Showing posts with label Women. Show all posts
Showing posts with label Women. Show all posts

Tuesday, January 14

4 Ways women make better investors

4 Ways women make better investors
| By Tom sightings, US News & world report

Guys could stand, a couple of things about the investment of their female pendants--risk-averse as the virtues of patience and learning research.

The proof is: after a number of studies by banks and investment firms over the past decade, women make better investors than men. The youngest, determined by the tax and advisory firm Rothstein of Kass, that hedge funds, led by women, which surpassed the managed by men by 6 percentage points over a nine-month period in 2012.

Why do women, better than the average? No one knows exactly. And of course there are exceptions, such as Warren Buffett.

But if in the long term, women generally have better investment returns than men produce. Here are four possible causes:

You think this would be a good thing, right? But as in so many areas to invest, the obvious answer is not correct. For many men, the most important thing is not the absolute return on an investment, but whether their rivals to beat. This leads often male managers of to risky bets that can pay off which are less.

Is one more important investment criteria for many men bragging about their income. And as we all know, men are less likely, for advice on issues. Somehow, it is seen as a sign of weakness. All of this leads to men focus on short term and lose the primary purpose of investments out of sight: to produce consistent, positive returns over a longer period of time.

According to a study by behavioral scientists, women are typically averse than men. Women are more inclined, to wear than men, seatbelts, cigarette smoking and blood pressure avoid checks. You are 40% less likely, that to run the yellow traffic light. So it should not surprise attracted the women towards safer investments and hold portfolios of stocks, which are less volatile.

An investment study showed, that if something goes wrong, men become angry fearful while women. Anger can cause that people ruthlessly trade will double to more losses, such as to lose investments or to try, "a falling knife to collect." However, afraid of women are more likely to avoid market downturn in the first place, and then if they suffer losses are more likely pull the reins and move away from large disasters.

Women, who are less confident than men are likely to less deceived to believe they know more than is actually the case. They want to control and therefore not more research to find out exactly what they invest.

Women are also more realistic ideas, what can reasonably afford an investment. In short, they have lower expectations from their investments. Therefore, they are less likely to jump on the "next big thing" or a "don't miss" fall on stock tip.

In a report found that a quarter of the men surveyed gave, that she would gamble on a "hot" investment, without any real research to do, because many women have the same while making only half of error would. As a result, trading women of less frequently. They are less transaction costs and less tax consequences. Women undertake their investments, and because they have done their homework, are more likely to their obligations to meet. You are patient investors and typically not by a short-term setback in the performance of one frightened company.

Surveys have shown that women more likely than men to the attribute success to factors outside themselves as luck or fate. This apparent contradiction lay - with the goal of achieving the control if you know that you can only so much control - are women the perspective they need to avoid panic. And yet paradoxically, it allows also to admit when they've made a mistake.

Women looking for the next storm. When it arrives, they batten to the hatches and it ride. You know the market like the ocean. It is much larger than an investor subject to any large global forces. But in the course of time, there is a certain ebb and flow, and if you're a good Navigator you can rich coastal sailing.

How is it that the best investor of all, the legendary Warren Buffett, happens to be a man? Maybe you should ask author Louann Lofton, who wrote the book "Warren Buffett invests like a girl: and why would you want to."

Tuesday, November 27

Women rising in the ranks at tech companies

A. Pawlowski , NBC News contributor

News that two women will succeed Steven Sinofsky, the former head of Microsoft's Windows unit who unexpectedly left the company this week, is creating as much buzz as the departure itself.

Julie Larson-Green, who will head the Windows hardware and software division, and Tami Reller, who will remain chief financial officer of the Windows unit, will report directly to CEO Steve Ballmer.

Advocates for women in technology were thrilled about the announcement, not only because female executives were tapped to replace Sinofsky, but also because they will lead the Windows division -- the flagship product for Microsoft.

“I don’t even know how to explain how amazing and exciting that is to every woman who works in tech right now and probably in business across the board,” said Michele Weisblatt, executive vice president for Women in Technology International.

“It’s not just about (the company) putting them over a division, it’s about them leading the flagship product – the money-making, revenue piece for Microsoft. It’s just phenomenal.”

Women hold just a quarter of computing and mathematical jobs in the U.S., according to a 2008 report on women in technology from Catalyst, a nonprofit research organization.

Microsoft's move is important because of its visibility as a technology and corporate giant, so girls in school who see women like Larson-Green and Reller move into such high-profile roles will carry that with them for a lifetime, said Jenny Slade, a spokeswoman for the National Center for Women & Information Technology.

That, in turn, could potentially fuel a pipeline of women to fill leadership roles at technology companies. Some of the most well-known firms already have female executives at their helms, including the high-profile hiring of Marissa Mayer as the president and CEO of Yahoo! this summer and the longtime presence of Sheryl Sandberg as Facebook's chief operating officer.

It’s a sign that companies are recognizing the positive impact of women at the senior executive levels and on corporate boards, said Phyllis Kolmus, president-elect of Women in Technology.

“They bring collaboration and kind of a broader view,” Kolmus said. “What if it had been Lehman Brothers and Sisters? There might have been a very different outcome… women just bring a somewhat different viewpoint, and companies are reaping the benefits.”

But sometimes when women are promoted to executive positions, there’s a concern about a phenomenon called the “glass cliff.” That's when companies that have a product or service that’s in trouble hire a woman to provide a different leadership style and switch course, Slade said. Such jobs are associated with a greater risk of failure and criticism, British researchers have found.

However, Slade said there are no signs of that in Microsoft's recent move.

“I wouldn’t consider this a case of the glass cliff,” Slade said.“This is a case where you have two incredibly accomplished women… who just happened to be positioned very close to the top of the ladder and were ready to step into these roles.”

“That says something about Microsoft, something quite complimentary, that these women are even in a position to take over a role like this,” she added.

Meanwhile, the career outlook for both men and women in technology is bright. Jobs in this field are some of the fastest growing, with 1.4 million computer-specialist openings expected in the U.S. work force by 2020, Slade said.

Technology companies also are increasingly offering flex time and job sharing, Kolmus said, which help women stay in the work force while having children.

Women, in turn, are more active in reaching out to make sure they get the mentoring and the kind of contacts that they need to rise through the ranks, she added.

It all adds up to a winning formula.

“It really is a testament to a lot of the Fortune 500 companies creating these programs and these internal tracks to help develop their women and help them grow,” Weisblatt said.

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