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Career anchor theory based career management of women
Career anchor theory based career management of women
[Abstract] With the increasing activities of women in professional and effective career management and career development of women as the key to success. In this paper, barriers to career development for women on the basis of the analysis, based on the career anchor theory to how women Career Management made a number of recommendations.
[Keywords:] female career management career anchor
As more and more women engaged in professional activities, professional women in human resources has become an increasingly integral part of playing an increasingly important role. But in the female professional population has accounted for nearly half of human resources planning today We also have to admit a fact: women’s career path is often more difficult than men to go, their access to career development chances of success are much lower than men. in the workplace, “pointing Jiangshan, Qiu Hui Fang exclusion” seems to still only for men.
An obstacle to career development of women 1.1 external obstacles (1) Occupational sex segregation Occupational sex segregation refers to the men and women in the labor market were concentrated in different occupational groups, and engaged in different types of work. Occupational sex segregation in three aspects: horizontal segregation, both men and women in a proportion of his career in the composition of the proportion of total labor force population is inconsistent; vertical segregation, that is, in the same occupation in high technology, responsibility, status and income positions, there is the proportion of women relative to men, a downward trend; gender differences in wages, that is a result of the gender salary inconsistencies.
(2) Entry barriers If you browse through various channels, the employer’s job posting, to limit women’s employment opportunities is not difficult to find the notices everywhere: men move limits many of the jobs, or recruit female ag
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