Many reports on working women talks about new trends in career break and re-entry of these women; the experience they have, taken time off from the workforce, and their desire to be re-engaged in employment. Exploring the recent trends in career break and re-entry of working women provides proactive recommendations and practical and positive ways for the employers to facilitate their re-entry and help address the female brain drain. These talented returners, after re-entry, cannot find meaningful and challenging full-time work. This study focuses on the reasons for the re-entry, and shows that women returners are not a homogeneous group and that the length of their career break appears to play a key role in the re-entry process; the longer the break the greater the impact. Women who interrupt their careers experience downward mobility in salary and status. Also, such career breaks counteract career development due to the lack of support mechanisms, such as flexi-time schemes, part-time work, and insufficient training. The reasons for working for identified categories of working women are not same as tested using Z-test. Also, the major trends in career breaks and career re-entry identified are measured on Likert scale and ranking is done using weighted mean.
Executive SummaryThe article titled "Working Women-Career breaks and reentry in a Fast-Changing Business Environment" talks about New Trends in Career Break and Re-entry of working women (both married and unmarried) from Indore City. The bulk of families can no longer afford to live on one wage. Working is now a necessity for most mothers (separated/divorcee/married/) and unmarried women. The study focuses on the reasons of re-entry of such working women who tried to once again engage in full time employment after voluntarily or involuntarily taking time off from the workforce. Hypothesis was framed and tested to infer that Married women work for different reasons compared to Separated/Divorcee/ Unmarried Women. Trends in Career breaks were identified and ranking was done. Suggestions facilitating re-entry of working women and scope for further research is highlighted.
A globally felt progressive idea for business world identified is entrepreneurship (Scott, 1986) creating diverse opportunities for future potential performers (Mitra, 2002). Education of women have resulted in greater self-confidence and encouragement to serve and discover new business avenues. Women have started realizing that the survival of their families and their own potential lies only in working side by side with men (Marlow, 2002). Apart from multi-faceted economic pressures there are other reasons for women coming into entrepreneurship. This study gives an insight regarding various Socio-Economic progressions leading to women start-ups at their own home in Indore city. The paper also discusses various personal, family, market and culture based factors that are a matter of concern in the development of female entrepreneurs. The study aims to support and encourage these small scale entrepreneurial activities and suggest ways to integrate these small businesses into existing urban economies raising awareness amongst economically active change agents thereby influencing social and economic policies addressing issues and challenges faced by women entrepreneurs of Indore city.
Impression Management, the process by which people control the impressions others form of them, plays an important role in inter-personal behavior. All kinds of organizations consist of individuals with variety of personal characteristics; therefore those are important to manage them effectively. Identifying the behavior manner of each of these personal characteristics, interactions among them and interpersonal relations are on the basis of the impressions given and taken. Understanding one of the important determinants of individual’s social relations helps to get a broader insight of human beings. Employees try to sculpture their relationships in organizational settings as well. Impression management turns out to be a continuous activity among newcomers, used in order to be accepted by the organization, and among those who have matured with the organization, used in order to be influential (Demir, 2002).
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