填空题 A. In Europe a recent feature of corporate life in the recession has been the de-layering of management structures. This has halted progression for women in as much as de-layering has taken place either where women are working or in layers they aspire to. There is also a positive trend from the recession, which has been the growing number of women who have started up on their own.
B. Reasons for higher success rates among women are difficult to isolate. One explanation suggested is that if a woman candidate manages to get on a shortlist, then she has probably already proved herself to be an exceptional candidate. When women apply for positions they tend to be better qualified than their male counterparts but are more selective and conservative in their job search. Women tend to research thoroughly before applying for positions or attending interviews. Men, on the other hand, seem to rely on their ability to sell themselves and to convince the employers that any shortcomings they have will not prevent them from doing a good job.
C. In business as a whole, there are a number of factors encouraging the prospect of greater equality in the workforce. Demographical trends suggest that the number of women going into employment is steadily increasing. In addition, a far greater number of women are now passing through high education, making them better qualified to move into management positions. Organizations such as the European Women"s Management Development Network provide a range of opportunities for women to enhance their skills and contacts. Through a series of both pan-European and national workshops and conferences the barriers to women in employment are being broken down. However, there is only anecdotal evidence of changes in recruitment patterns. It is still so hard for women to even get on to shortlists—there are so many hurdles and barriers. There have been some positive signs, but until there is a belief among employers, until they value the difference, nothing will change.
D. The study concentrated on applications for management positions in the $45,000 to $110,000 salary range and found that women are more successful than men in both the private and public sectors. Dr. Elizabeth Marx from London based Carre recruitment consultants described the findings as encouraging for women, in that they send a positive message to them to apply for interesting management positions. But she added: "We should not lose sight of the fact that significantly fewer women apply for senior positions in comparison with men."
E. Women who apply for jobs in middle or senior management have a higher success rate than men, according to an employment survey. But of course far fewer of them apply for these positions. The study by Cane Recruitment Consultants shows that while one in six men who appear on interview shortlists get jobs, the figure rises to one in four for women.
F. Managerial and executive progress made by women is confirmed by the annual survey of boards of directors carried out by Korn & Orban International. This year the survey shows a doubling of the number of women serving as non-executive directors compared with the previous year. However, progress remains painfully slow and there were still only 18 posts filled by women out of a total of 354 non-executive positions survey.
G. According to a 2008 study by University of Illinois sociologist John Dencker, women can make inroads into male-dominated management ranks as companies scale-back workforces via downsizing. Overall, women accounted for nearly 36% of the company"s managers after restructuring, compared with an average of about 24% during the period from 1967 to 1993, according to the study. Furthermore, Dencker found that women made less headway into top levels of management and that a host of factors slowed the climb up the corporate ladder for women, who make up half of the nation"s management workforce but hold only 15% of top leadership positions.
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