Book Description
This in-depth look at our 21st century workplace explores how the mutual need fpr authenticity, balance, and challenge drives career decisions for women and men alike; how gender influences priorities and choices; and what the best organizations are doing to stop the flow of talent out the door.
Customer Reviews:
Solid Research Brings A New View of Careers.......2007-03-05
The Real McCoy's Top Ten Reasons To Read This Book
10. Based on solid research.
The Kaleidoscope Career Model developed in this book is based on a 5 year study of over 3000 men and women using multiple methods including interviews and three large scale surveys.
The book's appendix details the thoughtful and well executive research design and the excellent analysis of the data. Rarely have I found such a well done study or such a large sample size.
9. Well written, well organized.
The book contains 8 clear and concise chapters. The first three chapters answer many questions about why and how the workplace has changed, generational differences in work attitudes and behaviors, and the different experiences faced by men and women. It takes us beyond the media hype to the complexities of today's workplace.
The next chapter presents a new, fresh approach to careers--the Kaleidoscope Career Model. This model explains much about the career choices people make.
The next three chapters discuss the major parameters of the model. Unlike others who use meaningless metaphors, the kaleidoscope metaphor and three parameters (mirrors) of authenticity, balance and challenge are supported by data. Points are made by cleverly weaving quotes from individuals about their career struggles and triumphs. These case studies put a human face to the model.
The final chapter explodes commonly held myths that organizational leaders and managers hold. It provides extensive examples of companies who are living the principles suggested by the authors' model. It provides insights so that people can make informed choices about the types of companies they want to work for-- or stay with-- or the type of companies they can create as entrepreneurs.
8. Kanter, one of top 10 consultants in the world, endorses it.
7. Interesting, lively read.
This is not a dry academic tome. This book is extremely well written and has a smooth flow. It is clear the authors spent a great deal of time planning and writing the book.
6. Competent authors.
These authors are well-respected professors who are award-winning researchers. They hold Ph.D.s from highly regarded universities (Yale, Ohio State). They have studied these issues for over 20 years, have written extensively on these topics in the most prestigious academic journals, and are regular conference speakers. One has an extensive and impressive list of consulting clients, and has authored several other books. The other is an experienced career coach, who has published over 100 articles in academic journals.
5. Well worth your time.
It's not fluff. Unlike many other books in this genre, this book is not just a collection of personal reflections, stories, or "words of wisdom" without any supporting data or any real knowledge of the research literature. Fluff books tend to be biased; they are based on one person's life experiences and views of careers and organizations. Would you trust your MD if s/he gave you a drug that had been tested on only one person before you?
Many bash others to sell books or coaching services. This book is extremely fair in evaluating theories and ideas.
This is an insightful look at the new workplace realities. I read many business books each year; this book is the best. I've purchased many copies to give to clients, friends and others in the coaching industry.
4. Must read for women.
The authors' discussion of women's careers is right on target. After reading this book my women clients have said it is the first time today's workplace realities have been so accurately captured.
The book doesn't play into stereotypes. It provides realistic solutions for real women, women who are married, single, with or without children. One of my clients took the book to her boss, discussed possible workplace changes based on Chapter 8, and the firm made these improvements. Another is opting-out and planning her own business based on the suggestions of Chapter 8.
3. Must read for men.
Many career books focus on women. That's fine, but what about the other half of the population? Others are so general and so focused on being "PC" that gender differences are ignored and any analysis ends up being meaningless.
These authors examine both sexes. They don't treat women as victims and men as villains. They are realistic and fair. No male-bashing, no false stereotypes.
Their insights on men were a big surprise for me. Had never thought about men's careers in that way before. The idea of the male straightjacket changed the way I counsel my clients. Male clients praise this book.
2. Provides the basis for action.
The book provides many examples, case studies and illustrations of how real people have transformed their careers and lives. For those seeking a new direction in their careers, this book is very empowering. One clear message is: take control of your career!
For organizational leaders and managers, the book, especially Chapter 8, provides a rich and thoughtful game plan for creating an organization and a culture that enhances people's lives and careers. Entrepreneurs and small business owners will gain a better understanding of how to grow their business by focusing on people as their competitive advantage.
This book is a must read for all Human Resource professionals. It explains why people are leaving corporations and how to attract and retain the best performers.
Any career coach worth their salt will read this book and immediately begin to apply the concepts. I've used the model with two of my corporate clients and it has been so successful that I'm getting referrals for (almost) more business than I can handle.
