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Johannes Schmeer is a coach for executives in top management.

Simone Janson is publisherConsultant and one of the 10 most important German bloggers Blogger Relevance Index. She is also head of the Institute's job pictures Yourweb, with which she donates money for sustainable projects. According to ZEIT owns her trademarked blog Best of HR – Berufebilder.de® to the most important blogs for careers, professions and the world of work. More about her im Career.

So Mixed Leadership brings company success: more women = more money

Mixed leadership and diversity management are on everyone's lips, yet there are still far too few women in top management. What that could change: women bring Company more profit. This was recognized, for example, by Alibaba founder Jack Ma.

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What leading companies do differently with the example of Ali Baba

Chinese billionaire and Alibaba founder Jack Ma found that women think more about men than men. And that's what 21 does. Century on. Even in the top management of his company, therefore, 40 percent women.

Unfortunately, the reality in many German companies is different: "Top managers are chauvinists, they don't even notice it, but they talk wisely," you could sum up the conclusion of a Fraunhofer study from October 2012.

Women's welfare programs do not help

The research team led by Prof. Schraudner wanted to clarify why, despite various “We promote women!” Programs, they usually have less careers than their male colleagues.

Today, years later, there are still reasons why so few women make a career. Because: As little as a spoiler - retrofitted to the trunk of the car - makes this a racing car, as isolated measures help to promote women. Because: they are drowned by the prevailing male corporate culture, the water.

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Women in power? D rather not!

For example the “conformist formal culture”: Here the views of women are perceived as strange and they are denied - by the men in the hierarchy - the ability to lead.

Even more crisp is the “conservative exclusion culture”: In companies of this character, men occupy all relevant key positions and justify normatively that women belong in the house and men in the work.

The effect of promoting women vanishes in the corporate culture

It is no wonder, then, that with such cultures, the effect of a “family-friendly company” certificate melts away faster than the ice in the sun and most programs are only accepted with hesitation.

As before, the higher the position, the lower the percentage of female executives. Even today, the prevailing understanding of roles is traditional, the management culture male dominated.

Differences can be managed just as little as time

In many companies there are now programs that want to promote women: For example, “Diversity Management” should help to make people aware of the benefits of diversity.

Certainly not wrong in terms of the idea - however, the term alone carries the risk of a misunderstanding, similar to that of “time management”. Because diversity can be managed just as little as time.

Changing corporate cultures sustainably - but how?

It is ultimately always only we humans themselves, which we can manage in dealing with these given facts.

The only thing that brings movement into the thing is to change our attitude and our emotions in such a matter. When that happens, we act differently. Alibaba founder Jack Ma has recognized this:

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Women bring more money to companies

But does man want that anyway? Not only from the study, the Fraunhofer Institute, there is a second clue that could provide more women in leadership positions: Mixed leadership, so an even distribution of women and men in top management, brings more money to companies.

As a result, the male hierarches must be convinced of the economic benefits that women in management positions bring with them. To put it loosely, it means: “More women, more money”.

A sad realization?

An admittedly sad realization, considering where we have arrived today: That appreciation of women in leadership positions is not possible for their own sake, but only if the ROI is right.

Reassuring, though, to know that at least that has since been proven! Because apparently this fact has not arrived everywhere. An interview with five managers in the journal myself - including the former Telekom board member and Member of Parliament Thomas Sattelberger. Germany is a developing country on this topic. And claim and reality are still far apart.

Old prejudices in the minds

The caricature and misconceptions in the minds of men and women are still deep when it comes to the issue of women's quota, children and careers. The interview before me shows that very well.

5 managers were asked about the highly controversial topic here - impressively showing just how deep the prejudices are still sitting. The answers are not very surprising - or maybe, when compared to reality.

Preach water, drink wine

I've recently found this in a research on women's advancement and mixed leadership itself: In a study by a renowned German university some major companies were interviewed and pointed out extravagantly on their great programs to promote women.

When we examined in the context of interviews, as it would look in reality exactly with the division of labor between men and women, was bricked: One is not so far, the topic in the company just in the development, a human resources manager admitted frankly.

Germany - developing country in working time management

This attitude is now confirmed in the interviews: The most prominent among the interview partners was Thomas Sattelberger, who introduced the 2010 percent women's quota there as 30's HR director at Telekom and is now sitting in the Bundestag.

In the interview, he talks mainly about family-friendly working hours and about the fact that companies would have to rethink - because Germany is a developing country in terms of working time management:

Our American colleagues disappear around 17 clock on the golf course and the companies are still highly profitable. Our executives are still sitting around the 22 clock in the office - something is wrong.

At the same time, however, Sattelberger himself is someone who loosely puts it on 60 hours of working hours.

Way with the raven-mother?

But the other interviewees are quite exciting in this respect: There is about Dr. Hans Reichhart, judge, Member of Parliament and chairman of the Junge Union in Bavaria.

He speaks in the interview, among other things, for better care offers and against the Rabenmuttersyndrom, but also against the quota. The former is surely praiseworthy, but at home his wife, also a judge, now takes care of the offspring for the most part.

Are the women themselves guilty?

And finally, Heinrich Wefing, deputy chief political officer of the time, who stands out in the discussion above all by the fact that he blames the women for their own fault of professional disadvantage and quota rules as aggressive. So he says:

“It's not just about the same wages for the same work. Statistically, women tend to choose jobs that are less well paid than typical men's jobs. This has consequences for the question of who stays at home when children come. ”

And here, too, the wife has crunged his teeth because of the children.

Summary

Exciting theme, even though the discussion itself has not produced any new aspects, it shows how many prejudices one must still meet in terms of emancipation.

So let's get started!

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3 responses to "This is how mixed leadership brings business success: more women = more money"

  1. Questback Germany says:

    Mixed #Leadership brings business success: More women = more money - Recommended contribution UiqlEb2Xbg via @Berufebilder #feedbackfriday

  2. Thomas Eggert says:

    Mixed leadership brings business success: more women = more money from
    Johannes Schmeer

    via @berufebilder - Recommended contribution PJsWtW1oqP

  3. REGIS GMBH says:

    Mixed leadership brings business success: more women = more money from
    Johannes Schmeer

    via @berufebilder - Recommended contribution qEHVM6AvGx

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