Extended Family Cover Essay Example for Free

Extended Family Cover EssaySurvey respondents believe that women atomic number 18 not as internationally mobile as men, yet 80 percent of pistillate expatriates have neer turned down a relocation, compared to 71 percent of men. A second powerful assumption is that women detect more work-life conflict while managing a global schedule. However, nearly half of both women and men describe that they find work-life balance difficult. Finally, survey respondents believe clients outside the United States are not as soothing doing business with women as they are with men. In fact, 76 percent of women expatriates said being a fair sex had a positive or neutral impact on their effectiveness overseas. Both women and men, managers and human resources executives, realise 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, a nd 93 percent of men married to expatriates said they would repeat their current assignments again.In fact, current expatriates (85 percent) and former expatriates (86 percent) believe global experience makes them more marketable to opposite companies. Compared in the past, companies at present become more open in having women as part of the manpower and consider them in equal footing as their male employees. Working Woman magazine cited Philip Morris as a company where 31 percent of all managers are women. With respect to international assignments, Philip Morris makes sure 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 one of only two companies in the case 500 with a woman as chair, president, and CEO. Hewlett-Packard, which has a strong international presence, has a long archives of supporting and promoting women (Palagan o Lee, 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 offer family healthcare benefits packages for partners and their children.It helps to maintain high worker performance and establishing a caring reputation are the important motivating factors, as employers believe satisfied employees will outflank the word about a companys practices (Extended Family Cover, 2004). While BMW Plant Oxford, manufacturer of the Mini Cooper, presents different options of flexible, voluntary family benefits, that accommodate insurance products, dental coverage and healthcare cash plans workers have an option to devise their own benefits packages adapt to individual family needs.BMW also offers family social events, it is one of their strategies to improve worker morale and performance, intensifying job particular date and encouraging better relationships among em ployees (Extended Family Cover, 2004). IBM provides its employees with schedule flexibility, extended personal leaves and dependent care referral services. Also, IBM has recognized the need to transport training programs that sensitize its managers to the problems that employees may encounter as they try to balance family and job demands. (Extended Family Cover, 2004).A trailblazer in lactation support benefits, Procter and Gamble (PG) has such programs at all its major worksites and in almost of its production plants. This kind of strategy has helped maintain high morale and retention rates. It is also enhanced productivity and reduced absenteeism among female workers. Mothers schedule their own breaks in lactation live that have hospital-grade hearts, refrigerators for storing milk, curtained-off nursing displace 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 rec eived a 100% satisfaction rating from participating nursing mothers, has lactation rooms in its 50 locations and an in-house Web site with information 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 reasonable of nursing mothers (Callahan, 2005).