1. It can make a difference in how you see your career and how you live your life.
But you must be willing to caste aside old ways of thinking and take responsibility for managing your own career. You must have courage and be ready to examine your strengths and weaknesses and ask: what do I really want out of life and work?
extraodinary book.......2007-03-02
i am not given to reviewing books in this manner. however, having read some of the reviews on this book i feel obligated to do so. i can not understand the charged negativity of some of the reviews. i feel that the book is very thoughtful and perceptive. the assertion about flawed data is simply absurd and i am given to wonder about the reason behind such a statement. i am familiar with the work of these authors and i have a firm belief in their professional and scholarly abilities. they are at the forefront of career investigations. i think that any thoughtful reader will be challenged and enthused with this scholarly, well-written book.
Excellent book on careers.......2007-03-01
I think that the Opt-Out Revolt is the best book currently available dealing with career change and transitions. I am both an academic and someone who has done career counseling - including teaching doctoral students earning an APA accredited Ph. D. in Counseling Psychology - and I think that this is an exceptionally good book. I first read on a trip overseas - and I ended up reading the entire book over one weekend. It influenced my own career decisions and got me thinking about how I view my own career - and what I would suggest to my own students. Dr. Goodwin is correct that just because people are changing their career orientations that they are NOT really revolting - but that misses the point of the book - - it is revolutionary to career theorists to talk about these issues in spite of the fact that they are going on within the minds of individuals constantly. Do I stay with this job or do I seek another one that MIGHT be less stressful? How would my spouse [and children - and friends] respond to my changing my career orientation? What would it mean to me to not be seen as fighting my way to the top?
In entrepreneurship we deal with these types of issues on a daily basis - however - we dare not talk about them in terms of careers. It is a like a sacred idol that must not be questioned. The authors HAVE questioned the way things are presented and done so with solid data backing up their ideas. Because of the impact of this book I am proud to say that the Journal of Applied Management & Entrepreneurship is publishing a special issue on Kaleidoscope Entrepreneurship in Oct. 2007.
good idea for another book.......2007-01-21
As a career consultant, I am always seeking books to refer clients and ezine readers. The title of this book holds promise. The authors are academics who draw on their research. The topic is timely.
So what went wrong?
(1) Multiple themes cause confusion.
Not everyone who "opts out" is rebelling, so the title really has 2 themes. Kaleidoscope careers could be another book. Later we get ABCs of careers and gender differences. The "Hollywood model" actually makes sense, although we need a reference to Daniel Pink's Free Agent Nation. Choose one!
(2) The theme of kaleidoscope careers needs development. We get a brief summary in the introduction and then no explanation till page 111, according to the index. A kaleidoscope will transform an ordinary object into a beautiful abstract but ultimately meaningless pattern. I use the metaphor of "winding road" in my own work and I like the metaphor of "mosaic," i.e., pieces that seem meaningless until you stand back and recognize the pattern.
(3) The authors use dozens of stories that are interesting to read. A good start. But there are 2 problems. First, some stories don't seem to illustrate the authors' points.
For example: On pages 196-197 we read about a single woman who's identified as the top performer in her department. Her bosses suggest they'll match an offer if she finds a new job but they're clearly not eager to keep her.
This woman needs a career consultant! Her issue is not "being single." She's obviously let the "higher-ups" know she's trapped in this job, so they feel no need to reward her. Companies reward market value. They reward people who can and will move. I encourage my own clients -- both men and women -- to keep their personal lives out of the workplace.
And we get snippets of stories that don't convey the full story. On page 35, "Ann" decided to stay home with her daughter, although the family had "bought this home based on two incomes." Now the family has four children and Ann has never regretted her decision. But don't leave us hanging! Did they sell their home and buy a smaller one? If they needed two incomes to buy the home, how did they manage when the family grew? What was the impact on the family dynamic?
(4) The gender discussions actually detract from the authors' main premise: "why people leave." My own experience is that it's more helpful to contrast linear with non-linear career paths without regard for gender. As the author notes on page 212, men are taking new attitudes to careers. And today families follow all sorts of patterns, including both same-sex and male-female domestic partner arrangements.
(5) The treatment of singles reinforces the stereotypes that are extremely well presented in Bella DePaulo's book, Singled Out. This book was not available while the authors were writing Opt-Out Revolt. But on page 150, we read that single workers felt a "profound concern" over the absence of relationships in their lives. There is an overlap between this discussion and the comments on page 190. On the plus side, the story of "Lal" illustrates one aspect of being single -- employers assume they have no life outside work.
(6) The reasons people leave have been known for a long time. I was surprised by the long discussion of what companies "should" do. In my experience, nobody's motivated by "shoulds," especially organizations.
