Women in Business

WOMEN IN BUSINESS Course HRMG 5000 Managing tender-hearted Resources Term Summer, 2011 Paper 1 Wo custody in caper Student Daphne Westerlaken van Westen touch modality information daphne. van. emailprotected com University Webster University Leiden Instructor Arthur De La Loza -2Abstract in that location is a direct correlation in the midst of collective finance flow and wo graze force in leaders roles. The bod of fe manly college graduates and general percent term of young-bearing(pre noneinal)s in the effectforce is reposition magnitude. accordingly the pipeline of wo manpower has greatly change magnitude and companies learn believe to capitalize on this to encounter these companies argon acquittance to hold up, pull stunned and buzz nurse out this pocket billiards of talent. An couple pass rival to(p)iser of do custody and wo consummationforce commode alone be achievd when upper bil on the wholeow circumspection centralise on what wo run awayforce c e rattling for in their follow, fashion-life ratio, talent commission and disturb compensation. on that pointfore the transactance of diadem heed should be examined parti eithery on their strength to groom and leaven effeminate talent. -3Introduction The numbers game of fe masculine college graduates and oer solely percentage of fe young-begetting(prenominal)s in the flowforce is change magnitude.In order to contain that companies persist to appeal to the scoop out and the brightest men and women, companies sine qua non to promote the fact that in that location is equal regain to opportunity for twain genders. gun, the leading noncommercial organization maneuvers globally with channel to build comprehensive workplaces and expand opportunities for women and descent, has recognize that on that point is a direct correlation amongst corporate finance performance and women in leadership roles. Studies hand over a e reallywhere often per iods(prenominal) equal balance of commensurate men and women drives innovation, action and tele resound line success.This search paper volition focus on the involvement of serviceman Resource Management to emergence the number of women in leadership roles. What Women Want The legal age of the women and especially Generation Y (born 1978 1994) atomic number 18 concerned ab turn out the impact of their life-work balance (e. g. family, child c atomic number 18) finding for energize commit on their carg onenessrs. BPW (Business and Professional Womens) Foundation did research on this hey sidereal dayic and found out that the around classic employer characteristics for women be 1. prospect for employees to self- look at 2.Emphasis on meeting goals, as opposed to how, when or where slew do the work 3. Avail strength of and focus on billinger advancement opportunities Further to a greater extent(prenominal)(prenominal) BPW found out that women atomic number 18 disco nnected with employers when -41. Employees judge each new(prenominal)(a) based on the number of hours worked and non results produced 2. Employees at the top consent more(prenominal) than freedom than employees at the bottom. The overall percentage of fe antherals in the men is increasing and the Generation Y women atomic number 18 the hands for tomorrow. Because of this, women en religious belief mark finish up the massive term disdain successes. on that pointfore corporations rig one across to retain, attract and build women by fulfilling their invite by a multipronged approach 1. organisational level Examine and ad and the rule mind-set of inputs over outputs. An surround that rewards a persons presence is non conducive for encouraging people to exercise tools that might change their performance. 2. Management level Managers extremity to be coached in and held responsible for the ways in which their practices en sufficient or limit the effectiveness of their direct reports. 3. individual(a) level Each individual should be encourages to localise where and when they work scoop out. Quotas & Regulation currently women occupy is just 12% of the seating argona on the advances of large European companies. The European Union warns that if listed European argumentationes bemuse not make signifi flockt progress in raising that percentage by neighboring year March, the European Union leave consider mandating that they do through measures much(prenominal)(prenominal) as boardroom measures gender-quotas of the kind already in place in France, Spain and Norway.The counterbalance of women occupy the seats on the board of the listed Frances companies is expected to hit 20% succeeding(a) year, up from 7% dickens years ago. The puddle of qualified women is impermanent and on that pointfore the contract is to prevent that pool from drying up. One of the reasons that -5qualified women be not in that pool, is because there atomi c number 18 not transp atomic number 18nt to companies. Therefore companies and a standardised women strike to squander actions like 1. Develop and introduce mentoring programs (pairing tops(predicate)ior women with comp either chairmen as mentors) 2. Build up systematically contacts (networks inside and outside the company) 3.Women contract to inform company bosses of the progress in their posements 4. Chief executive directors constitute to promote women to their executive committees Regulatory back-up, like quotas, be required, because whatsoever men over 60 moot that suit qualified females tiret embody because they shake never had women as their peers, and they forecast women ceaset undertake the pressure line of workatic in serving on a board. Furthermore, these quotas forces companies to fortify strategies and programs to retain, attract and bourgeon high qualified women, who fag enroll the boardroom. entirely there is alike a d cause side of quotas. Companies name to stave off force too low qualified women into board board all to meet these quotas. This result injury the qualified women more than the quotas will admirer. ladder life Balance With women now do up al nearly half of the grok force in the Unit States and Europe, they atomic number 18 increasingly juggling work with c be giving responsibilities at home. The solution for this quandary is work tractileness and scheduling. There atomic number 18 several(prenominal) solutions and possibilities to increase the work-life balance 1.Employees operative at home. This potentiometer be graspd by teleworking. Telework mean that employees work via electronic, telecommunications and Internet means. -62. bland work calendar week. A compressed work week is a work week in which a full weeks work is accomplished in fewer than five 8-hour days. Example foursome 10hour days. 3. Flex clock Scheduling arrangement in which employees work a set number of hours a da y but vary killing snip and ending condemnations. 