Unit 13 Women Underestimate Their Performance on the Job
What do your co-workers think of your performance on the job?
If you're a woman, you're three times more likely than a man to answer that question wrong.
Women handicap themselves on the job by chronically underrating their standing with bosses and co-workers, says a new study slated for presentation next month to the Academy of Management's annual meeting. (1) When asked to predict how they were rated by managers, direct and peers, women were significantly poorer at predicting others' ratings than men，says the study of 251 managers by Taylor of the University of New Mexico.
将在管理学会(Academy of Management)下个月举行的年会上提交的一项新研究表明，女性习惯性地低估自己在老板和同事心目中的地位，从而阻碍了自己的事业发展。 ( 1)新墨西哥大学的泰勒对251名管理人员进行的研究发现，当被要求预测上司、直接领导和同事给自己的评分时，女性预测的准确度远远不如男性。
A lack of self-confidence isn't the problem. The women surveyed thought highly of themselves compared with men in the study. But the female simply believed others regarded them as far less competent than they actually did, on a wide range of social and emotional skills related to leadership, according to the study. The ratings encompassed a wide range of attributes, from communication and conflict management to trustworthiness and teamwork.
Overall, averaging all the ratings, the gap between prediction and reality was three times greater for women than for men. (2) "women are so accustomed to decades of being ‘disappeared’ or ignored, and to hearing histories of women whose contributions went unnoticed，that they assume these conditions exist to the same extent today," Dr. Taylor says.
A few companies, of course, have fair, transparent, performance-based compensation systems that eliminate gender inequities.
But at most employers，expecting to be devalued can exact a big toll. A friend of mine says she underestimated her standing at work for years and paid a high price in her paycheck. She started at a low-paid entry-level job at her company and advanced quickly up the ladder. (3) But she didn't ask for a raise for several year, only to find out later that she was making 50% less than peers with similar or less experience.
"It came as a shock when I discovered how underpaid I was," she says. "I really shot myself in the foot by not being a self-promoter." (4) The lesson: If your employer lacks a systematic comp policy, "you really have to self-promote and lobby for yourself if you care about your career or salary advancement," my friend says.
My male peers have pointed out my own blind spots in this regard. Years ago, when I first learned how much a female executive at my company was paid, I marveled, "Wow，that's a lot." The male colleague who told me roared with laughter. "You think that's a lot?" he asked me he asked me incredulously."That's half what men at her level make."
Readers, do you have trouble promoting yourselves? Do you see women around you undervaluing their contributions? Does your workplace have transparent, performance-based advancement or compensation systems that help eliminate gender inequities? Or do workers of both genders have to do a lot of self-promotion to get ahead?
1. When asked to predict how they were rated by managers, direct reports and peers, women were significantly poorer at predicting others' ratings than men, says the study of 25 I managers by Scott Taylor of the University of New Mexico.
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2. Women are so accustomed to decades of being "disappeared" or ignored, "and to hearing histories of women whose contributions went unnoticed, that they assume these conditions exist to the same extent today," Dr. Taylor says.
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3. But she didn't ask for a raise for several years, only 10 find out later that she was making 50% less than peers with similar or less experience.
本句是一个复合句。only to find...experience不定式短语作结果状语。其中that引导宾语从句，作find out的宾语。
4. The lesson: If your employer lacks a systematic comp policy, "you really have to self-promote and lobby for yourself if you care about your career or salary advancement." my friend says.
本句是一个复合句。冒号后面的内容是对lesson的解释说明。 my friend says前面的成分，充当says的宾语。两个if分别引导两个条件状语从句。