The document presents 20 questions about differences between men and women across physical, behavioral, and psychological traits. Some key differences highlighted include:
- Men on average have a larger body size and weigh more than women.
- Men have higher levels of testosterone and tend to take more risks, while women take less risks and apply for jobs only when fully qualified.
- Women on average live longer than men, in part because they avoid risky behaviors and lifestyles.
- Companies with more women in top management tend to perform better, especially those pursuing innovation-focused strategies.
Gender Differences PowerPoint PPT Content Modern SampleAndrew Schwartz
165 slides include: highlighting gender and communication differences, how to avoid pitfalls, 6 common areas of miscommunication between genders, negotiation and gender, biological brain and health differences, gender strengths with facts and trivia, managing and accommodating different genders, moving past stereotypes, the Parson's model, women working with men, men working with women, females in business, common misunderstandings with communication between spouses, interesting gender statistics and more.
Gender Differences PowerPoint PPT Content Modern SampleAndrew Schwartz
165 slides include: highlighting gender and communication differences, how to avoid pitfalls, 6 common areas of miscommunication between genders, negotiation and gender, biological brain and health differences, gender strengths with facts and trivia, managing and accommodating different genders, moving past stereotypes, the Parson's model, women working with men, men working with women, females in business, common misunderstandings with communication between spouses, interesting gender statistics and more.
How to Raise a Successful Child
http://www.myqtbb.com -
To raise a successful child, we have to make a childhood that breeds success. What’s best about this is it doesn't cost you much of money to spend in private school fees or in a lot of extracurricular activities. If you want to know how to raise a successful child, please check out this ebook.
ReadySetPresent (Gender Differences PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Misinterpreting gender differences can be potentially disastrous. However, understanding them, can lead to a harmonious environment both at work and at home. Gender Differences PowerPoint Presentation Content slides include topics such as: highlighting Gender and Communication Differences, how to avoid pitfalls, 6 common areas of miscommunication between genders, 6 slides on negotiation and gender, 10 slides on biological brain and health differences, 25+ slides on strengths of genders with facts and trivia, 15+ slides on managing and accommodating different genders and moving past stereotypes, 4 slides on the Parson’s model, 9 slides on women working with men, 8 slides on men working with women, and 6 slides on females in business, 10 slides on common misunderstandings and communication between spouses, interesting gender statistics and more!
Your Life Satisfaction Score (beta) is an indicator of how you thrive in your life: it reflects how well you shape your lifestyle, habits and behaviors to maximize your overall life satisfaction along the five following dimensions:
►1. Health & fitness, reflecting your physical well-being and healthy habits;
►2. Positive emotions & gratitude, indicating how well you embrace positive emotions;
►3. Skills & expertise, measuring the ability to grow your expertise and achieve something unique;
►4. Social skills & discovery, assessing the strength of your network and your inclination to discover the world;
►5. Leadership & meaning, gauging your compassion, generosity and how much 'you are living the life of your dream'.
Visit www.Authentic-Happiness.com to check your Life Satisfaction score. Free, no registration required.
Designed for parents with children who have special needs, but is a good primer for all parents looking for ways to increase regulation and decrease stress.
Would you like your teams to learn faster, and be more agile and resilient? Innovation powerhouses like Google and IDEO have found that psychological safety is the #1 predictor of their best teams.
icare and R U OK? just launched a world-first study into psychological safety in the workplace, which showed that frontline lower income-earning staff feel less safe and permitted to take risks at work than higher income-earning employees.
The Australian Workplace Psychological Safety Survey canvassed 1,176 Australian employees and found that only 23 per cent of lower income-earning frontline employees felt their workplace was “psychologically safe” to take a risk, compared to 45 per cent of workers on significantly higher incomes.
A “psychologically safe” workplace is characterised by a climate of interpersonal trust and mutual respect in which people feel comfortable being themselves to make mistakes or take risks in their work.
Professor Amy Edmonson from Harvard Business School collaborated with R U OK? and has commented on the results. She said “This is the first time a country has ever measured psychological safety in the workplace”.