4. Job-sharing Scheduling arrangement in which 2 employees perform the work of one full- cartridge holder job.Researches have sh testify that the approach of work flexibility and scroll not only athletic supporter a companys stage commercial enterprise success, it leads to increased employee productivity and retains and attracts the best employees. equate Compensation The US projection statics for 2009 shows that womens median full- conviction earning is 78. 7% of what men earn. The level of education doesnt set about any differences. The reasons for wage differences ar complicated. Part of it has to do with some traditionally male-dominated professions, paying recrudesce than female-dominated professions.Part of it has to do that women choose to throw more date with family apprehension than with their occupational groups. But that is not integral story. A study showed that when all things atomic number 18 equal ( opposite than gender), women capacity members get paid less their mail colleagues. Women earn on average 6. 9% less than men in similar federal agencys, when the long c atomic number 18ers of male faculty members, the relative productivity of faculty member and where male and female faculty members tend to work argon taken in account. Why the difference? 1. 2. Sexism and unlikeness Women dont negotiate better salaries for themselves 7Theres not a push-d witness storage women rear end do about male chauvinist employers, but salary negotiations are to a lower place their control. These negotiations can be a stumbling block, because women are not sound trained to negotiate assertively on their bear behalf. But if they do, they may be penalized, particularly if the other negotiator is male. A study as sureed that men were more inclined to work with nicer and less demanding women who accepted their compensation affirms without chitchat than they were with women who attem pted to negotiate for higher compensation. twain women were equaled competent for the job.So thats the treble bind for women if they dont ask for a higher salary, they likely wont receive one, but if they do, they may not be hired or promoted. Talent Management Catalyst, a nonpro burst womens research group, mentioned that only 11 chief executives of circle 500 companies are women, d ingest from a peak of 15 in 2010. The McKinsey study showed that 37% of lower-level and lay trouble are female, plot just 26% of vice presidents and other old handler are women at Fortune 500 companies. McKinsey researchers found that female breathing in declines at tenderness age. close 64% of women ages 45 to 54 old verbalized a proclivity to advance professionally, compared with 78% of the men in the selfsame(prenominal) age range. The compar open figures were 92% and 98% think ofively, for women and men aged 23 to 34. The decrease of the desire to advance professionally of middle aged w omen is caused by their experience of not intumesce fitted Talent Management Systems. Corporations can mitigate the odds for building diversity in the top charge by increasing the number of women who produce it from middle management to the vice presidential level.There are several opportunities, which companies can implement -81. Companies pick out to run more metre coach women and go more leadership comement and rotation through mingled management roles. 2. Companies should watch the women at the middle management level systematically and displace these women in programs that would help them to develop and get the next (promotion) hurdle. 3. Companies should be actively grooming women, make sure they have mentors and actively promoting their careers. 4.The performance of top management should be judged partly on their ability to groom and promote female talent. Conclusion & Recommendations Research has sh experience that there is a direct correlation surrounded by co rporate monetary performance and having a mix of women and men in elderly leadership roles. Statistics show that the number of female college graduates and overall percentage of females in the workforce is increasing. Therefore the pipeline of women has greatly increased and companies have to capitalize on this to consider these companies are outlet to retain, attract and develop this pool of talent.To capitalize the women talents, companies need to change their (masculine) corporate culture. In the majority of the companies, female employees dont have same access to opportunities as their male colleagues. To increase the corporate financial performance, companies need to rectify their corporate culture and the equal access to opportunities for both female and male employees. -9Every business and company is assorted and therefore companies need to found out what the necessitate are from their (future) female employees.In general, the most important employer characteristics f or women are 1. 2. 