Extended Family Cover Essay

Survey respondents believe that wo custody are not as inter guinea pigly wandering as men, yet 80 percentage of female expatriates leave neer turned down a relocation, compared to 71 percent of men. A here and now powerful assumption is that women encounter more work-life conflict while managing a global schedule. However, nearly half of both women and men report that they breakthrough work-life balance difficult. Finally, survey respondents believe clients outside the United States are not as comfortable doing business with women as they are with men.In fact, 76 percent of women expatriates said being a womanhood had a imperative or neutral impact on their effectiveness overseas. Both women and men, managers and gay resources executives, hold the preconceptions that emerged in this study about womens ability in the international arena. Yet paradoxically, 90 percent of female expatriates, 91 percent of women with global responsibility who havent relocated, and 93 percent of m en married to expatriates said they would accept their current assignments again.In fact, current expatriates (85 percent) and source expatriates (86 percent) believe global experience makes them more marketable to other companies. Compared in the past, companies at present become more open in having women as part of the workforce and consider them in equal footing as their male employees. craping Woman magazine cited Philip Morris as a smart set where 31 percent of all managers are women. With respect to international assignments, Philip Morris makes certainly that women are tapped for those assignments. Another company, Hewlett-Packard, has a woman leading the company.The chair, president, and CEO of Hewlett-Packard is Carly Fiorina. She makes Hewlett-Packard unity of only two companies in the Fortune 500 with a woman as chair, president, and CEO. Hewlett-Packard, which has a strong international presence, has a long taradiddle of supporting and promoting women (Palagano & L ee, October 2005). The next items are the list of favorable companies that provide as much benefits to working mothers in their organization Microsoft, Bacardi and Computer Associates all purport family healthcare benefits packages for partners and their children.It helps to maintain high worker performance and establishing a warmth reputation are the important motivating factors, as employers believe cheerful employees will spread the word about a companys practices (Extended Family Cover, 2004). While BMW Plant Oxford, manufacturer of the Mini Cooper, presents different options of flexible, uncoerced family benefits, that include insurance products, dental coverage and healthcare cash plans workers have an option to devise their own benefits packages tailored to individual family needs.BMW also offers family genial events, it is one of their strategies to improve worker morale and performance, intensifying job participation and encouraging better relationships among employee s (Extended Family Cover, 2004). IBM provides its employees with schedule flexibility, extended personal leaves and parasitical care referral services. Also, IBM has recognized the need to conduct training programs that sensitize its managers to the problems that employees whitethorn encounter as they try to balance family and job demands. (Extended Family Cover, 2004).A pioneer in nursling support benefits, Procter and Gamble (P&G) has such programs at all its major worksites and in most of its production plants. This kind of system has helped maintain high morale and retention rates. It is also enhanced productiveness and reduced absenteeism among female workers. Mothers schedule their own breaks in lactation room that have hospital-grade pumps, refrigerators for storing milk, curtained-off breast feeding stations for privacy and a supply of educational materials along with a registered nurse for onsite support (Callahan, 2005).Aetna Inc. s Mothers at Work program, which recei ved a 100% satisfaction rating from participating nursing mothers, has lactation rooms in its 50 locations and an in-house Web site with study for breastfeeding mothers returning to work. Nursing mothers receive an individual pump and professional lactation consultation. In 2004, 62% of Aetna employees nursed for six months, as compared with the 27% national average of nursing mothers (Callahan, 2005).