Why women mean business.
In this book the main aims for the companies that is moving towered the “women economy” in a way that women the other half of the market and the source of talents between rising her child, taking care of family, and working, that’s makes her taking 80% of taking decisions of buying supplies. This book combines the opportunists that could benefit from women in the markets all over the world. Also the book explain that the best place for work are the companies that combines between men and women in the same company or in the market place, those companies are the most affective in 21th century, and provide guide for the managers of companies and institutions, also provides how does the economic growth works by depending of integration between men and women in the labor. On the other hand it argues the approach of failure because of gender, and giving awareness about the equality but also the differences between both genders, it makes comparison between the policies and approaches around the world and the consequences that results from them, more less some of the names of companies that contribute in the gender case was Niall Fitzgerald of Reuters and Carlos Asn Renault / Nissan and Anne Malkawi Xerox company.
At the begging of the book the authors predicted with a new economical revelation by the women power the power that cannot be ignored, about the speed of development in of women in labor, more of that women has entered the labor a long time in education field which allowed her to contributed in the society economically and politically, so those days the companies that have women in higher positions in company gives economic success rates. The World Economic Forum reported the impact of gender gap, however the report ranks the countries of the world in different degrees according to women’s education and health, and their participation in the economy and the political process. In the opinion of the authors, the issue of gender is no longer a women’s issue, but it concerns business. First countries and companies have economic motivations that make gender a top priority, and from the sharp competition motives of talented employees, talent has become one of the most important commodities in the world, according to the Harvard Business Review, talent will remain the most valuable resource, which companies compete for. Second reason for the great attention on gender is to have the right leadership team, In today business environment, which is characterized by surprises and the need for predictability, and diversity that need a diverse leadership and management team. A US study found that companies with the highest proportion of women in their senior management team their Performance is a great advantage over those with the lowest proportion in the companies. The third motive is that women represent half of the market and more. Marketing for women is certainly different from men marketing, In order to respond to consumers and to understand their expectations and aspirations, companies must be creative in the relationships with their customers, it is certain that women would be more suitable in this field. The authors note that women today represent the majority of university graduates, 54% in the OECD countries (almost the same percentage in many developing countries) and the proportion of university women today is higher than men, and the majority of whom hold higher degrees (masters and doctorates) Research shows girls’ superiority in subjects at almost every academic level, and because women excel in education and join several companies, it seems logical to empower women to share leadership, and for not exploit the women ability in labor in a time of talent it’s may result huge lost in the market. One of the most widespread challenges in the employment of women is that after years of work, women tend to resign for family or job search, which allows the assignee to reconcile work and family obligations, but there are also other reasons why women leave work which is related to the work environment and culture. In order to keep women in jobs, including leakage analysis and its causes, what do women find irritating and cause for isolation and exclusion in the company culture? In the author’s opinions, there may be superficial cases related to the manner of treatment, such as the manager forgetting the work of the employee or not being able to distinguish between the female employees, Most of the women in the survey showed that the reasons for leaving the job were related to changing the institutional structure, Learning something new, not enjoying work, and a small proportion of women (less than 4%) had left work for family reasons. Market and what companies can do The authors refer to a new collection of books published in recent years, such as the book “Marketing for Women” by Marty Barlena, and other books describing the market opportunities offered by women, and send strong messages to companies that the future of women, Are already investing in the potential of feminism. The relatively high impact of women is also likely to lead to a change in consumption patterns. In banks, women represent a large proportion of their wealthiest clients. In a report entitled “Targeting Women in the Banking Sector” published in 2007, Data Monitor reports that women in the United States hold up to a staggering $ 22 trillion. Women own 60% of their personal wealth by 2025, and the number of millionaires now exceeds the number of men between the ages of 18 and 44 and the number of men over 65. Will women change leadership and management patterns? The authors say that women’s leadership styles are likely to be different from men, and it has been observed that companies that have different men and women in their management is different than those with no women in their management. A study by the Catalyst Foundation shows that men are not risk for women’s access to leadership, and research shows that women can be increased without excluding men, which is beneficial for the company. For Successful implementation of women’s participation, the authors propose a strategy for women’s participation that includes men and women together. It consists of seven steps: alert and awaken the leadership team, define the commercial argument, let employees express their opposition, make gender a business issue and not a women Couse Do not mix messages, and work to provide the budget and not only volunteers. In a study of the case of TSB, the leading British banking group with 63% of the workforce, the authors presented the group strategy based on the following principles: commitment from the top, transparent and public recruitment, succession planning, measurement and calibration, talent programs, And rethinking flexible work.