By Mary Blair-Loy
The wrenching determination dealing with winning ladies deciding upon among hard careers and extensive kinfolk lives has been the topic of many articles and books, such a lot of which suggest suggestions for resolving the challenge. Competing Devotions specializes in broader social and cultural forces that create women's identities and form their figuring out of what makes existence worthy residing. Mary Blair-Loy examines the occupation paths of girls monetary executives who've attempted a number of techniques to balancing profession and relations. the pro point those ladies have attained calls for a tremendous dedication of time, strength, and emotion that turns out usual to employers and consumers, who think profession merits single-minded allegiance. in the meantime, those girls needs to confront the cultural version of family members that defines marriage and motherhood as a woman's basic vocation. This perfect can provide girls creativity, intimacy, and fiscal balance in taking good care of a kinfolk. It defines childrens as fragile and assumes that males lack the selflessness and endurance that kid's fundamental caregivers desire. This excellent is taken without any consideration in a lot of up to date society. the facility of those assumptions is gigantic yet no longer absolute. Competing Devotions identifies ladies executives who try and reshape those rules. those mavericks, who face nice resistance yet are aided by way of new ideological and fabric assets that include old swap, may well finally redefine either the extended family and the capitalist company in ways in which lessen work-family clash.
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Additional resources for Competing Devotions: Career and Family among Women Executives
This remark illustrates the external force of the work devotion schema. It is part of the workplace culture, imposed by upper management, and eventually more or less internalized by managers moving up the ladder. Like Audrey Weyler, Alice Witt does the emotion work to summon the feelings appropriate to her structural position as an executive. Despite the evidence of her colleague’s downfall and regardless of her partial disillusionment, Alice continues to hope and believe that her abiding ﬁdelity will be rewarded.
The most ardent believers may be most likely to be promoted and in turn become the senior managers who expect similar effort and loyalty from subordinates. High-ranking managers get to shape their ﬁrm’s version of the schema to serve their own interests. Additionally, more powerful members of the ﬁrm can ensure that they receive the rewards promised by the schema. For example, they may be able to insulate themselves from layoffs related to industry consolidation. Moreover, those who have moved ahead the furthest are more likely to consider the schema to be a fair and accurate description of reality.
Another family-committed group member, Yvonne Smith, recalled the intensity of the career she recently relinquished to care for her children. She remembered long hours, stimulating work, and plenty of opportunity. M. M. I worked all the time. I was very challenged, stimulated. I had a lot of drive and ambition . . I got promoted very early . . I always found a lot of career success, a lot of attention and credibility. But Yvonne Smith describes her career as more than simply garnering the rewards of challenge, promotions, and recognition.
Competing Devotions: Career and Family among Women Executives by Mary Blair-Loy