By Mary Blair-Loy
The wrenching selection dealing with profitable girls selecting among challenging careers and in depth kin lives has been the topic of many articles and books, such a lot of which suggest innovations for resolving the obstacle. Competing Devotions specializes in broader social and cultural forces that create women's identities and form their realizing of what makes existence worthy residing. Mary Blair-Loy examines the profession paths of girls monetary executives who've attempted numerous ways to balancing profession and kin. the pro point those ladies have attained calls for an important dedication of time, power, and emotion that turns out normal to employers and consumers, who imagine profession merits single-minded allegiance. in the meantime, those girls needs to confront the cultural version of relations that defines marriage and motherhood as a woman's fundamental vocation. This perfect delivers girls creativity, intimacy, and fiscal balance in taking care of a kinfolk. It defines young ones as fragile and assumes that males lack the selflessness and persistence that kid's basic caregivers desire. This excellent is taken without any consideration in a lot of latest society. the facility of those assumptions is big yet no longer absolute. Competing Devotions identifies girls executives who try and reshape those principles. those mavericks, who face nice resistance yet are aided via new ideological and fabric assets that include ancient swap, may possibly ultimately redefine either the extended family and the capitalist company in ways in which lessen work-family clash.
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Extra info for Competing Devotions: Career and Family among Women Executives
Rather than accepting her fate as due to an economically troubled industry, Amy Peterson blames the greed of the ﬁrm’s senior partners. ” Women may generally be more vulnerable than men to losing their positions in a contracting industry (cf. , 1995). Amy Peterson argues that male senior partners tend to be more comfortable mentoring other men (cf. Kanter, 1977). Her lack of guidance and personal ties to powerful partners left her more vulnerable in an increasingly competitive environment. Because building extensive networks, establishing trust, and working intensively with coworkers and clients are such crucial parts of the job, the lack of solid workplace relationships hurts women professionally (Blair-Loy, 2001a).
It also engenders feelings of loneliness and deprives women of the reward of collegiality. ” For about a third of the career-committed group, the answer to that is equivocal. Their ambivalence was most apparent when I asked about future plans. For instance, Audrey Weyler said: Realistically, I don’t see myself working here at 50. I’ll only do this for ﬁve more years and then I’ll pursue some non-paying endeavors. It’s too bad. There are people here looking at me to go to the very top. I’m the closest woman to the president.
Monday she told me she was going to resign today, after her horrible year. I felt so bad. She could have sued the hell out of the ﬁrm. She just wanted to do her job, and now she’s the victim, and she has to leave. Either you report it and you have to leave, or you don’t report it and you have to leave. I felt bad— angry, sick. She became aware of four others who had been harassed . . You go along and you think: “This is pretty good. ” Well, don’t kid yourself. Assuming that this account is reasonably accurate, it is not particularly surprising that an incident of sexual harassment occurred.