Silicon Valley is to find the most annoying problem for working women ambitious: how to spend time with their children, without ruining his career. In an excerpt from the book The End of Men, women executives on Facebook, Twitter, Yahoo shows how to run

Here's how to solve problems in the workplace of the future: Marissa Mayer, when the wife of highest rank in Google, had a bad feeling that one of its executives, Katy would have resigned. Katy was a hard worker and well liked, but Mayer has been picking up rumors of exhaustion and resentment. Mayer did not lose women executives - had very little to start Google. She thought it was obvious this was a source of stress. Katy was a mother of three children, including twins. As head of the Google team, had to participate in a call at 1am every night Bangalore. Mayer probably with young children at home are not necessarily sleep through the night, Katy calls put on the board. So I decided to intervene.

Katy Mayer called and explained what she calls her "find your rhythm" philosophy - there is another form of birth control, but his remedy for exhaustion. What causes exhaustion, Mayer believes not work too hard - people who believe that "hard work can arbitrarily by an arbitrary amount of time" - but they will suffer if the work makes them lose the things that really matter to them. The key to maintaining the dedication and loyalty of an employee is having to identify what he or she can not tolerate absolutely lost after the employer account.

Mayer, is that I am wrong about phone calls 1am. Katy loved his job and do not mind staying up late to help you. What bothered him was something totally different. Often, Katy confessed that she was late for the events of their children because of a meeting did not last long, for no reason other important meetings tend to. And he hated to see their children walk late. So Mayer a rule: if Katy had said earlier that he had to leave at four, then Mayer would ensure that Katy might stop at four. Even if there were only five minutes at a meeting, even if Google co-founder Sergey Brin was himself mid-sentence and awaiting a response from Katy, Mayer said: "Katy must disappear" and Katy answer the door and questions later by email after the kids were in bed.

always heard that Silicon Valley is the ultimate flexible workplace. When I visited, the success of female managers there told me stories that would make jealous difficulty managing work and life. As a mother of three children, Katie Stanton found his work in the White House a nightmare. One evening, at 8 o'clock, his boss called home to ask what he was doing outside the office. "Putting my children to bed," she said.

"Why is there an emergency?" His boss asked.

Shortly after, he left and went to work for Twitter. As head of international strategy, Stanton asked her new boss if I could leave every day - she lives an hour - and get email again after eight years. No problem. "I consider myself incredibly lucky," says Stanton, "because I can do this job very well and have a family."

lives of women, we talked not exactly perfect, in fact, it seems exhausting. Stanton worked every evening a week and never get to the gym or go out with your husband. These women work flexibly, but they work all the time. As Emily White, an officer of Facebook, said: "Forget the rest, this is fusion", which means that work and play and sleep and the kids are all mixed in the same 24 hour period. (White has happened this term after finally released the night alone with her husband, and spent half the night watching their iPhones.) But the work culture is always a revelation. Without much paperwork and official committees HR, Silicon Valley is to find the most annoying problem for ambitious women working, everyone was an impossible idea to solve: how to pass the time with their children without ruining their careers

industry has solved the fundamental problem at all, ie they are not so few women entrepreneurs as there are in any other sector of the elite. But it gives us an idea of ??the work culture of the future, where time is not as concerned face and people assumed that women - and men - can be very ambitious and manage a life, too. "Their reputation is based on what I've done," said White. "It really does not matter what is in his pants." In a graph comparing the "cost of the career of the family" in the elite workplace - this is the price they pay for people to take time off - economist Claudia Goldin fleet of high-tech enterprises above the rest. Women and men can not take leave and not have a big salary hit. Other industries, however, suffer from "inertia" or "resistance to change" Goldin said. " This new stage in the industries and suddenly find a way of doing things differently "

All business problems problems elsewhere, women in Silicon Valley seems informal workshop and on the go. Fearing that the rule Katy stigmatizes mothers? Mayer should apply to everyone. Now, one of his young male executives leaves early every Tuesday for dinner sanctified by his former roommates. The problems of life are not so different from the technology: thinking creative enough, everything can be solved

first female engineer hired at Google, and now the first woman CEO of Yahoo, Mayer is a legend. She received her master's degree in computer science at Stanford University, with a specialization in artificial intelligence, and is so intense, even in casual conversation, I found the record if it flashes. It is also tall, blond, and appears regularly on blogs portions of the luxury brand on the arm of her husband's employer, who is expecting her first child. She is aware that this is a package rare, and adopted the additional task of being a role model for aspiring young geeks worldwide. "I think it's important that girls especially when we know that there is no one way to break You can be fashionable and be a good programmer and a geek," she said. "You do not have to give up what you love."