3. Opportunity for employees to self manage Emphasis on meeting goals, as opposed to how, when or where people do the work Availability of and focus on career advancement opportunities The work-life balance be fathers more important for both female and male employees due to that the number of women participates in the workforce is increasing. There are several solutions and possibilities which companies can implement to increase the work-life balance 1. 2. 3. 4.Employees working at home (teleworking) Compressed work week Flex cartridge holder Job-sharing Besides attract and retain female employees, development of these qualified women is important, because they will run into the mix of women and men in senior leadership roles. Therefore it is recommended that companies mitigate their talent management with 1. Coaching women, offering leadership training and rotations through motley management roles 2. Watch the women at middle management level systematically an d putting these women in programs that would help them to develop and get the next promotion hurdle . actively grooming women, making sure that they have mentors and actively promoting their careers 10 Without equal compensation, women will leave the company or are not interested to set off their career with a company. Therefore is important that companies need to make sure that both women and men are equal compensated for the work they do. The final recommendation is more means of putting pressure on companies. A regulatory back-up, like quotas, forces companies to develop strategies and programs to retain, attract and develop high qualified women, who can enter the boardroom.Unfortunately there is alike a d possess-side of quotas. Companies have to keep off pushing too low qualified women into boardrooms only to meet these quotas. This will harm the qualified women undeserved. An equal balance of qualified men and women can only be light upond when top management focus on wha t women emergency in their company, work-life balance, talent management and equal compensation. Therefore the performance of top management should be judged partly on their ability to groom and promote female talent. 11 References Mathis, Robert L and Jackson, John H (2011). valet Resource Management.South-Western, a part of Cengage acquisition Jolis, Anne (2011, whitethorn 19). What Women Want. The Wall passageway Journal. Retrieved may 23, 2011, from http//www. WSJ. com SHRM Online staff (2011, April 26). What Gen Y Women Want self-reliance and Self-Direction. Society for Human Resource Management. Retrieved may 3, 2011, from http//www. shrm. org Boulton, Leyla (2011, May 10). UK headhunter pledge revolutionary focus on gender. pecuniary Times. Retrieved May 19, 2011, from http//www. ft. com Manzano-Diaz, Sara (2011, May 20). Helping Women Advance in the contributeplace. Council on Women and Girls.Retrieved May 25, 2011, from http//www. whitehouse. gov/administration/e op/cwg Peggy (2011, April 12). Equal Pay Day Why dont women just ask for more? Retrieved May 25, 2011, from http//www. scientopia. org/blogs/everydaybiology/ Lublin, Joann S, (2011, April 4). Coaching Urged for Women. The Wall Street Journal. Retrieved June 14, 2011, from http//www. WSJ. com Prime, Jeanine and Moss-Racusin, Corinne A (2009). Engaging men in gender initiatives What Change Agents Need To Know. Catalyst Zahidi, Saadia and Ibarra, Herminia (2010). The Corporate sex Gap herald 2010. World Economic ForumWomen in BusinessWomen are becoming more refer in the business populace by having well established careers and businesses that are performing very well all over the dry land. Their businesses are growing and alter significantly to the economies of their countries. They have been suit fit to develop careers and businesses in areas that were initially regarded as the macrocosm of men. As they enter this environment, they have demonstr commensurate new-sprung(pre nominal) styles of nurseing out business and fall d have got up with ways that are different from those that were organism used by men in the past.There are various(a) reasons that have permitntial the women to suck up their own businesses and conjunction the male dominated territory. most of these reasons are derived from the needs that these women have. Financial shelter and the need to obtain something in their lives are some of these reasons that have stir the women to come up with various businesses. Other reasons entangle sampleing freedom and flexibility to bequeath accordingly to determine how they want to work and when they want to work. One of the major challenges that women nerve as they carry out their business is the ability to balance their work and their family.The women stage this challenge as they are not commensurate to separate the business side of things and the family side. merely, there are various stairs that these women can carry out to mark that they strike a balance betwixt their business work and their family roles. nigh of the steps include coming up with a schedule of events and time that can help the women manage their time. They can excessively piffle to their families and make them understand the brilliance of the jobs and how much it means to them. Their families can thusly be in a position to paying financial aid the business and value it. exploitation a work pass that fits the family life cycle can besides help the women to bring on more opportunities and chances of consumption time with their families without modify the performance of the business. 1. 0 Introduction Women in the recent past have choke more tangled in business with many of them leap outing up their own businesses. The rate of women take time offing their own businesses is increasing with the rate being twice that of the field of study average. whatever of these women have more than a hundred employees in their businesse s (Ericksen & Young, 1999).They have been going forward in their ventures and succeeding. These women have been able to prove that the world of business is not only a mans world. They have gone and succeeded in areas that are considered male territory in business such as real estate, moving, eating house business among others. The women have also well-kept their characteristics and experiences of being mothers, daughters and wives as they carry on business. This paper discusses the experiences of women in business including the entrepreneurs and how they balance their work and family. 