Table B-2 on page 309 actually questions the "should" statements. Women tend to make career changes due to family demands. At the time this survey was taken, they were still trailing spouses. Men tended to have greater opportunities presented to them...or did they just recognize opportunities better? Or were they freer to take advantage of opportunities because women feel tied to children and care-giving?
We get a few stories of women who left the work force and then returned to companies in a lower position (hardly "revolting!"). As a career consultant, I find that backward moves often lead to frustration. Accepting a lesser position to avoid stress is rarely a wise move. So I'd like to learn more about the how and the why of these individuals.
Generally the data in Appendix B represents self-reports -- valuable up to a point, but we don't know if gender differences are due to perception, workplace culture or learned behaviors.
(7) Finally, my major concern is that the authors suggest it's up to companies to change to meet the needs of the "revolting" workers. Many stories describe workers who didn't revolt: they took time off and/or accepted lesser positions.
But we're not getting younger and most companies are not jumping on the bandwagon to keep the workplace family-friendly. It's up to workers to empower themselves. We get a few stories of people starting their own business -- not an easy choice but often the only option.
Bottom line: The authors had a good idea and some good data. They needed another round of organization to become more focused.
New view of people in business.......2007-01-12
Times are changing and careers no longer follow a linear path, says the authors of
Opt-Out Revolt, a summary of ground-breaking research conducted over a five-year period. I couldn't agree more, and I'm glad.
When I "opted-out" of the corporate fast track in human resources, a business friend recommended Amy Saltzman's 1992 book, Downshifting: Reinventing Success on a Slower Track. In those seven years, I am still waiting for that "slower track" Saltzman described. After reading this book, I realize my entrepreneurial career journey is a common one, called: Kaleidoscope Career.
Drs. Mainiero and Sullivan, well-respected university professors and experts in career development and work life balance, assert that talented women (and men, primarily from Generation X and Y) are "rebelling against work environments that don't support their values and hamper their desire for a balanced life." These highly talented individuals then pursue careers following the Kaleidoscope
Career Model whereby they pursue authenticity, balance, and challenge at various stages of their life in different sequences over time.
While I enjoyed their "career model," their discussion of the differences among women and men in their approach to career development was particularly helpful since I coach senior male executives.
Using their insights, I have rethought my coaching approach in enabling male and female executives to reach their full potential on their own terms.
Well-written, it's not a quick read though with the excessive interview excerpts that reinforce various points and themes. Career professionals with limited time would gain more value if each chapter had a summary of bullet points outlining the major concepts. I hated the fact I couldn't read it cover to cover, but at almost 400 pages, I found it encroaching on my own work life balance. Nonetheless, I'm glad a book which emphasizes multiple roads to success (including stay-at-home dads!) is on the shelf.
Human resources professionals, academics, and executive/career transition coaches will gain value from reading this book.
Armchair Interviews says: It's a keeper!
Book Description
One of the core assumptions of recent American foreign policy is that China's post-1978 policy of "reform and openness" will lead to political liberalization. This book challenges that assumption and the general relationship between economic liberalization and democratization. Moreover, it analyzes the effect of foreign direct investment (FDI) liberalization on Chinese labor politics.
Market reforms and increased integration with the global economy have brought about unprecedented economic growth and social change in China during the last quarter of a century. Contagious Capitalism contends that FDI liberalization played several roles in the process of China's reforms. First, it placed competitive pressure on the state sector to produce more efficiently, thus necessitating new labor practices. Second, it allowed difficult and politically sensitive labor reforms to be extended to other parts of the economy. Third, it caused a reformulation of one of the key ideological debates of reforming socialism: the relative importance of public industry. China's growing integration with the global economy through FDI led to a new focus of debate--away from the public vs. private industry dichotomy and toward a nationalist concern for the fate of Chinese industry.
In comparing China with other Eastern European and Asian economies, two important considerations come into play, the book argues: China's pattern of ownership diversification and China's mode of integration into the global economy. This book relates these two factors to the success of economic change without political liberalization and addresses the way FDI liberalization has affected relations between workers and the ruling Communist Party. Its conclusion: reform and openness in this context resulted in a strengthened Chinese state, a weakened civil society (especially labor), and a delay in political liberalization.
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Rents, Rent-Seeking and Economic Development: Theory and Evidence in Asia
Manufacturer: Cambridge University Press
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Institutions and the Path to the Modern Economy: Lessons from Medieval Trade (Political Economy of Institutions and Decisions)
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Economic Origins of Dictatorship and Democracy
ASIN: 052178302X |
Book Description
Rent-seeking is about buying influence, which can range from lobbying to corruption. The concepts of rents and rent-seeking are central to any discussion of the processes of economic development. Yet conventional models of rent-seeking are unable to explain how it can drive decades of rapid growth in some countries, and at other times be associated with spectacular economic crises. This book argues that the rent-seeking framework has to be radically extended if it is to explain the anomalous role played by rent-seeking in Asian countries.