MORE INFORMATION
Graeme Cowan, Board Director, R U OK?: graeme@graemecowan.com.au
Brendan Maher, CEO, R U OK?: brendan@ruok.org.au
Happiness is the elusive quest behind every human endeavor and is defined by the famous businessman, Lester Levenson, as the state of mind where there is no trace of sorrow
Masturbation:History, Motivations, Benefits, and RisksKScalisi
Capstone presentation for PC450: Advanced Psychology Seminar. Provides a historical background on masturbation before exploring current psychological research related to motivations behind and benefits and risks of masturbating.
Learning Objective: Examine the factors for low numbers of women in the tech field and how to retain women tech professionals
Research has shown that most women leave the tech workforce after an average of 7 years. This is a huge, unnecessary loss of talent in a field facing a short of talent. Since the tech field is a major driver of the U.S. economy, this shortage impacts everyone. Some tech companies are struggling to hire and retain employees. When men and women with the same qualifications apply for the same job, studies have shown that they are evaluated differently. These biases may occur unconsciously and without intention or malice. This seminar will address the issue of how to address the gap.
At the end of this seminar, participants will be able to:
a. Examine the causes behind the lack of women in the tech field.
b. Discuss the natural bias that exists in our workforce culture.
c. Explore ways to change the workforce bias.
Question # 1: What differences between women and men are there?
Question # 2: What are some examples of low gender diversity?
Question # 3: What are some examples of high gender diversity?
Question # 4: How do we measure gender diversity?
How to Raise a Successful Child
http://www.myqtbb.com -
To raise a successful child, we have to make a childhood that breeds success. What’s best about this is it doesn't cost you much of money to spend in private school fees or in a lot of extracurricular activities. If you want to know how to raise a successful child, please check out this ebook.
ReadySetPresent (Gender Differences PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Misinterpreting gender differences can be potentially disastrous. However, understanding them, can lead to a harmonious environment both at work and at home. Gender Differences PowerPoint Presentation Content slides include topics such as: highlighting Gender and Communication Differences, how to avoid pitfalls, 6 common areas of miscommunication between genders, 6 slides on negotiation and gender, 10 slides on biological brain and health differences, 25+ slides on strengths of genders with facts and trivia, 15+ slides on managing and accommodating different genders and moving past stereotypes, 4 slides on the Parson’s model, 9 slides on women working with men, 8 slides on men working with women, and 6 slides on females in business, 10 slides on common misunderstandings and communication between spouses, interesting gender statistics and more!
Your Life Satisfaction Score (beta) is an indicator of how you thrive in your life: it reflects how well you shape your lifestyle, habits and behaviors to maximize your overall life satisfaction along the five following dimensions:
►1. Health & fitness, reflecting your physical well-being and healthy habits;
►2. Positive emotions & gratitude, indicating how well you embrace positive emotions;
►3. Skills & expertise, measuring the ability to grow your expertise and achieve something unique;
►4. Social skills & discovery, assessing the strength of your network and your inclination to discover the world;
►5. Leadership & meaning, gauging your compassion, generosity and how much 'you are living the life of your dream'.
Visit www.Authentic-Happiness.com to check your Life Satisfaction score. Free, no registration required.
Designed for parents with children who have special needs, but is a good primer for all parents looking for ways to increase regulation and decrease stress.
Would you like your teams to learn faster, and be more agile and resilient? Innovation powerhouses like Google and IDEO have found that psychological safety is the #1 predictor of their best teams.
icare and R U OK? just launched a world-first study into psychological safety in the workplace, which showed that frontline lower income-earning staff feel less safe and permitted to take risks at work than higher income-earning employees.
The Australian Workplace Psychological Safety Survey canvassed 1,176 Australian employees and found that only 23 per cent of lower income-earning frontline employees felt their workplace was “psychologically safe” to take a risk, compared to 45 per cent of workers on significantly higher incomes.
A “psychologically safe” workplace is characterised by a climate of interpersonal trust and mutual respect in which people feel comfortable being themselves to make mistakes or take risks in their work.
Professor Amy Edmonson from Harvard Business School collaborated with R U OK? and has commented on the results. She said “This is the first time a country has ever measured psychological safety in the workplace”.
