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女性低估自身工作表现

时间:2010-07-29 13:07    来源:    作者: 点击:
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    What do your co-workers think of your performance on the job?

    If you're a woman, you're three times more likely than a man to answer that question wrong.

    Women handicap themselves on the job by chronically underrating their standing with bosses and co-workers, says a new study slated for presentation next month to the Academy of Management's annual meeting. When asked to predict how they were rated by managers, direct reports and peers, women were significantly poorer at predicting others' ratings than men, says the study of 251 managers by Scott Taylor of the University of New Mexico.

    A lack of self-confidence isn't the problem. The women surveyed thought highly of themselves compared with men in the study. But the females simply believed others regarded them as far less competent than they actually did, on a wide range of social and emotional skills related to leadership, according to the study. The ratings encompassed a wide range of attributes, from communication and conflict management to trustworthiness and teamwork.

    Overall, averaging all the ratings, the gap between prediction and reality was three times greater for women than for men. 'Women are so accustomed to decades of being 'disappeared'' or ignored, 'and to hearing histories of women whose contributions went unnoticed, that they assume these conditions exist to the same extent today,' Dr. Taylor says.

    A few companies, of course, have fair, transparent, performance-based compensation systems that eliminate gender inequities.

    But at most employers, expecting to be devalued can exact a big toll. A friend of mine says she underestimated her standing at work for years and paid a high price in her paycheck. She started at a low-paid entry-level job at her company and advanced quickly up the ladder. But she didn't ask for a raise for several years, only to find out later that she was making 50% less than peers with similar or less experience.

    'It came as a shock when I discovered how underpaid I was,' she says. 'I really shot myself in the foot by not being a self-promoter.' The lesson: If your employer lacks a systematic comp policy, 'you really have to self-promote and lobby for yourself if you care about your career or salary advancement,' my friend says.

    My male peers have pointed out my own blind spots in this regard. Years ago, when I first learned how much a female executive at my company was paid, I marveled, 'Wow, that's a lot.' The male colleague who told me roared with laughter. 'You think that's a lot?' he asked me incredulously. 'That's half what men at her level make.'

    Readers, do you have trouble promoting yourselves? Do you see women around you undervaluing their contributions? Does your workplace have transparent, performance-based advancement or compensation systems that help eliminate gender inequities? Or do workers of both genders have to do a lot of self-promotion to get ahead?

    你的同事以为你的事项默示怎样?

    要是你是女,那你答错这个题目的机率是的3倍。

    将在打点学会(Academy of Management)下个月进行的年会上提交的一项新研究剖明,女性风俗性地低估自己在老板和同事心目中的职位地方,从而阻截了自己的奇迹成长。新墨西哥年夜学(University of New Mexico)的泰勒(Scott Taylor)对251名打点职员举办的研究发明,当被要求展望上司、直接率领和同事给自己的评分时,女性展望的切确度远远不如男性。

    题目不在于缺乏自傲。受查询拜访者中,女性比男性对自己评价更高。但研究表现,她们便是感受自己与率领手段相干的众多社会和激情手艺被别人极年夜地低估了。评分包孕交换雷同、措置赏罚赏罚斗嘴、可托度和团队相助等多方面的特质。

    总体上看,将悉数评分均匀下来,女性的展望和现实之间的差距是男性的三倍。泰勒说,女性几十年来风俗了被忽视,老是听到有关女性的成效被马虎的陈年往事,是以她们觉得这些情形此刻依然依旧。

    固然,一些公司拥有合理、透明、基于事项默示的嘉奖体系,消弭了性别比方视。

    但在年夜年夜都公司里,感受自己受低估年夜概会付出很高的价格。我的一位伴侣说,她多年来一向低估自己在事项中的职位地方,为此在薪资方面丧失踪惨重。她在公司从低薪的入门级职位干起,升职很快。但她几年都没有要求加薪,末了才发明资历跟她不异或不如她的同事挣得比她多一半。

    她说,当我发明自己的薪水有多低时,简直太吃惊了,我自己不去要求,这真是自作自受。我伴侣说,这件事的教导是:要是你的店主没有体系的薪酬轨制,那你若是体谅自己的奇迹或薪水上进,就得独立重生,替自己措辞。

    我的一些男同事曾经指出我在这方面的盲点。多年前我初度得知公司里的女性打点职员的薪水时,我齰舌道,哇,真是太高了。讲述我这件事的男同事年夜笑起来。他猜疑地问,你真感受很多吗?这只是她阿谁级其它男主管薪水的一半。

    读者们,你在宣传自己这方面碰着干预干与题吗?你四周的女性有没有低估自己的成绩?你地址的公司是否有可辅佐消弭性别比方视的透明的、基于事项默示的提升或薪资系统?抑或无论男女,员工都必需举办年夜量的自我宣传才华乐成?




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