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男性CEO:我們互相依靠

男性CEO:我們互相依靠

Patricia Sellers 2013年03月25日
桑德伯格新書(shū)引發(fā)的大討論還在繼續(xù)?,F(xiàn)在,最初缺席的男性高管也參與進(jìn)來(lái),。桑德伯格和扎克伯格當(dāng)初的牽線人,、雅虎前總裁、現(xiàn)任Chegg負(fù)責(zé)人丹?羅森維格認(rèn)為,,女性和男性互相依存,。女性必須積極發(fā)揮影響力。否則,,不僅女性自身的發(fā)展受到限制,,整個(gè)社會(huì)的發(fā)展也會(huì)受到損害。

????《向前一步:女性,、工作和領(lǐng)導(dǎo)意志》(Lean In: Women, Work, and the Will to Lead)周一發(fā)布獲得媒體的極大關(guān)注,,該書(shū)作者、Facebook首席運(yùn)營(yíng)官謝麗爾?桑德伯格奇怪的是,,男性沒(méi)有加入到這個(gè)公開(kāi)大討論之中,。這一狀況在過(guò)去幾天發(fā)生了改變。太平洋投資管理公司(PIMCO)的CEO默罕默德?埃爾–埃里安就桑德伯格的觀點(diǎn)發(fā)表了一篇有見(jiàn)地的評(píng)論,。我就桑德伯格給男性的建議采訪了她,。下周,我將與你分享我對(duì)桑德伯格和美國(guó)運(yùn)通(American Express)CEO肯?切諾特的采訪,。

????還有,,硅谷CEO丹?羅森維格發(fā)表的游客發(fā)言也在探討《向前一步》同樣適用于男性領(lǐng)導(dǎo)者。這位雅虎(Yahoo)前總裁,、現(xiàn)任Chegg負(fù)責(zé)人在桑德伯格飛黃騰達(dá)的職業(yè)生涯中曾經(jīng)扮演過(guò)重要的角色:他在2007年舉辦的一個(gè)假日聚會(huì)讓桑德伯格和馬克?扎克伯格得以相遇,。這就是Facebook創(chuàng)始人兼CEO向桑德伯格施加影響力,勸說(shuō)她離開(kāi)谷歌(Google),。4個(gè)月后,,她就去了Facebook。

????我不斷聽(tīng)到對(duì)謝麗爾?桑德伯格《向前一步》這本書(shū)的爭(zhēng)論。坦率說(shuō),,我作為兩位年輕女性的父親,、已結(jié)婚25年的丈夫、單親母親的兒子和Chegg的CEO,,感到我有責(zé)任施加影響,,說(shuō)明我的觀點(diǎn),。

????如果你認(rèn)為缺少女性領(lǐng)導(dǎo)人是上一代人或是沒(méi)有受良好教育群體才會(huì)面臨的狀況,,或者說(shuō),至少不是你所處的狀況,,那你就錯(cuò)了,。

????如今,55%的大學(xué)畢業(yè)生是女性,。這個(gè)數(shù)據(jù)很令人贊嘆,但是,,由于這些女性從她們簽第一份就業(yè)合同起就比賺得比從事同樣工作的男性少,,沖淡了這個(gè)數(shù)字的意義。

????我公司最近調(diào)查了公立,、私有和營(yíng)利性大學(xué)的本??聘鲗I(yè)男女性自報(bào)的收入,結(jié)果不太好:男性平均比女性多掙29%,。

????美國(guó)大學(xué)女性協(xié)會(huì)(American Association of University Women)進(jìn)行的2012年調(diào)查顯示,,千禧女性獲得的報(bào)酬僅僅為從事相同工作男性的82%。平均來(lái)看,,畢業(yè)一年后,,男性平均比女性多賺近8,000美元。

????我們都應(yīng)當(dāng)有責(zé)任問(wèn)一聲:這公平嗎,?合理嗎,?明智嗎?它違背了我們自己的利益,,同時(shí)也對(duì)美國(guó)社會(huì)造成了傷害,。