But try to draw

Mayer in the swamp of issues related to discrimination and it will resist. Why are not more women graduates in computer science, for example? "I am much less worried about how to adjust the percentage growth of the cake in general," she said. "We do not produce enough of men and women who know the program."

women in Silicon Valley do not live in a bubble light individual not recognize sexism. Should be blind to wander in the offices of Facebook and Google every day and not notice the sea of ??programmers majority of men, or "Frat House" as Sheryl Sandberg, COO at Facebook, called . These women do not deny sexism, but do not know themselves, so they can do their job. His attitude is neither idealistic nor difficult, but very practical. Best just to buy these situations one by one, as for many coding errors, one brain to another kind

At the beginning of the new millennium, researchers have begun to understand why more women's earnings appear to be stabilizing. Women were university graduate at higher rates than men, always floods lucrative jobs, but their income, especially at the top, had stalled. Economist Linda Babcock gave a straightforward explanation when directed the doctoral program at Carnegie Mellon. A group of female graduate students came to complain that they were trapped by teaching other teachers, while the men came to teach their own classes. Babcock dean course load to ask about it. Women, he said, "Do not ask," so are not affected in their own classrooms.

Babcock was wondering if this might be true in other areas of their lives, so I experimented with Carnegie Mellon students who recently received a master's questions on wages starting in their jobs. It turned out that 57% of men had negotiated starting salaries, while only 7% of women, despite the services of school guidance department advises negotiation. As a result, men have an average starting salaries only 7.6% higher than that of women.

Babcock is an economist, he has worked to its logical conclusion: if a man has never asked for a raise again and he and his female counterpart at the same time is 3 % for the rest of their starting careers, the man would pay 7.4% of half a million dollars richer than he when they reach retirement age. Women were not bad in the global negotiations - on behalf of the company, for example, or their children or friends - but were reluctant to negotiate for themselves. They seem to think that if they worked hard, appropriate rewards that come their way.

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Babcock helped create an industry of self-help books for women cure: Nice Girls do not get the corner office, Play Like A Man, Win Like A Woman, stop sabotaging your career. But academic research took a strange turn. Study after study shows that women who do not conform to gender stereotypes - bluntly asked for a raise credit, self-promoted or the defendant for the work they have done - taken a heavy toll on the job. People consider as difficult or unpleasant, and will not work.

Researchers tested different scenarios

workplace, always with the same result: women speak aggressively obtain worse results than those who speak timidly. Women who self-promotion are considered lack social skills. The same goes for women who express any anger in the workplace. In one scenario, some of my colleagues were on the point of going to an office party, when another appeared in a last minute panic on a photocopier broken. I had to help manually base 500 sets of pages that have been copied. Women who said no and went to the party have been marked down. The men who did the same were not considered. For men to behave in a friendly atmosphere, the community was optional. For women, it was mandatory.

Perhaps the most difficult experience was conducted in 2004 by Madeline Heilman, a psychologist at New York University. Heilman comes with a set of basic information about a particular employee who was assistant vice president of an aviation company. In some cases, the employee has been described as not having yet received a performance evaluation. In other cases, the employee had been through the review and considered a "stellar performer" or a "rising star." The only other difference is that, in some cases, the employee is described in the package was "Andrea" and other "James." Among those who believed that the employee had not yet received a review, Andrea and James were judged fairly. But among those that the employee had been described as a "rising star", there were large differences in the response. People judge the rising star Andrea as less pleasant and more hostile than James, in fact, Andreas were considered "downright uncivil," said Heilman, although there is no information to support this opinion. Subjects simply assumed that "Andrea" must have been unpleasant things about how to break into a field dominated by men.

No. Too aggressive.

"I hope it's okay to ask about it. 'D Feel really bad if I offended him."

Not yet. Too little girl.

"I do not know how it is typical that people of my level to negotiate, but I hope you will see my lack of bargaining as something important I bring to the task. "

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