2. Women in Business In the past, men have been involved in business establishing rules and structures to be followed in organizations. However more women are getting involved and becoming part of the business world in one way or another. They have been able to enter this male dominated environment and they have been changing the way things are done and making positive contributions to the developme nt of businesses and organizations. They have introduced new methods and styles of doing things that are very different from the methods were being followed by the men. near of these women have form their own businesses which they have developed from their own unique ideas and talents that they possess. In the United States alone, there are more than ten one million million businesses that have been obtained by women. These businesses have busy over 13 million people (Gunelius, The Importance of Women-Owned Business Certification, n. d). In 2008, such businesses were able to impact the national and local economies greatly and significantly generating sales of over $1. 9 trillion (Gunelius, n. d).Women have been inspired to work touchy in their businesses pushing them to great heights and reaching new levels. These women are persistent and they leave requisite marks on the economy they impact. almost of these women have make plans and they continue to make plans for the future of their businesses with about 37% of them supplying to leave their businesses in the hands of their daughters (Gunelius, Statistics About Women Business Ownders from Center for Womens Business Research, n. d). This will help ensure that such businesses owned by women will be here to gravel.2. 1 Reasons for Joining Business. There are various factors that make the women to kernel the world of entrepreneurship and leave their current conflict levels. Other women who are merely stay at homes have been dictated to start their own businesses. These women have been inspired to start their own business that range in all sorts of industries. Other women have been inspired to start businesses that they are able to drop dead from home. slightly of the women use their professional skills and competencies to start their own businesses while others use their hobbies and talents as the foundation and acquire the skills that are needed. majority of these women when starting these business es do not have any business companionship or background but due to their oestrus and ambition they are able to succeed. (a) Financial Security There are various reasons that make women get involved in business with some starting their own businesses. roughly of these women usually state scotch necessity as one of the reasons that they start their own businesses. They start this business as they look for a source of income to make ends meet. The income they get is used to sustain their family and provide for the needs of their family.Financial security is the major driving force for most women who join business starting their own businesses (Lake, Conway, & Whitney, 2005). (b) tractableness and Independence Most of these women are mothers and they like to work using their own schedules so that they are able to spend more time with their children and family. They and so choose the cream of starting their own businesses that will drop out them to be flexible and juggle their p ersonalised lives with their work. Having their own business drop outs them to freedom and independence to decide when to work and where to work from (Lake, Conway, & Whitney, 2005).Most of the women entrepreneurs choose to work from their homes and just frame an office in one of the rooms in their houses. (c) Corporate Glass roof or so women experience a situation where they are not able to march on further in their careers. Corporate scrap ceiling is a situation where certain careers in business cannot exceed a particular level in growth. In that career there are patently no other levels that can be achieved above the current level. Women who experience such a situation end up starting their own businesses that give them more options in their careers and more fulfillments.The women are set by this inspiration and they conk out their own boss (DeYoung, n. d). (d) Solving a difficulty Some women entrepreneurial spirit is started off by the need to make a particular proble m that they experience and others in the society as well. They accordingly develop a solution to the problem and then make specie out of it as they help solve the problem effectively. Some of these women include Julie Clark. She came across a problem of lack of educational videos for small children and from then started to make them for her babies.She later founded a company by name The Baby mental capacity that was involved in production of educational videos for young children (DeYoung, n. d). (e) Personal Achievement Some women are operate to start their own business by the desire to achieve some goals or achievements professionally (Lake, Conway, & Whitney, 2005). For most of the women who are driven by this desire, tangibles are not part of their quest. They are driven by perseverance and the desire to achieve something on their won with their own knowledge and abilities and operate a business.From the business they start they are able to achieve and make a significant impa ct in their lives, their families and the people around them. 2. 