Book Description
What do children need to grow and develop? And how can their needs be met when parents work?
Emphasizing the importance of parental choice, quality of care, and work opportunities, economist Jane Waldfogel guides readers through the maze of social science research evidence to offer comprehensive answers and a vision for change.
Drawing on the evidence, Waldfogel proposes a bold new plan to better meet the needs of children in working families, from birth through adolescence, while respecting the core values of choice, quality, and work:
Allow parents more flexibility to take time off work for family responsibilities;
Break the link between employment and essential family benefits;
Give mothers and fathers more options to stay home in the first year of life;
Improve quality of care from infancy through the preschool years;
Increase access to high-quality out-of-school programs for school-aged children and teenagers.
Book Description
Post-Mao market reforms in China have led to a massive migration of rural peasants toward the cities. Officially denied residency in the cities, the over 80 million members of this "floating population" provide labor for the economic boom in urban areas but are largely denied government benefits that city residents receive. In an incisive and original study that goes against the grain of much of the current discussion on citizenship, Dorothy J. Solinger challenges the notion that markets necessarily promote rights and legal equality in any direct or linear fashion.
Customer Reviews:
Well-researched and Original.......2003-07-11
The floating population in China is a relatively new phenomenon, and this book contributes much to the literature, which has previously been most accessible in academic journals. The only thing holding me back from giving it 5 stars is its publication date...one year before the census in China. Updated statistics would be much appreciated, and are now available to Chinese scholars.
Thought-provoking.......1999-05-07
Dorothy Solinger's book is more than just an intelligent and well researched document about peasant migration in China today - she also offers a sympathetic and personal angle to the subject through accounts of her many personal interviews with the migrants themselves, as well as excerpts from primary sources. A thoroughly challenging read that is a must for anyone interested in the relationship between China's floating population, the state and society.
Book Description
In this up-close and personal look at the heroines who make family, community, and society tick, Miriam Ching Yoon Louie showcases immigrant women workers speaking out for themselves, in their own words. While public outrage over sweatshops builds in intensity, this book shows us who these workers really are and how they are leading campaigns to fight for their rights.
In-depth, accessible analyses of the immigration, labor, and trade policies, which together have forced these women into the most dangerous, poorly paid jobs, dovetail with vivid portraits of the women themselves. Louie, a longtime writer/activist and well-known figure in feminist, immigrant, and labor circles, is uniquely poised to make her case: that the labor of immigrant women worker-activists not only sustains families and communities, but the vibrant social activism that undergirds democracy itself.
With chapters on successful campaigns against Levi-Strauss, Donna Karan, and restaurants in Los Angeles; Koreatown, among others.
Miriam Ching Yoon Louie is a longtime writer/activist in campaigns to organize women of color. She is national campaign media director of Fuerza Unida, a board member of the Women of Color Resource Center, and former media director of Asian Immigrant Women Advocates. Her essays and articles on immigrant women and labor issues have been widely anthologized, including in the 1997 collection Dragon Ladies: Asian American Feminists Breathe Fire (South End Press) and she speaks at public events internationally. She is the co-author, with Linda Burnham, of Women's Education in the Global Economy (Women of Color Resource Center, 2000).
Customer Reviews:
Sweatshops from the workers' perspective.......2004-04-30
I teach a course on Women and Work and Miriam Ching Louie's Sweatshop Warriors is the first book I have found that really describes sweatshops from the workers' perspectives, as agents rather than victims. The students really got it. I plan to use the book in this course from now on.
A more sinister side of globalization.......2001-10-29
Miriam Ching Yoon Louie has a literary talent in exposing the ill effects of globalization on poor women of color in the American garment industry. Focusing on Chinese, Korean, and Mexican immigrants she documents how their labor is continuously being exploited without regard to their personal well-being. Transnational corporations seek their labor because it is cheap. It is these women who are the backbones of the forces of globalization and their stories need to be told. An added strength of this book is that the author doesn't just focus on the negative structural aspects but she also includes multiple instances of how these workers create social solidarity and fight for social change in their favor, even when up against the odds. Her personal involvement in these social movements is an added benefit. These poor women of color both produce and reproduce globalization on the local and global scale. It leaves one with the belief that there is hope after all for a fair and just world. This book will make you reevaluate the 'promises' of free trade agreements and economic growth. As one group prospers there is surely another group being disadvantaged. Overall, this book is accessible especially in discussions on the feminization of labor and migration that is not cluttered with jargon. Go ahead and take a gamble. I hope that it will alter your social stance on these important issues as it reinforced mine.