????女性對(duì)美國(guó)經(jīng)濟(jì)繁榮貢獻(xiàn)非常大。讓這種男女不同酬的狀況長(zhǎng)久存在怎么符合我們的最大利益,,特別是這在我們的控制之下之時(shí),。

????我讀了《向前一步》之后,審查了Chegg的政策,,發(fā)現(xiàn)我們執(zhí)行了同工同酬,,這才如釋重負(fù)。的確是如釋重負(fù),因?yàn)槭聦?shí)是:在最近畢業(yè)生需求最多的科學(xué),、技術(shù),、工程和數(shù)學(xué)(STEM)專業(yè),女性通常與男性同酬,。對(duì)于科技人才的競(jìng)爭(zhēng)使得同工同酬成為行業(yè)的強(qiáng)制性要求,。

????換而言之,受供求所迫,,我們的確做了讓步,。

????但誰(shuí)都說(shuō)不好。所以,,必須不斷檢查,。

????你的公司能否經(jīng)受住社交媒體對(duì)于你公司政策和薪酬規(guī)模的測(cè)試?你的雇員會(huì)怎么說(shuō),?如果你發(fā)現(xiàn)你的公司不適應(yīng)未來(lái),,那就改變它。

????招聘,、留住最好的雇員要求公司要根據(jù)價(jià)值給予同工同酬,,而不是根據(jù)性別。謝謝你,,謝麗爾,,感謝你讓我們學(xué)會(huì)互相依靠。

????In the crazy media buildup to Monday's release of Lean In: Women, Work, and the Will to Lead, author/Facebook (FB) COO Sheryl Sandberg was surprised that men didn't chime into the public discourse. That changed in the past few days. PIMCO CEO Mohamed el-Erian wrote a wise commentary on Sandberg's crusade. I interviewed Sandberg about her message to men. Next week, I'll share with you my interview with Sandberg and American Express (AXP) CEO Ken Chenault.

????Meantime, this Guest Post by Silicon Valley CEO Dan Rosensweig is about how Lean In applies to male leaders. A former president of Yahoo (YHOO) who now heads Chegg, played an interesting role in Sandberg's high-flying career: He hosted a 2007 holiday party where she met Mark Zuckerberg. It was there that Facebook's founder and CEO, um, leaned in to Sandberg about leaving her big job at Google (GOOG). Four months later, she went to Facebook.

????I've been listening to the debate over Sheryl Sandberg'sLean In. And frankly, as a father of two young women, a husband of almost 25 years, a son of a single mother and the CEO of Chegg, a company focused on serving high school and college students, I feel compelled to Lean In myself and add my voice.

????If you think the shortage of women leaders is a problem for a previous generation or for the undereducated or simply not for you, you're wrong.

????Fifty-five percent of college graduates today are women. This graduation rate, while impressive, is diminished by the fact that these same women are paid less than men for the exact same job, starting the moment they sign their first offer letter.

????When my company surveyed recent male and female graduates across all majors at two-year, four-year public and private and for-profit universities about their self-reported salaries, the results were not good: Men earn, on average, 29% more than women.

????The finding is reinforced by the American Association of University Women's 2012 survey, which showed Millennial women are paid 82 cents for every dollar paid to their male peers. And on average, men earn nearly $8,000 more than women do one year after graduating.

????We should all feel compelled to ask: Is it fair? Is it right? Is it smart? It's against our own self interest and it hurts America.

????Women drive a huge percentage of America's economic health. How can it be in anyone's best interest to perpetuate unequal pay, especially when it is within our control?

????After I read Lean In, I reviewed Chegg's policies and was relieved to discover that we pay equal pay for equal jobs. That was a relief, as is this fact: In fields that have the greatest need for recent graduates such as STEM majors, woman are often paid equal to their male peers. Competition for tech talent makes equal pay a business imperative.

????In other words, when forced due to supply and demand, we do Lean In.

????But you never know. And that's why you have to keep checking.

????Could your company withstand the social-media test about your policies and pay scales? What would your employees say? If you find your company is not aligned for the future, fix it.

????Hiring and retaining the best employees requires equal pay based on merit, not gender. Thank you, Sheryl, for getting us all to Lean In.

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