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A career is a long-term activity that you are passionate about and enjoy. It's a lifelong journey where you can evolve and grow. A job is a contract or temporary position that you need to work at in order to make money. There are many reasons why people choose to go down the career path. They want to pursue their passions, they want more control over their life, they want to be able to grow into different roles, or they just want stability. The choice of whether to pursue a career or not is one that should be made with consideration and thoughtfulness. We have to think about our careers as a whole, and not just one job. Jobs are changing all the time, and what we do now may not be what we want to do in the future. But if you're able to find a career that you're passionate about, then you'll be happy with your work. It's important for us to consider how our careers can change over time. Although it is hard for graduates to find a job right away, it's important for them to think about their future and what they want their career path to look like. A career is a long-term commitment to a profession, company, or organization while a job is a short-term commitment. A career usually provides stability and security while jobs are usually more temporary and can be lost with little notice. A job is a paid position that someone may leave at any time. A career is a series of jobs that are related to one another, and that someone may have for many years. A job is typically temporary, whereas a career can last for decades. There are a lot of misconceptions about the difference between a job and a career. A job is typically seen as temporary, while a career is more stable. Entry-level jobs are often seen as only being for beginners and not for those who want to advance their careers. However, these notions are outdated and do not reflect the reality of today’s workforce. This article will explore the differences between jobs and careers, why entry-level jobs can be just as fulfilling as other positions in an organization, and how to move from an entry-level position to something with more potential for growth.

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As a WOSB and woman-led business, Nolij celebrates #womenshistorymonth by highlighting the extraordinary women who make our company a success. Meet our team members: 1. Deepa Kulkarni, QA Test Lead and Deputy Project Manager, DT&E Team 2. Saishree Shetty, Vice President of Business Development 3. Andrea Rodriguez, Deputy Program Manager, EA branch 4. Ambreen Hafeez, Interface Tester, DHMSM For more information visit: https://nolijconsulting.com/

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CHAPTER 4 Performances Copyright © 2019 W. W. Norton & Company 1 Chapter 4 Performances “You’re born naked and the rest is drag.”—RuPaul Copyright © 2019 W. W. Norton & Company 2 Chapter Outline How to Do Gender Learning the Rules Why We Follow the Rules How to Break the Rules The No. 1 Gender Rule 3 The areas covered in this chapter are these. An important point that I hope you have learned so far is that it’s not whether biology or culture is more important in forming men and women, but how biology and culture interact to produce a person’s gender identity. 3 Q & A We do act in gendered ways much of the time, leading us to pose the question, If men and women aren’t naturally opposite, then why do they act so differently so much of the time? 4 We learned from the previous chapter that while there are some biological forces pushing us apart, there are others, like possible evolutionary benefits of similarity, our bodies responses’ to cultural influences, and the intersections of our identities, that might bring us closer together. We all do gender daily, both consciously and unconsciously. 4 Men and women do seem to be different in their choices about use of time and effort, often in ways that match gender stereotypes. We learn complex sets of gendered expectations that tell us how to behave as men and women in varying situations. We sometimes act in gendered ways out of habit, but we also come to understand that if we fail to do so, there can be negative consequences. 5 Gender Performances What are some examples given in the book about the way men and women spend time and effort differently? Can you think of some consequences for failing to do gender according to the rules? 5 Sometimes it’s easy to follow the rules, and other times it’s incredibly hard. We develop ways of managing gendered expectations that work for us as individuals, even as gender-nonconforming ones. Because it is easier to obey gender rules than break them, many of us behave in gendered ways most of the time. We help maintain the gendered patterns we see around us, thus sustaining the illusion that the gender binary is natural and inevitable. 6 Managing Gender Expectations The process of acquiring a gendered sense of self is an active and ongoing one. Although we recognize and often consciously and unconsciously choose to follow the rules, we are not entirely thoughtless about how and when we will do so. Rather, we make exceptions for ourselves and others situationally. 6 Gender Practices When men and women hold hands, who leads and who follows? How do we learn to hold hands “right”? Gender becomes part of how we inhabit the world, sometimes in the subtlest of ways. 7 [Image from p. 68.] This picture is an example of how men and women hold hands differently with each other (the man’s palm is usually pointed backward and the woman’s is usually pointed forward such that her body is placed just slightly behind his as they walk) ...