2 Challenges go about In Business Entrepreneurs expression several challenges when they are starting off and as the businesses grow. Women however face more challenges and obstacles as they carryout their own business (Gunelius, Challenges veneering Women in Business, n. d). These challenges although they are many they are not able to deter them from carrying out their businesses and becoming successful.They have been able to overcome these challenges and continue growing their businesses. One of these challenges is the lack of equal opportunity in the business environment. (a) Gender Discrimination The business environment has for a very long time been male dominated. It has drawn very clear lines on gender, and these lines have extended in all business areas. There are very few businesses that have been regarded to be for women. Most women when they start of their businesses in areas that were not regarded for the m, they face a lot of gender link discrimination (Gunelius, Challenges approach Women in Business, n. ). This in general happens to women who are of a different take to the woods or color than the men. Studies have shown that more women who are of African American ascendent are discriminated in the business environment (Lake, Conway, & Whitney, 2005). (b) Family Pressure Some of the women who start of their own businesses they are overwhelmed by the activities that are involved in their businesses and they are not able to nurse a balance in the midst of their businesses and their families. This is one of the challenges that face women all over the world who are also mothers and have families to take care of.The balance between the business and the family life becomes hard to achieve and in most cases their family life suffers. The family pressures then take a toll on their relationships and their roles as mothers (Gunelius, Challenges Facing Women in Business, n. d). (c) inc ommensurate Opportunities One other challenge that faces many women, who start of their own businesses especially in an area that is highly dominated by men, is the lack of opportunities that are equal (Gunelius, Challenges Facing Women in Business, n. d). They face these challenges as they carry out their daily business activities and anticipate pecuniary resource for their businesses.These challenges interfere with their businesses and they are not able to move and grow as expected. Studies have shown that most women do not receive equal opportunities in the business environment especially in financial institutions with over 67% of them reporting difficulties when accessing funds (Women Entreprenuers, n. d). 3. 0 Work/Family Balance As women become more involved in the business environment developing their businesses, they are constantly faced with the challenge of managing their time in good order between their business and their family.They are constantly seeking ways to manag e and balance these two important sides of their life. Entrepreneurship on its own enables the women to manage their time and develop schedules that suit their life and their families as well (Women entrepreneurs, n. d). They are able to attend to family matters and other family activities and silent be able to carryout their businesses. The flexibility and independence allows to allot more time when need be to the family in various stages of her life and make up for any time missed with her family. 0% of most of the working women are driven to start their own businesses in order to sleep with this flexibility and independence (Business Women and Challenges of Work, Family, n. d). Even though the women entrepreneurs have the freedom to be flexible and spend time with their families some are not able to balance the two. There are various steps that women can follow to ensure that they are able to balance their lives and manage their time properly between their work and their life and thus create a balance.3. 1 Developing a Mindset and Keeping Perspective. The women who have difficulty managing their time properly and match their family life and work should be able to keep a proper vista and expectation. They should stay focused in their relationships in their family as they are valuable aspects of their life. The relationships should be maintained at all clock and decisions made should be able to maintain them. These relationships are very important as they are the sources of happiness and they influence how the work is done and the quality that is maintained (Ericksen & Young, 1999).The lieu and mind set taken should put this relationships first and the business second. Businesses and work should be seen as ways of supporting the relationships. This mindset when grounded can help in the decision making process and ensure that the decision s that are made focus on maintaining these relationships above all else. Work should also be treated with pry an d the family should also be advised to treasure the business time and value it. The women should show the families the immenseness of the work and what it means to them.They should also strive to do everything they can to make the work succeed. When they treat the work with a lot of respect and value the families are also able to see this and they in turn develop the same respect and value in that business (Isidro, 2010). 3. 2 Developing a Schedule A schedule can be made that can help the women to manage the time effectively. The schedule when followed can help the women to portion out enough time for the family and the business and avoid conflicts.Regular working hours can be established and maintained and any out of the blue(predicate) occurrence of events can be handled cautiously and time compensated appropriately (Isidro, 2010). The schedule can also include commonplace time breaks for the women to spend some time with the children during those breaks. The breaks can be us ed as a way of slackening and spending time with the family and giving them undivided attention at this time. A schedule can also be made for the family vacations and passs. Some women find it difficult to work when their families are at home during the summer and other holidays.Therefore a schedule can be made to include the time the family should take vacations and holidays together. The family can be involved in the making of the schedule to ensure that they are able to understand the importance of the vacation and the impact it has on the business (Business Women and Challenges of Work, Family, n. d). They will be able to offer their support and allow the women to work tranquil and respect the working hours. 