ZT美国职场上的“玻璃天花板”

美国职场上的“玻璃天花板” ?fU{?nI}>p  
ENYc.$r  
转载：jobfindernews.com UQ e1rf  
1:h(8%H@"  
y}QqS /  
_n*gj-  
每一个在美国工作的华人都很关心在美国的职场上能否得到平等的升迁机会，中文报刊上也常常在讨论阻碍华人升迁的“玻璃天花板”问题。有人信誓旦旦地说有，有人言之凿凿地说没。 Oa5-^&I  
B 4e}%  
就我的经历而言，美国职场上的“玻璃天花板”是确实存在的。以我在加州湾区工作的软件公司为例：坐在“大厅”中间一个个“透天“的隔间内从事具体的软件研发和技术支持等工作的，清一色是外国移民。而坐在周围一圈单人小办公室里工作的，除了一个从印度来的Director，全部是土生土长的美国白人。他们不是经理就是Director、VP、CEO，个个都是我们的顶头上司。在公司的职位架构表上，上面几层几乎全是美国白人，最下面的一层才是我们这些来自外国的“白领工人”。有时我心里难免有点不平衡：活全是我们干出来的，学历也是我们高，怎么我们仍然处在“社会最底层”？ 5*"WS $  
) \ cnz  
在所谓“低层次”的工作上，美国老板喜欢雇用东方人。美国雇主早已形成了一种定见：东方人工作努力，服从上司。但一到升迁时，较高的职位大多留给了美国白人。现在想来，这不一定就是歧视少数族裔，美国老板也并非故意而为。中国移民有语言沟通上的问题，有文化认同上的问题，也有社交上的问题。再说，中国也好，美国也罢，都是朋友帮朋友、亲戚帮亲戚。如果私人之间没有一定的友谊，升迁时美国人自然不会想到你。但美国雇主还是比较公平的。以我工作过的上述公司为例。后来我才知道，许多美国白人行政经理和Director的薪水并没有我们高。他们拥有的那些头衔，主要是对外公关所需。美国老板不傻，真正出大力干活的是我们这些来自外国的“白领工人”。如果他们给我们的薪水不高，我们若一拍屁股走人，抓瞎的是他们。 3wgZDF38  
PwAmnk !  
所以，当你碰到“玻璃天花板”时，首先你不要自怨自艾。你既然选择了移民美国，就只能暂且“入乡随俗”，或曰认命。不过，“男儿当自强”。如果你在美国有N个理由学不好英语，你同时就有N+1个理由要学好英语，在数学上N+1永远是大于N的。大多数的中国人并不比美国人笨，却比一般的美国人更刻苦努力。如果你能大致流利地跟美国人沟通和基本融入美国社会，你的专业知识和操作技能比别人强，那么你若在这家公司遇不到“伯乐”，你这匹“千里马”就不要老在一个“槽”上拴着，不妨去别的“槽”上试试。俗话说：“人挪活，树挪死”。追求多快好省的美国“伯乐”还是很多的，关键还是在你是否真是匹“千里马”。如果你有更大的雄心和能力，也不妨自立门户闯荡一番。若以“不以成败论英雄”的标准来衡量，那么不论你自立门户后成功与否，身处异国他乡的你都是胜利者，虽然可能只是精神上的。 <p_2&&?  
|<YF.7r;  
Q>=/u-  
48GaZ@v  
usugjx^p  
CwEb ?  
p{V(! v|  
*** 阅读更多类似文章请访问：[url=http://www.jobfindernews.com ]http://www.jobfindernews.com[/url] ***

玻璃天花板这个东西，其实就是心理因素的结果。　不仅少数民族，女人也很难升到高层。　 na/,1iI<  
49#? I:l  
我老板是一级棒的人物，　如果不是女的，早１０年就升了。

renée, are you a victim?

Actually it depends more on the personality of each indivisual. f}>S"fFI  
%,M(-G5j;  
If one is aggressive and willing to participate lots of meetings, and being very vocal, RGim):1e  
then the invincible ceiling won't exist. Otherwise, it does. Communication is a vital skill [8QE}TFic  
in job market. But I still see quite a few professionals who do not like to deal with people h0fbc;l  
and refuse to take higher position. To them, they would rather enjoy the accomplishment 
PjkJsH  
from assigned tasks than playing politics between groups and once in a while -> bite off the consequence for giving the performance review to people who report to them. /P/S0  
"xV9$m>
 
hVcV_  
from .

我老板正是 aggressive and willing to participate lots of meetings, and being very vocal。　我们ＣＥＯ说：“　she can sell you anything." uz1t uX_  
o| nj2.  
欣赏你的乐观和百折不挠　事情当然不是绝对的，可能她运气差了点 P2`!)teN  
WBA0! g98  
”bite off the consequence for giving the performance review to people who report to them“什么意思？

The performance review given by your boss would decide if you will be on the $siiG|)C1  
list of the layoff. There was once a colleague who was only 2 months away from LV& tu7c  
his green card, and he got laid off. My boss felt so guilty and tried everything he could vTD`Ja#h  
to help negotiating with Human Resource but still fruitless. 10JxfDceD  
The performance review was the key. The colleague was the last one in the group.

Your company's culture is so much different from mine. If that case happened here, your boss would have to discuss with the ultimate boss in charge, as HR is just an executor.

You are right, Lotus.   But You know what, my boss did talk to his boss, however, his boss ?EeHeN_  
asked him "Do you think the company is a charity organization? I don't have the budget. `?Wak=]g  
Talk to Human Resource." E#_TX3B  
Frt_X%  
The final result is ------- The boss of mine is now a VP, and my boss still stays in the same UKx91a}g  
position.   That's the reality. Objectives are the major goal in each USA company. Whoever YXJjqH3  
can help the company to achieve the company objectives win.