MORE INFORMATION
Graeme Cowan, Board Director, R U OK?: graeme@graemecowan.com.au
Brendan Maher, CEO, R U OK?: brendan@ruok.org.au
Happiness is the elusive quest behind every human endeavor and is defined by the famous businessman, Lester Levenson, as the state of mind where there is no trace of sorrow
Masturbation:History, Motivations, Benefits, and RisksKScalisi
Capstone presentation for PC450: Advanced Psychology Seminar. Provides a historical background on masturbation before exploring current psychological research related to motivations behind and benefits and risks of masturbating.
Learning Objective: Examine the factors for low numbers of women in the tech field and how to retain women tech professionals
Research has shown that most women leave the tech workforce after an average of 7 years. This is a huge, unnecessary loss of talent in a field facing a short of talent. Since the tech field is a major driver of the U.S. economy, this shortage impacts everyone. Some tech companies are struggling to hire and retain employees. When men and women with the same qualifications apply for the same job, studies have shown that they are evaluated differently. These biases may occur unconsciously and without intention or malice. This seminar will address the issue of how to address the gap.
At the end of this seminar, participants will be able to:
a. Examine the causes behind the lack of women in the tech field.
b. Discuss the natural bias that exists in our workforce culture.
c. Explore ways to change the workforce bias.
Question # 1: What differences between women and men are there?
Question # 2: What are some examples of low gender diversity?
Question # 3: What are some examples of high gender diversity?
Question # 4: How do we measure gender diversity?
A meta-model for changing social complex systems, like teams and organizations. This topic is part of the Management 3.0 course.
There is also a booklet available about this topic:
http://www.lulu.com/product/ebook/how-to-change-the-world/18934108
Question # 1: What if people outside the company participate?
Question # 2: Should a person do 1 specialized job or do different types of work?
Question # 3: What if people have no titles, and what if there is no formal hierarchy?
Question # 4: What if creativity is as important as efficiency?
Question # 5: What if people try their ideas out?
Question # 6: What if people take decisions themselves?
The annotated slides from a webinar I presented for http://www.pkids.org about social media and public health . Links to the recording archive are listed in the first slide notes.
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4. The body size of men is, on average,
10% larger than that of women.
Hofstede, Geert: Cultures and organizations, p. 137 and 462.
5. As the bone structure of a
girl develops, she develops
broader hips and
narrower shoulders.
http://www.bolandathletics.com/4-5%20The%20difference%20between%20men%20and%20women.pdf
http://www.imagebase.net/People/imagebase5_03
10. Under stress, men take more risk
and women take less risk.
http://cdp.sagepub.com/content/21/1/36
11. Women tend to apply for senior roles if
they consider that they meet 100% of
selection criteria.
Men apply if they think they meet 60%
of requirements.
http://issuu.com/keymedia/docs/hc1108_emag/1
16. 4 reasons
1. Later age at marriage led to fewer pregnancies - thereby reducing
women's risk of dying in childbirth.
2. Access to food and health care within households became more equal.
3. Greater migration and trade increased the spread of disease,
disadvantaging men.
4. Urban settings led to more competition for mates, causing increased
male risk-taking behaviour.
Through most of history, women lived shorter lives
than men. That changed towards the 15th century.
http://www.prb.org/Articles/2011/biodemography.aspx
17. Question # 5
Do the best performing companies
have the most women or the most
men in top management?
19. Firms with women in top management positions
perform better - especially if the firms pursue an
innovation intensive strategy, in which creativity
and collaboration are especially important.
http://www.theatlantic.com/magazine/archive/2010/07/the-end-of-men/308135/
21. The reason men are seen as more creative is
a belief that it takes autonomy, independence, and
thinking that diverges from the status quo. These
are seen as masculine traits.
https://hbr.org/2015/12/even-women-think-men-are-more-creative
24. Men Women
Most men rate pay and
status higher than
meaning.
