opportunity.

Determinants of Managerial Career Success: Evidence and Explanation of Male/Female Differences

1998 ◽  
Vol 24 (6) ◽  
pp. 673-692 ◽  
Author(s):  
Catherine Kirchmeyer
Keyword(s):  
Human Capital ◽  
Gender Roles ◽  
Work Experience ◽  
Career Success ◽  
Peer Networks ◽  
Family Status ◽  
Supportive Relationships ◽  
Men And Women ◽  
Differential Effects

This study of 292 mid-career managers tested for differential effects of four categories of career success determinants across the sexes. Human capital variables were hypothesized to have stronger effects on men’s objective and subjective components of success than on womens’. The findings provided support in the cases of work experience and company tenure. In contrast, gender roles were hypothesized and found to have stronger effects on both components of success for women. For supportive relationships including mentors and peer networks, the effects were hypothesized and found to be stronger for men on the objective component and the same for men and women on the subjective component. Lastly, family status variables were hypothesized to affect the objective component of success in opposite directions for men and women, and the subjective component similarly. The fndings showed no’differential effect of family status on either component.

scholarly journals Techies, thinkers and tinkerers: Why CFHT became a world-class telescope

2009 ◽  
Vol 5 (S260) ◽  
pp. 570-576
Author(s):  
Liz Bryson
Keyword(s):  
Qualitative Research ◽  
Hard Work ◽  
Personal History ◽  
Deep Space ◽  
Men And Women ◽  
History Of ◽  
World Class

AbstractFollowing the celebrated DVD, Gathering the Forgotten Voices, we have embarked on new interviews of the men and women whose hard work and ingenuity forged the technological breakthroughs that maintained CFHT's preeminence as a world-class observatory. While Gathering the Forgotten Voices emphasized the personal history of those involved with the first decade of deep-space observing, the new DVD explores the CFHT innovation in instrumentation from vision through design to construction. It will chronicle the breakthroughs of the observatory's staff so that that record may serve as a prototype for qualitative research at other technological centers.

Carrièresucces van vaders en moeders: de rol van moederschapsideologie, werk-thuis-cultuur en werk-thuis-arrangementen

2009 ◽  
Vol 22 (2) ◽  
Author(s):  
Marloes L. van Engen ◽  
Josje S.E. Dikkers ◽  
Claartje J. Vinkenburg ◽  
Ella P. de Rooy
Keyword(s):  
Career Success ◽  
Positive Relationship ◽  
Career Progression ◽  
Family Roles ◽  
Working Parents ◽  
Men And Women ◽  
Home Culture ◽  
Roles And Responsibilities ◽  
The Impact ◽  
The Relationship

Career success of fathers and mothers: the impact of motherhood ideology, work-home culture, and work-home arrangements Career success of fathers and mothers: the impact of motherhood ideology, work-home culture, and work-home arrangements M.L. van Engen, J.S.E. Dikkers, C.J. Vinkenburg and P. de Rooy, Gedrag & Organisatie, volume 22, June 2009, nr. 2, pp. 146-171 Despite the increased labor force participation of Dutch women, their career progression still lags behind that of men. Differences in career success of men and women are often attributed to their different family roles and responsibilities. In this study we examined the relationships between motherhood ideology, work-home culture, and the utilization of different flexible and care-related arrangements. Next, we look at the relationship between these factors and extrinsic (objective) and intrinsic (subjective) career success of parents. Two-hundred-and-fourteen Dutch working parents filled out a questionnaire. We found that a less traditional motherhood ideology and a supportive work-home culture have a positive relationship with parents' utilization of work-home arrangements. Mothers with a traditional motherhood ideology who used care-related arrangements are more extrinsically successful than mothers with a less traditional ideology. Intrinsic career success is higher for mothers who use flexible arrangements than for mothers who do not.

The Plain Hard Work of Teaching Online

2011 ◽  
pp. 191-207
Author(s):  
Dianne Conrad
Keyword(s):  
Online Teaching ◽  
Learning To Teach ◽  
Hard Work ◽  
Social Aspects ◽  
Teaching Online ◽  
Online Teachers ◽  
Effective Application ◽  
Novice Instructors ◽  
New Challenges ◽  
Teacher Centered

Learning to teach online presents new challenges to even seasoned instructors. In an age of technological wizardry, the author of this chapter proposes that there are no secrets to good online teaching. However, the effective application of sound pedagogy online requires time, effort, and planning. Using Collins and Berge’s framework for online teaching, this chapter outlines how novice instructors’ adaptation to the new medium must include attention to the pedagogical, managerial, technical, and social aspects of teaching. In so doing, online teachers are encouraged to move from a didactic, teacher-centered paradigm to a constructivist-based model where community and collaboration are valued equally with content.

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