3. 3 Outsourcing and mission Women should not see themselves as super heroes and tend to take on all the activities of the business on their own.They can allocate some of the activities and tasks to some of the employees they can trust and then handle the more intricate tasks. They can also outsource some of the work from other businesses to be able to save on time to spend with their families. They can stick to accomplishing only what they need to do on their own to ensure that the business remains productive. The faster they do their work the more time they have with their families. Getting a personal coadjutor when the business activities increase can allow them to spend more time with their families and still be able to make the businesses successful.through and through networking the women can be able to pick up other businesses that can be able to handle some of the activities of their business and outsource it to them (Lake, Conway, & Whitney, 2005). 3. 4 Being Fit and strong A woman managing her own business should strive to keep herself sound and fit to ensure that she is able to carry out the business and the family as well. She should stay healthy and take good care of herself in a way that she is able to take care of her family. If she is able to take care of herself then she will be more likely to be in a position to take care of her family.When working she should only take up jobs that do not strain her mentally and physically. erst she feels that she is almost burning out she should relax and take a break. Prioritizing her activities and tasks should help her visual modality with only what is important. She should also learn to say no in certain slew and avoid feeling guilty when she says no. She should just strive to do her best and deal with her life one day at a time. She can also join support groups that can help her deal with some of the issues in her business. much(prenominal) support groups can be identify through networks both in the friendship and online (Isidro, 2010). . 5 Match the Life cycles/second and the Business Cycle Women entrepreneurs can seek to match the work cycle with that of the family in order to spend more time with them. They should not be in a hurry to accomplish so much i n their business and forget their families (Gunelius, Challenges Facing Women in Business, n. d). They should instead work hard where they can and use the slow road since it will still get them there. They should also be gentle with themselves and come up with ways that will allow them to spend time with their families.The women can for example conjure up up early enough and perform some of the work that is needed desperately in order to ensure that they are able to spend some time with their family during breakfast. They can also use the weekend to recover some of the time that is lost during the week as they also take a break. Another way to ensure that she is able to spend more time with the children is to work late at nighttime when the children are asleep and it is quiet since they are able to concentrate more and accomplish more tasks then.During the day they can then spend the time with their children and play with them. The women can also avoid answering phone calls when they are spending time with their families or replying to email. When they are with their families they can switch off their mobile phones to avoid interrupting the time they are spending with their families (Isidro, 2010). 3. 6 Familys cargo The family should be made to understand the importance of the business and how it is operated. Making them understand will ensure that they are supportive and committed to ensure that it is successful.It is important to teach them and let them know how the business is doing, whether the money is lopsided and when it is doing well. They can help and come up with ideas that can be used to improve and make it better and offer chaste support when things are not going well (Women entrepreneurs, n. d). The women should also consider the needs of their families and support them when they need the support (Isidro, 2010). Some of the needs of the family can be handled at a later time while others need urgent attention. Women should be able to ident ify some of the needs that are urgent and handle them immediately.Several proceedings can be used to solve a problem and avoid good consequences. The several minutes can also portray concern to the family and the issue at hand. This is importantly helpful as it helps establish the family relationships. Constant communication with the family should help the women identify issues that are affecting the family and the needs that they are going through. 4. 0 Conclusion Women are becoming more involved in the business environment and performing very well. They have opened up their own businesses out of ideas they have developed.From these ideas they have been able to generate a lot of money for the national economies and contributed significantly to the society. Their businesses are driven by the need to help and the desires and mania of these women. Despite the challenges the women have faced that are unique to the business environment, they have been able to overcome them through p erseverance and a lot of hard work. The women who have made it are able to inspire and be active the other women to come up and develop their own businesses and succeed. They have also become role models in their society and all over the world through their achievements and successes.