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Successful Women Expatriates: Foreign, Not Female In a classic article titled “A Gaijin, Not a Woman,” Nancy Adler debunked one of the key myths regarding women as expatriates.*Gaijin is the Japanese word for foreigner. From her research, Adler concluded that it is a mistake to assume that people from foreign cultures, even traditionally patriarchal Asian cultures, apply the same gender role expectations to foreign women that they apply to local women. It seems that people from even very traditional cultures can view foreign businesswomen so differently from how they view local women that gender becomes irrelevant for business purposes. For example, one businesswoman working in Sudan was surprised by the behavior of her Sudanese host. She asked him how it was possible that he could serve her food, give her a cushion to sit on, and wash her arms after the meal. Men never do these things for women according to traditional Sudanese gender role expectations. The Sudanese host reasoned, “Oh, it’s no problem. Women do not do business; therefore, you are not a woman.”* After establishing a business relationship, according to Adler, the real issues that arise in cross-cultural interactions depend more on how host country people react to people of another nationality than on how they react to an expatriate’s gender. The Woman’s Advantage and Disadvantage Some studies suggest that women may have some advantages in expatriate positions, especially in Asia.* Being unique has its benefits. Because so few women have expatriate assignments, women who take them report being more visible. Local businesspeople were more likely to remember them and often sought them out more than the women’s male colleagues. North American expatriate women also report that local businessmen from traditional cultures assume that the woman is the best person for the job, reasoning, “Why else would the organization send a woman?” Women may be more likely to excel in relational skills, a major factor in expatriate success. Women report that local male managers can be more open in communication with a woman than with a man. Local men, even from traditional cultures, can talk at ease with a woman about an array of subjects that include issues outside the domain of traditional male-only conversations. Consequently, being both a businessperson and female gives expatriate women a wider range of interaction options than those available to expatriate men or to local women.* A recent study provides further insights into the potential advantages that female expatriates have relative to male expatriates.* In a comparative small survey of expatriates, the researchers found that female expatriates had higher scores of self-transcendence than males. Self-transcendence, made up of universalism (ability to understand, appreciate, and care for the well-being of others and nature) and benevolence (ability to make decisions that shows caring and enhancement of the wellbeing of others), is expected t.

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84 Module 2 Workplace Basics 84 Module 2 Workplace Basics When Others Are Not Ethical The last section discussed how to behave ethically at work. But what should you do when others are not behaving ethically? Let us go back to the three levels of ethical decision making. Everyone must abide by the law. If someone at work is breaking the law, you have an obligation to inform your employer immediately. This can be done confidentially to either your supervisor or the human resource department. Whenever you accuse anyone of wrongdoing, have documented facts and solid evidence. Keep track of important dates, events, and copies of evidence. Your credibility is at stake. Remember, depending on the enormity of the situation, you, as an employee, have three choices: (1) alert outside officials if the offense is illegal and extreme; (2) if the offense is not extreme and is accepted by management, accept management's decision; or (3) if the inappropriate behavior is accepted by management and you are still bothered, decide whether you want to continue working for the company. Cory finds out that a certain coworker received a laptop computer from a vendor for personal use. No other employee received a laptop. The coworker said the laptop was an incentive for the company's good standing with the vendor and, because he was the employee who made the purchases, it was his right to keep the laptop. Cory thinks this is not fair and is unethical. Cory politely checks with the human resource department, and they tell Cory that the coworker can keep the laptop. Cory must accept the company's policy. Although construed as being unethical in Cory's mind, the company found no conflict with its policies. Cory decides the offense is not extreme; and, because it was accepted by management, Cory accepts management's decision. Another common ethical issue at work occurs in the area of company theft. Company theft is not always large items such as computers or equipment. More often, it is smaller items such as office supplies. Time can also be stolen from a company. If you use company time to surf the Internet, make personal calls, or take extra long breaks, you are stealing from the company. You may not realize that taking a pen or pencil home is stealing from your company. Office supplies should only be used for business purposes. Although it is heavily influenced by the company and how others view right behavior from wrong, ethical behavior starts with the individual. Diversity Basics This section addresses workplace diversity, cultural differences, and employee rights regarding these differences. Diversity comes in many forms. Although most people think of diversity as a race issue, the topic goes far beyond race. People are different in many aspects, ranging from ethnicity to the way we wear our hair. As we discuss these issues, it is important to note three primary messages regarding workplace diversity: · No matter what our differences, treat everyone with .

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