In My Personal Top Ten.......2001-07-26
During my vacation, I've been reading "Sweatshop Warriors: Immigrant Women Workers Take on the Global Factory" by Miriam Ching Yoon Louie. Miriam has a multi-decade organizing history with low income women of color. She is the co-founder of the Women of Color Resource Center in Berkeley, and author of an amazing trainers' manual called WEdGE" Women's Education in the Global Economy."
"Sweatshop Warriors" is one of my personal top ten books on radical organizing. It looks at transnational sweatshops through the eyes of Korean, Chinese and Mexican women forced to leave their homes of origin to take super exploited labor jobs in the world's sweatshops, ending up in the garment rows of NY, Oakland, LA, El Paso, etc. And there they have stood and fought. Against incredible odds, they've led international campaigns against the sweatshops industries, formed multi-purpose women workers centers, dealt with men in their families who were sometimes less than supportive of their activism, and learned to be world traveling organizers.
The author mixes political economy, analysis, history, and the herstories of the women organizers she has interviewed. Race/class/gender/nationality -- all come into play in the lives and organizing work of these incredible women.
Book Description
When and why have employers supported the development of institutions of social insurance that provide benefits to workers for various employment-related risks? What factors explain the variation in the social policy preferences of employers? This book provides a systematic evaluation of the role played by business in the development of the modern welfare state. Isabela Mares studies these critical questions and demonstrates that major social policies were adopted by cross-class alliances comprising labor-based organizations and key sectors of the business community.
Book Description
The flow of money southward from the United States has evolved from a stream flowing from families through informal networks to a major river with new tributaries fed by transnational migrant organizations, channeled through an increasingly formal marketplace, and attracting the involvement of home country governments. This volume tracks the evolution of the flow of money home, offering new data to enhance the picture and understanding of this important economic phenomenon.
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We Are Poor but So Many: The Story of Self-Employed Women in India
Ela R. Bhatt
Manufacturer: Oxford University Press, USA
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Banker to the Poor: Micro-Lending and the Battle Against World Poverty
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Ela Bhatt is widely recognized as one of the world's most remarkable pioneers and entrepreneurial forces in grassroots development. Known as the "gentle revolutionary," she has dedicated her life to improving the lives of India's poorest and most oppressed citizens. In India, where 93 percent of the labor force are self-employed, 94 percent of this sector are women. Yet self-employed women have historically enjoyed few legal protections or worker's rights. In fact, most are illiterate and subject to exploitation and harassment by moneylenders, employers, and officials. Witnessing the terrible conditions faced by women working as weavers, stitchers, cigarette rollers, and waste collectors, Ela Bhatt began helping these women to organize themselves. In 1972, Ela Bhatt founded the Self-Employed Women's Association (SEWA) to bring poor women together and give them ways to fight for their rights and earn better livings. Three years after SEWA was founded, it had 7,000 members. Today it has a total membership of 700,000 women, making it the largest single primary trade union in India. Bhatt lead SEWA to form a cooperative bank in 1974 - with a share capital of $30,000 - that offered microcredit loans to help women save and become financially independent. Today the SEWA Cooperative Bank has $1.5 million in working capital and more than 30,000 depositors with a loan return rate of 94 percent. Through years of organization and strategic action, Ela Bhatt developed SEWA from a small, often ignored group into a powerful trade union and bank with allies around the world. During the last three decades, SEWA's efforts to increase the bargaining power, economic opportunities, health security, legal representation, and organizational abilities of Indian women have brought dramatic improvements to hundreds of thousands of lives and influenced similar initiatives around the globe. We Are Poor but So Many is a first-hand account of the vision, rise, and success of SEWA, in India as well as internationally. The book begins with a history of the early days of SEWA and an exploration of the Ghandian philosophy that helped shape SEWA's formation and vision. It follows with an account of the struggles and challenges that SEWA faced in its journey and describes how these were addressed and overcome. It then explores the freedom that SEWA has facilitated for women working in the informal economy by presenting several inspirational stories of individual SEWA members. The final chapter describes the international extension of SEWA's work, the challenges that women face in the informal economy worldwide, and how SEWA can be effectively replicated in other parts of the world. This volume is unique in that it will elaborate the specific experience and knowledge of Ela Bhatt in her and SEWA's journey and provide insights and knowledge that no outside researcher would ever be in a position to replicate.
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