Most women rate
meaning higher than
pay and status.
http://www.youtube.com/watch?v=rsWWbxLmIS8
32. Women tend to lie about
their age and their weight.
http://www.psychologytoday.com/blog/the-scientific-fundamentalist/201105/why-men-lie-and-women-lie-down
http://www.imagebase.net/People/094-copy
33. And women tend to lie to
make the person they are
talking to feel good.
http://www.eurekalert.org/pub_releases/2002-06/uoma-urf061002.php
http://www.imagebase.net/People/094-copy
34. Men tend to lie
about their earnings
and their height.
http://www.psychologytoday.com/blog/the-scientific-fundamentalist/201105/why-men-lie-and-women-lie-down
http://www.imagebase.net/People/Haiti-2013-148-copy
35. Men tend to lie to
make themselves
look better.
http://www.eurekalert.org/pub_releases/2002-06/uoma-urf061002.php
http://www.imagebase.net/People/Haiti-2013-148-copy
37. Women experience more emotions
than men do.
http://www.youtube.com/watch?v=rsWWbxLmIS8
38. Women tend to be a little better
than men on average at sensing
in the moment what the other
person is feeling.
http://www.npr.org/templates/story/story.php?storyId=6368484
Daniel Goleman
40. Board members observed that female directors
tended to seek the opinions of others
and tried to ensure that everyone in the
boardroom take part in the discussion.
https://hbr.org/2015/02/women-directors-change-how-boards-work
42. Women have, on average, more
emotional intelligence than men.
Groups with more women
therefore tend to be smarter.
http://www.niemanlab.org/2011/05/mit-management-professor-tom-malone-on-collective-intelligence-and-the-genetic-structure-of-groups/
Thomas Malone
43. Women cooperate more than men in
mixed-sex interactions.
However, male-male interactions are
more cooperative than female-female
interactions.
http://psycnet.apa.org/psycinfo/2011-20484-001/
44. Around the world women are more likely
to vote for parties that place a higher value
on compassion than men.
http://www.economist.com/news/business/21653626-claims-women-manage-differently-fromor-better-thanmen-are-questionable-sex-boardroom
47. Men Women
Men build wide
networks but not deep
relationships.
Women build deep
relationships with a few
people.
Sources
http://www.youtube.com/watch?v=rsWWbxLmIS8
http://www.economist.com/node/21538162?fsrc=scn/tw/te/ar/contactsports
48. Men get a lot more help from their
contacts than women do from their contacts.
Study by Lily Fang and Sterling Huang of 1,815 Wall Street analysts.
http://knowledge.insead.edu/women-in-business/your-rolodex-matters-but-by-how-much-depends-on-your-gender-3862
https://hbr.org/2015/02/why-network-more-is-bad-advice-for-women
52. Women are more than 20% less likely than men to
receive difficult feedback that helps improve their
performance.
https://hbr.org/2016/04/research-vague-feedback-is-holding-women-back
https://www.weforum.org/agenda/2016/10/managers-give-women-less-feedback
59. When entering a room, women tend to
use 27 distinct behaviours.
Men displayed only 12 distinct gestures.
http://www.kevinmd.com/blog/2011/10/body-language-improve-patient-encounter.html
61. Scientific studies have shown that people
generally find women's voices more
pleasing than men's.
http://edition.cnn.com/2011/10/21/tech/innovation/female-computer-voices/
62. Question # 17
Who is more likely to help
women, who use shoes
with high heels?
65. Favourite colours of men
Source
Survey of 232 people from 22 countries.
http://advertiser-in-arabia.blogspot.com/2011/03/true-colors-colors-by-gender.html
66. Source
Survey of 232 people from 22 countries.
http://advertiser-in-arabia.blogspot.com/2011/03/true-colors-colors-by-gender.html
Favourite colours of women
68. When women were shown images of
unfamiliar people, eye-tracking technology
showed that they fixed upon the faces 10%
to 40% more times than men did.
http://blogs.hbr.org/daily-stat/2013/07/why-women-are-better-than-men.html
71. A man tends to listen for a solution. What is the
problem? How can we solve it? Bang. Thank you
very much. On to the next thing.
http://wunc.org/post/how-can-we-all-listen-better#stream/0