Female Professional Career Program In Organization

Initiation of Female Career Development is inseparable from the Western concept of the proposed changes in the labor market and the rise of the feminist movement. Since the 1950s, Caplow (1954), proposed the creation of an independent career women theoretical proposition, and its purpose is to give women more "the right to speak." in the workplace and career development research field. Since then, the research of foreign Women Career Development began. Foreign Women Career Development separated from two aspects: Occupational Psychology and Organizational Behavior. And the most famous theories of the Women Career Development are Farmer's (1976, 1980, 1985, 1989, 1997) Female Professional Motivation Model, Hackett and Betz's(1981) Career Development of Female Self-efficacy Theory, Astin's (1984) Women Career Choices and Professional Conduct of Social and Psychological Model, Betz and Fitzgerald's (1987) Model of Female Career Choices, and White's (1995) the Success of Women Such As Career Development Stage.While the discussion of Chinese Women Career originated in the middle of 1930s on the "Women go home", which had four arguments. the mainly domestic discussion focus on: equality issues of the male and female genders'career development (including measures of inequality system -- recruitment, hiring and retirement system, occupational sex-segregation, role conflict and role confusion); the differences of the male and female genders'career(including: women employment patterns , the characteristics of women career development path, contrast of the male and female entrepreneurs, the differences of the male and female genders'management style);the problems of how to promote the women career development(including: the future of women career development, women career design, the social mechanism of relieving conflict of female role, the reform of women career development). Since then, the study on women career was initiated fiercely. This paper analyzes the Chinese female employment policies and the status quo. In the same time, it specially analyzes the career changes of the female leaders in the government and enterprises, comparative analysis of women entrepreneurs and female professional managers, the family impact of married women (including: the study of married female employee's income impact and the analysis of married women with family status satisfaction), the crisis and common mistakes of the female staff in their career development in organizations; the gender discrimination from gender differences in and female human resource degradation. Thus we propose the solutions - two models: Women Career Development Phase Model and Women Career Growth Model." Women in organization " in this paper means"working women". It means the women who participate in the all the socio-economic activities with some reward except housework. People used to tell working women from four types: "white collar" and "blue-collar" and "pink collar" and "golden collar". This paper is organized in the scope of the women who take a good education and work for an organization. At the same time, it assumes that women have experienced the special life cycle stages: during pregnancy, maternity and breast-feeding ("3 periods") - Most of the women will choose"3 period", which is a general law.The main research method for this paper is theoretical interpretation. The two models are born from the vertical and horizontal analysis. They will solve the puzzles when the women in organizations face different career stages, and will help the women design their own career reasonably. At the same time, in conjunction with other external factors, the two models will protect and assist the women in organization to finish their own career planning which will be the most suitable for them. The two models will help women to be happy in work.Now tell us about this innovated points and conclusions:Through theoretical deductions, we include two career planning models for the women in organizations:(1) Vertical planning– Women Career Development Phase Model In this paper, we take into account in particular of the women's life cycle, so in women's career also has a special cycle. The paper innovate: Women Career Development Phase Model. As the name suggests, this model is based mainly on the period of women's career time. We can divide into five stages: 1, Phase I of 18 -22-year-old, it is the period of slowly rising career. It is a period of"novice road". It is the period of exploration their own reasonable position;2, Stage II of 22-30-year-old,it is from the early career section to occurrence a small peak. It is an important period of rapidly rising career;3, Stage III of 30-36 year-old, it is the period of the lowest point of view, because the women in this stage should experience"3 periods";4, IV stage of 36-46-year-old, it will appear the second peak of women career, but this time they should guard against the "glass ceiling";5, V stage of 46-55-year-old, it is so stable. The women will maintain current situation and existing achievements until retirement. Conclusion: the women in organization should make their specific career planning according to the different stages .(2) Horizontal planning - Women Career Growth ModelFrom the analysis of vertical planning - Women Career Development Phase Model ,we can innovate the Women Career Growth Model. We find out four factors to the career women in organizations: women themselves, organizations, government and society, families, which are the most influential.1, The women's initiative is a major factor. The women in organizations must pay attention to the quality of their training and give full play to women's advantage: the advantages of language skills, the advantages of thinking ability, the advantages of management capacity; attach importance to their professional image; be self-esteem, self-confidence, self-reliance, and self-improvement; overcome dependence; relieve pressure; distress calm and cool-headed; develop good interpersonal relationships;2, organization is one of the important external factors for the women in organizations. Organizations should do "Work– Family Balanced Plan"well; establish organizational lifelong educational system, especially with regard to childbearing women after the return to the positions; formulate a "dual career planning".3, the family is for the married women in the case. The family is a safe haven for them after work, so it is an important environmental factor. The women in organizations should strive for personal autonomy of work / learning / social maintenance and the elderly, walking, and other relatives and friends in the interaction of the female couples , but also the female can advocate to follow his wife Habitat, to be good-educationed and fewer gifted ,and to operate dual-line support network of relatives.4,Government and social will impact female employment policies and social attitudes. They are direct impacts on women's career. Therefore, the government and the community can strive to provide a good environment for the female employee from the following aspects: to the community of household labor, raise the level of female education and improve the cultural quality of female labor, develop high-level female workforce education in particular; promote diverse female employment; protect female employment rights by legal , amend the female retirement age policy, promote the investment of female human resources, and prevent degradation of female human resources.Conclusion: Only the above four factors: women themselves, organization, family and the government and society, take in the role at the same time, the female career planning can achieve the best result.